Justia Labor & Employment Law Opinion Summaries

After the Board found that nurses could unionize and rejected the employer’s contention that they were ineligible supervisors within the meaning of the National Labor Relations Act, 29 U.S.C. 152(11), the employer refused to bargain with the union. When the Board ordered the employer to do so, the employer petitioned for review. The court concluded that substantial evidence supports the Board’s finding that the nurses are not supervisors because their duties do not require the exercise of independent judgment. Accordingly, the court denied the petition for review and granted the Board's cross-application for enforcement. View "Palmetto Prince George Operating v. NLRB" on Justia Law

Plaintiff filed suit against United Airlines for retaliation under the Family and Medical Leave Act (FMLA), 29 U.S.C. 2601 et seq. The district court granted summary judgment for United Airlines. United Airlines had discharged plaintiff for fraudulently taking FMLA leave and for making dishonest representations during the ensuing investigation. The court concluded that, even drawing all reasonable inferences in favor of plaintiff as the nonmoving party, Reeves v. Sanderson Plumbing Prods., Inc., plaintiff has failed to create an issue of triable fact that the explanation United Airlines provided for his discharge was a pretext for retaliation for taking FMLA leave. In this case, the evidence taken as a whole plainly paints the picture of an employee who used FMLA leave to avoid interrupting his vacation, and then gave a variety of inconsistent explanations for his behavior upon his return. The court explained that to hold otherwise would disable companies from attaching any sanction or consequence to the fraudulent abuse of a statute designed to enable workers to take leave for legitimate family needs and medical reasons. Accordingly, the court affirmed the judgment. View "Sharif v. United Airlines, Inc." on Justia Law

Over twenty electrical construction workers filed suit under the Fair Labor Standards Act (FLSA), 29 U.S.C. 201 et seq., seeking unpaid hourly and overtime wages from Power Design for work completed under a federally funded subcontract between a joint venture and Power Design. The district court granted summary judgment for Power Design. The court found nothing in the relevant statutes barring the Electrical Workers from pursuing an FLSA claim. In light of the statutory texts, which admit of no conflict, and the similarities between Powell v. U.S. Cartridge Co., Masters v. Maryland Management Co., and this case, the court held that the statutes at issue apply concurrently to the Electrical Workers’ employment arrangement. Accordingly, the district court erred in granting summary judgment to Power Design and the court vacated the judgment, remanding for further proceedings. View "Amaya v. Power Design, Inc." on Justia Law

Amy Tuschen worked for RLM for six years and then joined a competitor, eScience. RLM filed suit against eScience and Tuschen, alleging principally that Tuschen breached a covenant not to compete and unlawfully took confidential information from RLM and shared it with eScience. The district court granted summary judgment to defendants. The court concluded that the covenant not to compete was not enforceable because it was overbroad, and RLM failed to present sufficient evidence that Tuschen took or shared RLM’s confidential information. The court rejected RLM's remaining claims and affirmed the judgment. View "RLM Communications v. Tuschen" on Justia Law

After plaintiff was terminated from his position as a police officer, he filed suit under 42 U.S.C. 1983, alleging retaliatory discharge in violation of the First Amendment based on the comments he made as a candidate for town council that were critical of his employer. The district court denied Police Chief Rob Hall qualified immunity. The court concluded, however, that Hall is entitled to qualified immunity because it was debatable at the time of plaintiff's dismissal that his speech interests as a citizen outweighed Hall’s interests as a public employer. Accordingly, the court reversed and remanded. View "Brickey v. Hall" on Justia Law

After William Gault terminated plaintiff from her position as deputy clerk, plaintiff filed suit challenging her termination on First Amendment grounds. The district court granted defendant's motion for summary judgment, holding that plaintiff occupied a confidential or policymaking position and was subject to termination for campaigning against her boss. The court reversed the district court’s decision to grant summary judgment to Gault based on the Elrod-Branti exception, determining that it could not, as a matter of law, conclude that party affiliation is an appropriate requirement for the effective performance of plaintiff's former position as a deputy clerk; Gault has not established the defense of qualified immunity; the court found unpersuasive Gault's contention that the Eleventh Amendment immunizes him from suit for monetary damages in his official capacity; and the history of this case does not present the court with an adequate Pickering record to review. The court vacated and remanded for further proceedings. View "Lawson v. Union County Clerk of Court" on Justia Law

Plaintiff, an Arab-American Muslim woman from Morocco, filed suit against Fairview, alleging claims, pursuant to 42 U.S.C. 1981, for race discrimination (Count I), hostile work environment (Count II), and retaliation (Count III); and pursuant to Title VII of the Civil Rights Act of 1964, 42 U.S.C. 2000(e) et seq., claims for discrimination based on religion, national origin, and pregnancy (Count IV), hostile work environment (Count V), and retaliation (Count VI). The district court granted summary judgment for Fairview on all six counts. In regard to the discrimination and retaliation counts, the court concluded that the evidence was sufficient to meet plaintiff's burden to show pretext. In this case, the evidence supports plaintiff's argument that when she complained to her supervisor, who was also her alleged harasser, the supervisor decided to terminate her and immediately got the decision approved. Furthermore, the absence of any evidence to support Fairview’s lack-of-work explanation is also important. Although Fairview claims that there were discussions of eliminating plaintiff's position in the past, there is no record evidence to support that claim. Accordingly, the court reversed and vacated as to Counts III and VI. Likewise, the court reversed as to the remaining counts. By failing to address numerous comments that were open to a racially motivated interpretation, and by circumscribing its analysis to just one comment without reviewing the totality of the circumstances, the district court committed reversible error in its grant of summary judgment for Fairview. View "Guessous v. Fairview Property Investments" on Justia Law

Plaintiffs, current and former Fairfax County fire captains, filed suit under the Fair Labor Standards Act (FLSA), 29 U.S.C. 201-219, alleging that they are entitled to overtime pay. The court held that plaintiffs do not fall within the FLSA's exception for certain executive and administrative employees whose primary job duties are management-related. In this case, the County has not submitted evidence that would allow a reasonable jury to find, under the clear and convincing standard, that plaintiffs’ primary duty is anything other than first response. Therefore, plaintiffs are entitled to overtime compensation under the FLSA. The court reversed and remanded. View "Morrison v. County of Fairfax, VA" on Justia Law

Plaintiffs, exotic dancers, filed suit alleging that their dance clubs failed to comply with the minimum wage standards pursuant to the Fair Labor Standards Act (FLSA), 29 U.S.C. 201 et seq., and corresponding Maryland wage and hour laws. The district court held that plaintiffs were employees of the defendant companies and not independent contractors. The court concluded that, based on the totality of the circumstances, the relationship between plaintiffs and defendants falls on the employee side of the spectrum. The court found that the many ways in which defendants directed the dancers rose to the level of control that an employer would typically exercise over an employee. The court also concluded that the district court did not err in rejecting defendants’ good faith defense for the period prior to September 2011 and awarding plaintiffs liquidated damages for that period; the trial court correctly excluded evidence showing plaintiffs’ earnings in the form of tips and performance fees; and the court found no grounds for reversal based on defendant's claims of error regarding jury instructions, the verdict sheet, or the denial of a new trial motion. Accordingly, the court affirmed the judgment. View "McFeeley v. Jackson Street Entm't" on Justia Law

After CSX charged plaintiff, one of its employees, with "serious" violations of the company's safety policy, plaintiff filed suit under the Federal Railroad Safety Act (FRSA), 49 U.S.C. 20109, alleging that he was disciplined in retaliation for his activities as local chairman of the transportation union. The district court granted summary judgment in favor of CSX, concluding that plaintiff had failed to show that any CSX employee involved in the disciplinary process had also known about his union activities. The court held that the “knowledge” relevant for a retaliation claim under the FRSA must be tied to the decision-maker involved in the unfavorable personnel action. The court concluded that, because plaintiff does not present sufficient evidence that the relevant CSX decision-makers knew of his protected activities, his claims fail as a matter of law at the prima facie stage. Accordingly, the court affirmed the judgment. View "Conrad v. CSX Transp., Inc." on Justia Law