Justia Labor & Employment Law Opinion Summaries

Plaintiff, a police officer with the Parks Service, filed suit under Title VII of the Civil Rights Act of 1964, 42 U.S.C. 2000e et seq., alleging workplace discrimination. On appeal, plaintiff challenged the district court's grant of summary judgment against him on his claim that workplace supervisors unlawfully denied him time-off awards in retaliation for his pursuit of a protected activity. The court concluded that plaintiff failed to demonstrate the entitlement to an award and, as such, he could not demonstrate that the failure of his employer to nominate him for time-off awards materially affected the terms of his employment. Accordingly, the court affirmed the judgment of the district court. View "Bridgeforth v. Salazar" on Justia Law

Plaintiff filed suit against her former employer, the Chief Administrative Officer (OCAO), of the United States House of Representatives, for alleged racial discrimination and retaliation in violation of the Congressional Accountability Act (CAA), 2 U.S.C. 1301-1438. The court concluded that the Speech or Debate Clause did not require the dismissal of this action; plaintiff could proceed with all of her claims under the CAA, subject to the applicable strictures of the Speech or Debate Clause; and, accordingly, the court affirmed the district court's judgment in part, reversed in part, and remanded for further proceedings. View "Howard v. Chief Admin. Officer of the U.S." on Justia Law

Plaintiffs in Adams v. United States challenged the nonretroactivity and protection-for-compliance provisions of the Fair Treatment for Experienced Pilots Act of 2007 (FTEPA), Pub. L. No. 110-135, 121 Stat. 1450, as well as the FAA's implementation of these provisions. These provisions repealed the "Age 60 Rule" and extended the maximum age for piloting commercial flights by five years. Plaintiffs in Emory v. United Air Lines, Inc., supplemented their constitutional objections with state and federal claims against their employer, United, and their union, ALPA, for advancing allegedly discriminatory interpretations of the nonretroactivity provision they knew to be incorrect. The court concluded that the FTEPA passed constitutional muster and should be interpreted as the Emory defendants have done. Therefore, the court affirmed the district courts' judgments as to all claims not dismissed as moot. View "Emory v. United Airlines, Inc. " on Justia Law

Plaintiff, an African-American woman, sued the District and the Chief of Police, alleging race and sex discrimination. When plaintiff opted to retire instead of accepting a demotion, the Chief hired a white man to serve in her position at one rank higher than the rank the Chief had offered plaintiff. The district court granted summary judgment in favor of defendants. The court reversed and remanded, concluding that plaintiff produced sufficient evidence of race and sex discrimination to get to a jury and that the district court failed to state its reasons for keeping certain records designated "confidential" sealed. View "Primas v. District of Columbia, et al." on Justia Law

Plaintiff sued his employer, the USPS, for racial discrimination, retaliation, and hostile work environment. On appeal, plaintiff challenged the district court's order refusing to award him any compensation for delayed payment of attorney's fees after his successful suit. The court vacated and remanded, concluding that the district court had discretion to compensate for delay, but it applied the wrong legal standard in exercising its discretion. On remand, the district court must determine, under the correct legal standards, whether compensation for delay was appropriate and, if so, by what means. View "West v. Potter" on Justia Law

FINRA filed a complaint against petitioner, charging that he violated FINRA rules by submitting false expense reports for reimbursement of nonexistent business travel and for a fraudulently purchased cellular telephone. In his petition for review, petitioner argued that the SEC abused its discretion in upholding a lifetime bar based on his violation of the National Association of Securities Dealers (NASD) Conduct Rule 2110. The court remanded to the SEC for further consideration, agreeing with petitioner that the SEC abused its discretion in failing to adequately address all of the potentially mitigating factors that the agency should have considered when it determined the appropriate sanction. View "Saad v. SEC" on Justia Law

Millard petitioned for review of the Commission's affirmance of citations issued to Millard for committing violations of emergency response, training, record-keeping, and other requirements after more than 30,000 pounds of anhydrous ammonia escaped from one of Millard's refrigerated storage facilities. The court concluded that Millard's challenges to the two process safety management violations, Millard's contention that OSHA was estopped from asserting that the company violated agency regulations, and Millard's ten remaining challenges either lacked merit or merited neither reversal nor further discussion. Accordingly, the court denied the petition for review. View "Millard Refrigerated Services v. Secretary of Labor" on Justia Law

Cumberland petitioned for review of the Commission's determination that Cumberland's failure to maintain adequate emergency lifelines in its mine's escapeways was a significant and substantial violation of the Federal Mine Safety and Health Act of 1977 (Mine Act), 30 U.S.C. 814(d)(1). The court denied the petition for review, concluding that the Commission applied the correct significant and substantial standard and that substantial evidence supported its findings. View "Cumberland Coal Resources, LP v. MSHR, et al." on Justia Law

Plaintiff sued the district and others for violation of, inter alia, the District of Columbia Whistleblower Protection Act (DCWPA), D.C. Code 1-615.52-.54. The district court granted judgment in favor of defendants on all claims and plaintiff subsequently appealed. The court affirmed the judgment because the relevant statute provided no cause of action against individuals and an amendment to the statute passed in 2009 so providing was not retroactive. Further, plaintiff had not established causation between his allegedly protected activity and his discharge. View "Payne v. District of Columbia Government, et al." on Justia Law

This case involved the District's laws against "double-dipping": the simultaneous drawing of both a pension and a salary by a retired employee who has been rehired by the District. Plaintiffs, retired employees of the Metropolitan Police Department, filed suit against the District, claiming numerous violations of federal and D.C. law arising out of a salary offset. Only plaintiffs' federal claims were at issue in this appeal. Three of the plaintiffs asserted that they did not receive the minimum wage required by the Fair Labor Standards Act (FLSA), 29 U.S.C. 201 et seq., and all of them claimed that: the salary offset violated the Fifth Amendment, the manner in which the District administered the offset violated the Equal Protection Clause, and the District violated the First Amendment by retaliating against them for filing their suit. The court held that plaintiffs' federal challenges were meritless except in one respect. In slashing three of the plaintiffs' salaries, the District overstepped the boundaries of the FLSA. Therefore, the court affirmed the district court's judgment on the constitutional claims, but reversed and remanded as to the claim under the FLSA. Because the district court's decision not to exercise supplemental jurisdiction over plaintiffs' D.C. law claims was premised on the dismissal of all federal claims from this case, the court vacated that part of the district court's order dismissing the D.C. law claims and remanded for further proceedings. View "Cannon, et al. v. District of Columbia" on Justia Law