Justia Labor & Employment Law Opinion SummariesArticles Posted in US Court of Appeals for the First Circuit
Flaherty v. Entergy Nuclear Operations, Inc.
The First Circuit affirmed the district court's order dismissing Plaintiff's disability discrimination and failure to accommodate claims on summary judgment, holding that the district court did not abuse its discretion in partially striking Plaintiff's affidavit submitted in support of his opposition to Defendant's motion for summary judgment and that Plaintiff failed to establish a prima facie case of disability discrimination or a claim for failure to accommodate. Specifically, the Court held (1) the district court did not clearly abuse its discretion in striking Plaintiff's inconsistent statements in his affidavit; and (2) the district court properly granted summary judgment because Plaintiff failed to establish a prima facie case of disability discrimination and that Plaintiff's failure to accommodate claims failed on the merits. View "Flaherty v. Entergy Nuclear Operations, Inc." on Justia Law
Capron v. Massachusetts Attorney General
The First Circuit affirmed the decision of the district court granting the Attorney General's motion to dismiss Plaintiffs' complaint alleging that the "Au Pair Program" at issue in this case impliedly preempts Massachusetts from requiring host families to comply with its wage and hour laws and ordering Plaintiff's case dismissed, holding that the district court did not err or abuse its discretion. The United States Department of State (DOS) administers the Au Pair Program, through which foreign nationals may obtain a special visa then provide in-home childcare services to host families in the United States while the foreign nationals pursue post-secondary school studies. Plaintiffs, a DOS-approved private placement agency based on Massachusetts, and two individuals, brought this lawsuit seeking declaratory and injunctive relief and alleging that state law measures are preempted insofar as they protect au pair participants by imposing obligations on their host families as their employer that may be enforced against the host families. The district court found that there was no preemption. The First Circuit affirmed, holding that Plaintiffs did not meet their burden to establish field or conflict preemption. View "Capron v. Massachusetts Attorney General" on Justia Law
Suzuki v. Abiomed, Inc.
The First Circuit affirmed the judgment of the district court granting summary judgment in favor of Defendant and dismissing Plaintiff's claims that Defendant terminated his employment to deprive him of a significant equity incentive, holding that no reasonable factfinder could conclude that when Defendant fired Plaintiff it deprived Plaintiff of compensation that he had already earned by virtue of his past services. In his complaint, Plaintiff alleged that Defendant breached the implied covenant of good faith and fair dealing. The district court granted summary judgment for Defendant, concluding that Plaintiff had not presented sufficient evidence to show that, at the time of his discharge, Plaintiff was deprived of compensation that he had fairly earned and legitimately expected by virtue of his past work. The First Circuit affirmed, holding that the district court did not err in entering summary judgment in favor of Defendant. View "Suzuki v. Abiomed, Inc." on Justia Law
Reisman v. Associated Faculties of the University of Maine
The First Circuit affirmed the decision of the district court granting Defendants' motion to dismiss Plaintiff's complaint seeking to invalidate a Maine statute that governs collective bargaining between the state's university system and its faculty on the ground that the statute violates the First Amendment, holding that the statute is not unconstitutional. Plaintiff, an economics professor at the University of Maine at Machias, brought this action challenging the University of Maine System Labor Relations Act, Me. Stat. tit. 26. 1021-1037. The district court dismissed Plaintiff's suit under Fed. R. Civ. P. 12(b)(6). The First Circuit affirmed, holding (1) section 1025(2)(E) is not properly read to designate the Associated Faculties of the Universities of Maine as Plaintiff's personal representative, as he argued; and (2) the Supreme Court's decision in Minnesota State Board for Community Colleges v. Knight, 465 U.S. 271 (1984), which the Court cited favorably in response to a similar challenge in D'Agostino v. Baker, 812 F.3d 240, disposes of Plaintiff's contention that the distinction between having a union represent a bargaining unit as an entity in collective bargaining and having it represent the employees within the unit individually is immaterial. View "Reisman v. Associated Faculties of the University of Maine" on Justia Law
Mount v. U.S. Department of Homeland Security
In this federal whistleblower case, the First Circuit granted Petitioner's petition for review of the determination of the Merit Systems Protection Board (MSPB) dismissing Petitioner's Individual Right of Action appeal under the Whistleblower Protection Act (WPA), 5 U.S.C. 1214(a)(3), holding for the first time in this circuit that the WPA only requires that a complainant include sufficient factual basis to enable an agency to investigate. Petitioner alleged that his supervisors retaliated against him because he delivered a document to a colleague that the colleague later used to support his own whistleblower case against the agency. Before the MSPB, Petitioner argued (1) he suffered reprisal for "lawfully assisting" the coworker in the coworker's exercise of his rights under the WPA, and (2) even if he did not engage in a protected activity, he was perceived by the agency and his supervisors to have done so and, as a result, suffered reprisal. The MSPB concluded that Petitioner's actions had been too minimal to constitute actual assistance under the WPA and that Petitioner had failed to exhaust his perceived assistance claim. The First Circuit remanded the case for further proceedings, holding that Petitioner satisfied the WPA's exhaustion requirement as to his perceived assistance claim. View "Mount v. U.S. Department of Homeland Security" on Justia Law
Rodriguez-Cardi v. MMM Holdings, Inc.
The First Circuit affirmed the order of the district court granting summary judgment in favor of Defendant on Plaintiff's Age Discrimination in Employment Act (ADEA) claim regarding the termination of Plaintiff's employment, holding that the totality of the circumstances showed a lack of foundation for Plaintiff's pretextual argument. In granting Defendant's motion for summary judgment, the district court determined that the evidence did not support Plaintiff's argument that Defendant's articulated reason for terminating Plaintiff's employment was pretextual, let alone a pretext for age discrimination. The First Circuit affirmed, holding the district court did not misapply the summary judgment standard or err in holding that no reasonable fact-finder could determine that Defendant's reasons for terminating Plaintiff were pretextual. View "Rodriguez-Cardi v. MMM Holdings, Inc." on Justia Law
Nieves-Borges v. El Conquistador Partnership, L.P.
The First Circuit vacated the district court's dismissal of Appellant's sexual harassment claims based on a hostile work environment, holding that the district court erred in concluding that alleged incidents of harassment that occurred earlier than 2014 were time-barred and that the error contributed to other flaws in the court's analysis. Appellant brought this action claiming sexual harassment and retaliation under both Title VII of the Civil Rights Act and Puerto Rico Commonwealth law. Defendant asserted that he was sexually harassed for more than a decade and thus subjected to a hostile work environment and that managers at his workplace retaliated against him for complaining about this treatment. The district court granted summary judgment for Defendant on all claims. The First Circuit remanded the case, holding (1) the district court did not err in dismissing the retaliation claims; but (2) a jury could reasonably find that incidents that allegedly occurred in 2014 were instances within the limitations period of a claimed pattern of sexually charged interactions, and the court's statute-of-limitations error necessarily impacted its assessment of the hostile work environment claim. View "Nieves-Borges v. El Conquistador Partnership, L.P." on Justia Law
Conille v. AFSCME, Council 93
The First Circuit reversed the judgment of the district court finding that Local 402 never requested to appeal its deactivation to the International Executive Board (IEB) and that it failed to prove that it was deactivated in retaliation for having exercised its free-speech rights, holding that Local 402 did request an appeal to the IEB. Local 402, which was an affiliate of Council 93, which was created by the American Federation of State, County and Municipal Employees (AFSCME) represented Massachusetts Department of Developmental Services (DDS) employees in Waltham, Massachusetts. In 2017, Local 402 was deactivated. Local 402 later filed suit against Council 93 and AFSCME alleging three claims. The district court granted summary judgment for Local 402 for one count but ruled in favor of Council 93 as to the remaining counts. Local 402 filed a notice of appeal, but the district court held that Local 402 did not preserve its appeal rights. The First Circuit reversed, holding that Local 402 exercised its right to appeal to the IEB. View "Conille v. AFSCME, Council 93" on Justia Law
Steward Holy Family Hospital, Inc. v. Massachusetts Nurses Ass’n
The First Circuit reversed the decision of the district court entering summary judgment in favor of the Steward Holy Family Hospital and vacating an award entered by an arbitrator regarding a dispute between the Hospital and the union of one of the Hospital's former nurses, Maureen Bean, holding that the arbitrator did not exceed his authority under the parties' collective bargaining agreement (CBA). After Hospital terminated Bean her union (Union) initiated grievance procedures, arguing that there was not just cause for her termination under the CBA. The arbitrator established that Bean had engaged in misconduct providing just cause for discipline but nevertheless concluded that Bean's termination was unwarranted and ordered her reinstatement. The Hospital bought this action to vacate the award. The district court concluded that the arbitrator exceeded his authority under the CBA. The First Circuit reversed, holding that the arbitrator did not exceed the scope of his authority in ordering a lesser form of discipline in accordance with the CBA and the Hospital's own disciplinary policies. View "Steward Holy Family Hospital, Inc. v. Massachusetts Nurses Ass'n" on Justia Law
Posted in: Arbitration & Mediation, Labor & Employment Law, US Court of Appeals for the First Circuit
Lazo v. Sodexo, Inc.
The First Circuit affirmed the district court's entry of summary judgment in favor of Defendant, a food services and facilities company, in three individual cases brought by employees of the company, holding that Plaintiffs' individual claims alleging violations of the Massachusetts Tips Act failed. Plaintiffs brought suit against Defendant for alleged violations of the Massachusetts Tips Act, Mass. Gen. Laws ch. 149, 152A, and then moved for class certification. The district court denied the motion for lack of sufficient commonality and typicality. Three individual plaintiffs' cases proceeded to summary judgment. The district court granted summary judgment for Defendant, concluding that Defendant's actions were protected under the safe harbor provision of the Tips Act. The First Circuit affirmed the entry of summary judgment without reaching the merits of the class certification issue, holding that Plaintiffs' claims did not warrant relief. View "Lazo v. Sodexo, Inc." on Justia Law