Justia Labor & Employment Law Opinion Summaries

Michele Tourangeau filed a complaint against her former employer, Nappi Distributors, alleging nine employment-related claims. Nappi moved for summary judgment on all claims, but the District Court denied the motion for all but one claim, leading to a jury trial. The jury found in favor of Nappi on all claims. Tourangeau then filed a motion for a new trial, citing juror bias and errors in jury instructions, which the District Court denied.Tourangeau appealed the District Court's decision to the United States Court of Appeals for the First Circuit. She argued that the District Court erred in not disqualifying a juror who allegedly displayed bias and failed to answer voir dire questions truthfully. The District Court had previously determined that the juror's conduct and Facebook activity did not demonstrate bias sufficient to warrant disqualification. The appellate court found no abuse of discretion in the District Court's handling of the juror bias allegations, noting that the District Court had appropriately assessed the juror's behavior and responses.Tourangeau also challenged the jury's verdict on one of her Equal Pay Act (EPA) claims, arguing that the verdict was against the great weight of the evidence and that the District Court erred in not giving a specific jury instruction. The appellate court upheld the District Court's decision, finding that Nappi had provided sufficient evidence that the pay differential was based on a business decision unrelated to sex. The court also agreed with the District Court's refusal to give the requested jury instruction, as there was no evidence of a prior illegal practice of gender discrimination in hiring.The United States Court of Appeals for the First Circuit affirmed the District Court's judgment, concluding that there was no reversible error in the handling of the juror bias allegations or the EPA claim. View "Tourangeau v. Nappi Distributors" on Justia Law

A former teacher at Hanover High School in Massachusetts, Kari MacRae, was terminated from her position due to controversial memes she posted on her personal TikTok account. The memes, which were posted before she was hired, touched on sensitive topics such as gender identity, racism, and immigration. After her posts became public knowledge, the school district decided to terminate her employment, citing concerns about potential disruption to the learning environment.In the lower courts, MacRae filed a lawsuit against the school district, the school's principal, and the superintendent, alleging that they had unconstitutionally retaliated against her for exercising her First Amendment rights. The district court granted the defendants' motion for summary judgment, concluding that the school district's interest in preventing disruption outweighed MacRae's First Amendment rights.On appeal, the United States Court of Appeals for the First Circuit affirmed the district court's decision. The appellate court applied the Garcetti framework, which balances the interests of a public employee in commenting on matters of public concern against the interest of the state in promoting the efficiency of public services. The court found that while MacRae's posts did touch on matters of public concern, the school district's interest in preventing disruption to the learning environment was reasonable and outweighed MacRae's First Amendment interest. The court also noted that the timing of the posts, the media attention they received, and the controversy they stirred in the community all supported the school district's prediction of disruption. View "MacRae v. Mattos" on Justia Law

The case involves William Rios, a part-time security guard for Centerra Group LLC, who was fired after being found asleep at his post. Rios, who has diabetes, sued Centerra alleging violations of the Americans with Disabilities Act (ADA). He claimed that he had an episode of hypoglycemic shock which caused him to fall asleep on the job, and thus, Centerra should have accommodated his disability. However, Rios did not present any evidence that Centerra knew about his hypoglycemic episode when it fired him.The district court granted summary judgment to Centerra on all claims. Rios appealed, challenging the district court's decisions on his ADA discrimination claim, ADA claim for failure to provide a reasonable accommodation, ADA claim for hostile work environment, ADA claim for retaliation, and the denial of his Federal Rule of Civil Procedure 56(d) motion seeking additional discovery to respond to the motion for summary judgment.The United States Court of Appeals for the First Circuit affirmed the district court's decisions. The court found that Rios failed to present evidence from which a reasonable jury could find that Centerra held a discriminatory animus toward him based on his disability. The court also found that Rios failed to provide any evidence of discriminatory animus that would allow a reasonable jury to infer that Centerra's reasons for firing Rios were pretextual. The court further held that the district court did not abuse its discretion in denying Rios's Rule 56(d) motion given his failure to show good cause or due diligence in pursuing discovery for information regarding similarly situated employees. View "Sheridan v. Centerra Group, LLC" on Justia Law

Jeffrey Neece sued the City of Chicopee, alleging that the mayor's decision not to renew his employment contract was retaliation for his testimony in a gender-discrimination case against the city. Neece claimed that his testimony undermined the city's defense, while the mayor argued that Neece was unproductive and unresponsive to his colleagues. The jury rejected Neece's retaliation claims. Neece appealed, arguing that he was entitled to a new trial because the district court limited the evidence he could present about a key event: a closed-door meeting between the city's attorneys and the city council about the merits of the gender-discrimination case and the impact of Neece's testimony.The United States Court of Appeals for the First Circuit upheld the district court's decision, concluding that the district court did not abuse its discretion in limiting evidence about the meeting. The court found that the mayor, who did not attend the meeting, was the decision-maker in not renewing Neece's contract. Neece was unable to show that the mayor ever learned about the details of the meeting, making the meeting irrelevant to the mayor's state of mind or alleged retaliatory motive. The court also found that the city did not waive its attorney-client privilege regarding the mayor's private conversations with the city attorney about the settlement of the gender-discrimination case. Therefore, the court affirmed the jury's verdict in favor of the city. View "Neece v. City of Chicopee" on Justia Law

The case revolves around the Employees Retirement System of the Government of the Commonwealth of Puerto Rico (ERS), which was established in 1951 as the Commonwealth's pension program for public employees. The appellants are seven individual beneficiaries of pensions paid by ERS. They had been litigating claims against UBS Financial Services Inc. (UBS) in the Commonwealth Court of First Instance related to UBS's role in issuing ERS pension funding bonds in 2008. Meanwhile, in January 2022, as part of its broad authority to promulgate orders necessary to carry out the Puerto Rico Oversight, Management, and Economic Stability Act (PROMESA), the district court confirmed the Modified Eighth Amended Title III Joint Plan of Adjustment (the Plan).The district court had previously confirmed the Plan, which implemented several changes related to ERS and its pension plan payments to retired Commonwealth employees. The Plan replaced the Committee with the Avoidance Action Trustee as the plaintiff with exclusive power to prosecute the Underwriter Action and recover damages that ERS incurred. The Plan also ordered the immediate dissolution of ERS.UBS filed a motion to enforce the Plan, requesting that the district court enjoin the ERS Beneficiaries from pursuing the Commonwealth Action. The district court granted UBS's motion and enjoined the ERS Beneficiaries from pursuing the Commonwealth Action. The district court concluded that the ERS Beneficiaries' Commonwealth Action claims were rooted in a generalized injury and were derivative of ERS's right to recover on its own behalf. The district court further rejected the ERS Beneficiaries' arguments that they were entitled to recover for non-derivative general tort claims against UBS under various Commonwealth statutes.The United States Court of Appeals for the First Circuit affirmed the district court's decision, concluding that the ERS Beneficiaries sought to raise derivative claims that belong exclusively to the Trustee or the Commonwealth. The court held that continued litigation of the FAC's derivative claims violates the terms of the Plan and PROMESA. View "UBS Financial Services Inc. v. Estate of Jose Nazario Serrano" on Justia Law

Jennifer D. Aldea-Tirado, an employee of PricewaterhouseCoopers LLP (PWC), filed a lawsuit against her employer alleging violations of Title VII of the Civil Rights Act, the Pregnancy Discrimination Act of 1978, and Puerto Rico law. Aldea-Tirado claimed she was subjected to adverse employment action due to her gender and pregnancy and was retaliated against for filing a complaint with the United States Equal Employment Opportunity Commission. PWC, however, argued that Aldea-Tirado's employment contract contained an arbitration clause and moved to compel arbitration.The United States District Court for the District of Puerto Rico granted PWC's motion to compel arbitration. The court determined that PWC had established the existence of a valid agreement between PWC and Aldea-Tirado to arbitrate her claims. The court also found that Aldea-Tirado had tacitly consented to the Agreement by continuing to work for PWC after having received the Agreement through both regular mail and email. Aldea-Tirado appealed this decision.The United States Court of Appeals for the First Circuit affirmed the lower court's decision. The appellate court found no merit in Aldea-Tirado's arguments that she did not receive the Agreement or that it was unconscionable to hold her to it. The court also rejected Aldea-Tirado's contention that she was not given "some minimal level of notice" that her continued employment would effect a waiver of her right to pursue her claims in a judicial forum. The court concluded that Aldea-Tirado failed to show that there was any non-speculative basis in the record from which a reasonable factfinder could determine that she did not receive the email to which the Agreement was attached. View "Aldea-Tirado v. PricewaterhouseCoopers, LLP" on Justia Law

The case involves Carlos M. Rivera-Velázquez, an employee of the Caribbean Environmental Protection Division (CEPD), a component of the Environmental Protection Agency (EPA). Rivera, a military veteran with a service-connected disability, was hired by the CEPD in 2001. Throughout his tenure, he expressed interest in being promoted to a GS-13 position. In 2006, the CEPD was reorganized, and Teresita Rodríguez became Rivera's supervisor. After Rivera returned from a tour of duty in Afghanistan in 2010, Rodríguez began checking on his well-being. In 2012, Rivera was diagnosed with Post-Traumatic Stress Disorder (PTSD). In 2014, Nancy Rodríguez became the chief of the Multimedia Permits and Compliance Branch and Rivera's supervisor. Rivera filed several formal and informal complaints about his treatment by his supervisors, alleging discrimination and harassment.In the lower courts, Rivera filed formal complaints with the EPA Office of Civil Rights (OCR) in 2011, 2017, and 2018, alleging discrimination and retaliation. He also filed claims of "harassment" under EPA Order 4711 in 2017 and 2018. The OCR and the EPA Order 4711 investigations found no merit to Rivera's complaints. Rivera then filed a complaint in the District Court in 2019, alleging employment discrimination under the Rehabilitation Act of 1973 and Title VII of the Civil Rights Act of 1964. The District Court granted summary judgment to the Administrator of the EPA on Rivera's claims.On appeal, the United States Court of Appeals for the First Circuit affirmed the District Court's decision. The court found that Rivera failed to establish a prima facie case of disability discrimination under the Rehabilitation Act or retaliation under Title VII. The court concluded that Rivera failed to show that his supervisors regarded him as having a disability, that he was subjected to an adverse action, or that there was a causal connection between his protected conduct and the alleged adverse actions. View "Rivera-Velazquez v. Regan" on Justia Law

A group of former employees of Luxury Hotels International of Puerto Rico, operating as Ritz-Carlton Hotel Spa & Casino, sued the company for alleged violations of federal and Puerto Rico law in connection with their discharge after the hotel closed due to Hurricanes Irma and Maria. The employees claimed that Ritz-Carlton violated Puerto Rico Law 80 of 1976, which provides severance pay for employees wrongfully terminated, and the federal Worker Adjustment and Retraining Notification (WARN) Act, which requires employers to provide 60-day notice before mass layoffs.The case was initially filed in a Puerto Rico court but was later moved to the United States District Court for the District of Puerto Rico. After discovery, Ritz-Carlton moved for summary judgment. The District Court granted summary judgment to Ritz-Carlton on all the employees' claims, denied the employees' motion to strike Ritz-Carlton's exhibits, and dismissed the case. The employees appealed the decision.The United States Court of Appeals for the First Circuit affirmed the District Court's decision. The court found that the employees' termination was for "just cause" under Puerto Rico Law 80, as the hotel's closure constituted just cause for their discharge. Regarding the WARN Act claim, the court concluded that even if there had been a violation, various payments that Ritz-Carlton had made to the employees would completely offset Ritz-Carlton's monetary liability. View "Rivera-Pina v. Luxury Hotels International of Puerto Rico" on Justia Law

In the summer of 2020, amid pandemic mask mandates and nationwide racial justice protests, Whole Foods Market, Inc. began disciplining employees who wore facemasks to work supporting the Black Lives Matter movement, citing its dress code. The three plaintiff-appellants, Savannah Kinzer, Haley Evans, and Christopher Michno, persisted in wearing these masks, among taking other actions, until the company terminated them, ostensibly for repeated violations of the dress code or attendance policy. The Employees sued under Title VII, alleging retaliation. The district court granted Whole Foods' motion for summary judgment against all three.The United States Court of Appeals for the First Circuit held that summary judgment was improper against one of the Employees, Savannah Kinzer, an outspoken critic of Whole Foods whose termination arguably deviated from the company's disciplinary process, but affirmed the court's holding as to both Haley Evans and Christopher Michno. The Employees also asked the court to review a discovery order compelling the production of communications whose confidentiality they argue is protected by the National Labor Relations Act. The court declined to reach the merits of that issue. View "Kinzer v. Whole Foods Market, Inc." on Justia Law

The case involves Joseph A. Jakuttis, a former officer and detective in the Dracut Police Department, who also served as a Task Force Officer for the federal Drug Enforcement Administration's Cross Borders Initiative. Jakuttis brought multiple federal and state claims against the Town of Dracut, certain Dracut police officers, and members of the federal law-enforcement task force. He alleged that he was demoted and faced retaliation after reporting serious criminal activities implicating two Dracut police officers, which he learned from a confidential drug informant.The United States Court of Appeals for the First Circuit affirmed the dismissal of Jakuttis's Bivens claims against Michael V. O'Hanlon and Richard P. Poirier, Jr., and his §1983 claim against the Town of Dracut, David J. Chartrand Jr., and Demetri Mellonakos. The court ruled that the defendants are entitled to qualified immunity, as they could have reasonably thought that Jakuttis was speaking as part of his official duties rather than as a private citizen when he reported the misconduct, thus not clearly violating his First Amendment rights.The court also affirmed the dismissal of Jakuttis's state-law tort claims against Poirier, as Poirier was deemed to be acting within the scope of his federal employment during the relevant times. However, the court remanded the Massachusetts Whistleblower Act claim against the Town of Dracut and the Intentional Interference with Advantageous Economic Relationship claim against Chartrand and Mellonakos to the District Court. The court reasoned that these state-law claims should be resolved by a state court due to reasons of comity. View "Jakuttis v. Town of Dracut" on Justia Law