Justia Labor & Employment Law Opinion Summaries

Articles Posted in US Court of Appeals for the Fourth Circuit
by
Carmen Wannamaker-Amos, a Black woman, worked in quality management at Purem Novi, Inc. for over thirty years. Despite receiving positive reviews from her supervisors, she faced negative treatment from Javad Hosseini, Purem’s chief quality executive. Hosseini repeatedly urged her supervisors to fire her, and in January 2020, after a problem with an automobile part, he requested her termination. Purem terminated her two days later. Wannamaker-Amos sued Purem, alleging racial and sex discrimination under Title VII of the Civil Rights Act of 1964 and the Civil Rights Act of 1866.The United States District Court for the District of South Carolina granted summary judgment to Purem, ruling that Wannamaker-Amos failed to produce sufficient evidence that the nondiscriminatory reason given for her firing was pretextual. The court found that she did not meet her employer’s legitimate expectations at the time of her termination.The United States Court of Appeals for the Fourth Circuit reviewed the case and concluded that numerous issues of material fact were in dispute. The court found that Wannamaker-Amos provided ample evidence to dispute Purem’s claims about her performance and that Hosseini’s criticisms were baseless. The court also noted that Purem’s shifting reasons for her termination and failure to follow its own disciplinary policies could indicate pretext for discrimination. The court emphasized that it is the role of the jury to decide which party’s evidence is more persuasive.The Fourth Circuit vacated the district court’s grant of summary judgment and remanded the case for further proceedings, allowing a jury to determine whether Wannamaker-Amos was subjected to intentional discrimination. View "Wannamaker-Amos v. Purem Novi, Inc." on Justia Law

by
Kristen M. Barnett, a former registered nurse at INOVA Health Care Services, refused to receive the COVID-19 vaccine due to her religious beliefs. INOVA had a policy requiring vaccination unless an exemption was granted. Barnett initially received a medical exemption but later requested a religious exemption, which was denied. She was subsequently placed on administrative leave and then discharged for noncompliance. Barnett filed a lawsuit against INOVA, alleging religious discrimination under Title VII and the Virginia Human Rights Act (VHRA).The United States District Court for the Eastern District of Virginia granted INOVA's motion to dismiss Barnett's complaint in its entirety. The court found that Barnett failed to state a claim for reasonable accommodation under Title VII because her objection did not raise issues related to abortion or fetal cells. The court also dismissed her disparate treatment claims under Title VII and the VHRA, finding them duplicative and lacking a comparator.The United States Court of Appeals for the Fourth Circuit reviewed the case and reversed the district court's decision. The appellate court held that Barnett had sufficiently alleged religious discrimination for all three claims at the motion to dismiss stage. The court found that Barnett's allegations demonstrated her sincere religious beliefs and that her refusal to receive the vaccine was religious in nature. The court also found that Barnett's allegations supported a reasonable inference of discriminatory intent by INOVA.The Fourth Circuit reversed the district court's dismissal and remanded the case for further proceedings, allowing Barnett's claims to proceed. View "Barnett v. INOVA Health Care Services" on Justia Law

by
The case involves a class action lawsuit against Bojangles’ Restaurants, Inc. by several plaintiffs who allege that the company required them to perform unpaid off-the-clock work and made unauthorized edits to their time records. The plaintiffs, who worked as shift managers, claim that Bojangles violated its own policies and the Fair Labor Standards Act (FLSA) by not compensating them for all hours worked, including overtime.The United States District Court for the Western District of North Carolina conditionally certified a collective action for the FLSA claims and later certified class actions for state wage-and-hour law claims in North Carolina and South Carolina. The district court found that the proposed classes met the requirements for numerosity, commonality, and predominance under Federal Rule of Civil Procedure 23. The court relied on the fact that most class members worked opening shifts and were subject to Bojangles’ Opening Checklist, which allegedly required pre-shift work. The court defined the classes broadly to include all shift managers who worked at Bojangles in North Carolina or South Carolina within three years of the complaint.The United States Court of Appeals for the Fourth Circuit reviewed the district court’s certification order. The appellate court found that the district court abused its discretion by employing an overly general approach in identifying the policies that allegedly unified the class members’ claims and by creating overly broad class definitions. The Fourth Circuit held that the district court failed to provide specific evidence of a common policy that mandated off-the-clock work and time-record edits for all class members. The court vacated the certification order and remanded the case for further proceedings, instructing the district court to refine the class definitions and ensure that common questions predominate over individualized issues. View "Stafford v. Bojangles' Restaurants, Inc." on Justia Law

by
The case involves eight multiemployer benefit plans (the "Funds") seeking to recover delinquent contributions from Stromberg Metal Works, Inc. for health, pension, and other benefits for sheet metal workers. The Funds allege that Stromberg underpaid contributions owed under a collective bargaining agreement (CBA) with the Sheet Metal, Air, Rail and Transportation Union (SMART Union) by hiring temporary workers through staffing agencies without making the required contributions.Initially filed in the Middle District of Tennessee, the case was transferred to the Eastern District of North Carolina. The district court denied Stromberg’s motion for summary judgment, granted the Funds’ cross-motion for summary judgment, and awarded the Funds over $823,000 in delinquent contributions and more than $430,000 in liquidated damages and interest. Stromberg appealed, challenging both the liability and damages rulings.The United States Court of Appeals for the Fourth Circuit reviewed the case. The court affirmed the district court’s liability ruling, agreeing that the 2019 Settlement between Stromberg and Local 5 did not preclude the Funds from seeking delinquent contributions. The court emphasized that multiemployer benefit plans have distinct interests from local unions and are not bound by settlements to which they are not parties.However, the Fourth Circuit vacated the district court’s damages ruling. The appellate court concluded that while the Funds could rely on the CBA’s default staffing ratio to approximate damages due to Stromberg’s failure to maintain adequate records, Stromberg had presented sufficient evidence to cast doubt on the accuracy of the Funds’ damages calculation. The case was remanded for further proceedings to address the disputed damages issue. View "Sheet Metal Workers' Health & Welfare Fund of North Carolina v. Stromberg Metal Works, Inc." on Justia Law

by
Tijuana Decoster, an African American, served as the Chief Grants Management Officer for the National Institute of Neurological Disorders & Stroke at the U.S. Department of Health and Human Services (HHS). Her working relationship with her supervisor, Robert Finkelstein, deteriorated in 2019, leading to allegations of racial discrimination. Decoster claimed Finkelstein singled her out, treated her with contempt, and threatened to fire her. She was issued a Letter of Expectation and placed on an Opportunity to Demonstrate Acceptable Performance plan. Despite her complaints to Human Resources and Finkelstein, the alleged harassment continued, leading Decoster to retire in February 2020.Decoster filed a formal discrimination complaint with the National Institutes of Health (NIH) in December 2019, alleging harassment, discrimination based on race, and retaliation. NIH's Final Agency Decision in November 2020 found that Decoster was subjected to retaliation but denied her other claims. Decoster then filed a complaint in the District of Maryland, raising three claims under Title VII: hostile work environment, constructive discharge, and retaliation. The district court dismissed her complaint for failure to state a claim under Fed. R. Civ. P. 12(b)(6).The United States Court of Appeals for the Fourth Circuit reviewed the case. The court affirmed the dismissal of Decoster’s hostile work environment and constructive discharge claims, finding that her allegations did not establish severe or pervasive conduct or intolerable working conditions. However, the court reversed the dismissal of her retaliation claim, holding that Decoster had sufficiently stated a plausible claim of retaliation under Title VII. The case was remanded for further proceedings on the retaliation claim. View "Decoster v. Becerra" on Justia Law

by
Tonya Anderson was terminated from her position at Diamondback Investment Group, LLC after failing two drug tests. She filed a lawsuit against Diamondback, alleging disability discrimination under the Americans with Disabilities Act (ADA) and a violation of North Carolina law that prohibits discrimination against employees for using lawful hemp-derived products containing THC during nonworking hours.The United States District Court for the Middle District of North Carolina granted summary judgment in favor of Diamondback on all claims. The court found that Anderson failed to provide sufficient evidence to establish that she was disabled under the ADA. Even if she had, the court concluded that Diamondback had a legitimate, nondiscriminatory reason for her termination—failing drug tests. The court also found that Anderson did not request a reasonable accommodation for her alleged disability. Regarding the state law claim, the court determined that Diamondback’s drug policy was a bona fide occupational requirement reasonably related to its employment activities, thus falling under an exception to the state law.The United States Court of Appeals for the Fourth Circuit affirmed the district court’s decision. The appellate court agreed that Anderson did not provide adequate evidence to show she was disabled under the ADA or that she requested an accommodation. The court also upheld the district court’s finding that Diamondback’s drug policy was a bona fide occupational requirement reasonably related to its employment activities, which justified the restriction on Anderson’s use of hemp-derived products. Therefore, the court affirmed the summary judgment in favor of Diamondback on all claims. View "Anderson v. Diamondback Investment Group, LLC" on Justia Law

by
Krishna P. Sharma Poudel and Binod Dhakal worked as Nepalese-English interpreters for Mid Atlantic Professionals, Inc. (MAPI), serving the U.S. Department of State in Kabul, Afghanistan. They alleged that MAPI failed to pay them all contracted-for and promised wages, including overtime, per diem allowances, and reimbursement for annual trips home. Their employment agreements, executed in Maryland, included a choice-of-law provision specifying Maryland law.The plaintiffs filed their complaint in the United States District Court for the District of Maryland, asserting violations of the Maryland Wage and Hour Law (MWHL) and the Maryland Wage Payment and Collection Law (MWPCL). MAPI moved to dismiss the complaint, arguing that Maryland’s Wage Laws do not apply extraterritorially, and since the plaintiffs performed no work in Maryland, their claims were barred. The district court granted MAPI’s motion to dismiss, holding that the Wage Laws lacked an express extraterritorial provision and that the plaintiffs did not perform any work in Maryland.On appeal, the United States Court of Appeals for the Fourth Circuit reviewed the district court’s decision de novo. The appellate court affirmed the district court’s dismissal, agreeing that Maryland’s Wage Laws do not apply extraterritorially without some work being performed in Maryland. The court also rejected the plaintiffs’ argument that the choice-of-law provision in their employment agreements allowed them to bring claims under Maryland’s Wage Laws, noting that Maryland precedent does not support such an extension. The court concluded that the plaintiffs could not maintain their claims under the Wage Laws because they did not perform any work in Maryland. View "Poudel v. Mid Atlantic Professionals, Inc." on Justia Law

by
Three licensed substance use disorder professionals, referred to as the Counselors, were employed by NCG Acquisition, LLC and NCG CARE, Inc. They allege that they were wrongfully terminated after attempting to ensure a client received appropriate care. The Counselors had recommended that a client in severe distress be moved to inpatient treatment, but their supervisor, Jessica Tewell, altered their recommendation, preventing the client from receiving the necessary care. The client subsequently died of a drug overdose. The Counselors reported their concerns internally and were terminated shortly thereafter.The Counselors filed a lawsuit in the Western District of North Carolina, claiming wrongful termination in violation of public policy under the North Carolina Substance Use Disorder Professional Practice Act (SUDPPA) and its regulations. The district court dismissed their complaint, concluding that while SUDPPA constitutes an expression of public policy, the Counselors failed to allege a plausible claim that their termination contravened specific SUDPPA regulations.The United States Court of Appeals for the Fourth Circuit reviewed the case. The court found that SUDPPA and its regulations indeed represent the public policy of North Carolina. The Counselors plausibly alleged that their termination was in retaliation for actions taken in compliance with their professional obligations under SUDPPA, such as protecting client welfare and maintaining accurate records. The court concluded that the Counselors' actions were consistent with their professional duties and that their termination violated the public policy of North Carolina. Consequently, the Fourth Circuit reversed the district court's dismissal and remanded the case for further proceedings. View "Shook v. NCG Acquisition, LLC" on Justia Law

by
Loretta Marshall applied for a nursing job with Tidelands Health using their online application process. After failing a mandatory physical agility test, she was denied employment. Marshall then sued Tidelands, alleging that the physical agility test constituted prohibited discrimination. Tidelands moved to compel arbitration, arguing that Marshall had agreed to arbitration through the online application process. The district court denied the motion, concluding that Tidelands had not shown the existence of an agreement to arbitrate.The United States District Court for the District of South Carolina reviewed the case. Initially, Tidelands argued that Marshall's 2016 arbitration agreement covered her 2020 application. The magistrate judge found that the 2016 agreement did not apply to future applications. Tidelands then argued that Marshall agreed to arbitration in 2020, but the magistrate judge found that Marshall was not required to scroll through the arbitration agreement in 2020 and was not on reasonable notice of the agreement. The district court agreed with the magistrate judge and denied Tidelands' motion to compel arbitration.The United States Court of Appeals for the Fourth Circuit reviewed the case. The court held that Tidelands failed to show that Marshall had reasonable notice of an offer to arbitrate in 2020. The court noted that Marshall was not required to scroll through the arbitration agreement and that the arbitration notice at the top of the webpage did not provide the actual terms of an agreement. Additionally, the court found that Marshall did not manifest her assent to the arbitration agreement by clicking the "submit" button, as it did not clearly indicate agreement to arbitration. The Fourth Circuit affirmed the district court's judgment, concluding that no arbitration agreement was formed in 2020. View "Marshall v. Georgetown Memorial Hospital" on Justia Law

by
Michael Shipton, a middle-aged man with Type 2 diabetes, worked as an underground gas mechanic for Baltimore Gas & Electric (BGE). Due to his diabetes, he periodically missed work and was granted intermittent Family Medical Leave Act (FMLA) leave in August 2017 and January 2018 for hypoglycemia. In April 2018, Shipton took two days off for severe foot pain caused by neuropathy, but BGE informed him that his FMLA certification only covered hypoglycemia. After submitting a new medical certification for neuropathy, BGE approved his request. However, in June 2018, BGE terminated Shipton, citing conflicting medical documentation.Shipton filed a complaint in the United States District Court for the District of Maryland in June 2020, alleging FMLA interference and retaliation against BGE, Exelon Corporation, Exelon Business Services Company (EBSC), and several individual defendants. The defendants argued that Shipton was terminated based on an honest belief that he misused FMLA leave and that his claims were time-barred. The district court granted summary judgment in favor of the defendants, finding no evidence of willful FMLA violations to extend the statute of limitations and concluding that BGE had a legitimate reason for termination.The United States Court of Appeals for the Fourth Circuit reviewed the case de novo and affirmed the district court's decision. The court held that Shipton failed to demonstrate a genuine dispute of material fact regarding his FMLA interference and retaliation claims. The court found that BGE had a legitimate, nondiscriminatory reason for termination based on conflicting medical documentation and that Shipton did not provide sufficient evidence to show pretext. Additionally, the court upheld the summary judgment in favor of Exelon, EBSC, and the individual defendants, concluding they were not Shipton’s "employer" under the FMLA. View "Shipton v. Baltimore Gas and Electric Company" on Justia Law