Justia Labor & Employment Law Opinion Summaries

After Employee suffered a work-related injury and was terminated by Employer due to Employer's inability to accommodate his physical restrictions, Employee filed a worker's compensation claim for permanent and total disability. The Labor and Industry Review Commission (LIRC) determined that Employee was permanently and totally disabled as a result of his work injury. LIRC made this determination after denying Employer's last-minute request to cross-examine or make further inquires of Dr. Jerome Ebert, an independent physician appointed by the Department of Workforce Development to examine Schaefer and report on the cause of his disability. The court of appeals affirmed. The Supreme Court affirmed, holding (1) Employer did not have a statutory right to cross-examine Dr. Ebert, (2) LIRC did not violate Employer's due process rights when it declined to remand for cross-examination, and (3) LIRC did not erroneously exercise its discretion by declining to remand for a third time to allow Dr. Ebert to be questioned further.

Employee was employed by Employer as a driver. Due to lack of work, Employee was laid off indefinitely. Three months later, Employer recalled Employee. Employee was required to submit to a pre-employment drug test, to which he tested positive. Subsequently, Employer discharged Employee. The Labor and Industry Review Commission determined that Employee was eligible for unemployment benefits after rejecting Employer's argument that Employee was discharged for misconduct connected with his work under Wis. Stat. 108.04(5). The court of appeals reversed. The Supreme Court granted review but dismissed it as improvidently granted, concluding that a decision by the Court in the instant case would not develop or clarify the law, as a Wis. Stat. 108.04(8)(b), enacted while the case was proceeding, clarified that an employee is ineligible for benefits if the employer withdraws or fails to extend an offer of work due to a positive test result for illegal drugs.

Charles Swenson sustained a work-related injury while working as a driver for deBoer Transportion. Upon returning to work, Swenson completed the company's orientation requirements with the exception a check-ride, which required him to be away from his terminally ill father. DeBoer then discharged Swenson. Swenson sought benefits under Wis. Stat. 102.35(3), alleging that deBoer unreasonably refused to rehire him. Following a hearing, the ALJ for the Department of Workforce Development concluded deBoer unreasonably refused to rehire Swenson and was, therefore, liable to Swenson for a year of lost wages. DeBoer appealed to the Labor and Industry Review Commission (LIRC), which concurred with the order of the ALJ and concluded that deBoer failed to show reasonable cause for its refusal to rehire Swenson. On review, the circuit court affirmed, and the court of appeals reversed. The Supreme Court affirmed the court of appeals, holding that (1) in reaching its conclusion that deBoer failed to show reasonable cause, LIRC applied an unreasonable interpretation of Wis. Stat. 102.35(3), and (2) LIRC's conclusion that deBoer failed to show reasonable cause based on LIRC's finding that the check-ride policy was pretext was not supported by credible and substantial evidence. Remanded.