Justia Labor & Employment Law Opinion Summaries

A private fencing coach alleged that during a flight, a university’s assistant fencing coach sexually harassed and assaulted her. She reported the incident to the university’s head coach, who discouraged her from reporting it further and, along with the assistant coach, allegedly retaliated against her within the fencing community. The university later investigated and confirmed the harassment but found no policy violation. The coach sued the university, the two coaches, and the Title IX coordinator, claiming violations of Title IX and state-law torts.The United States District Court for the Middle District of North Carolina transferred the case to the Middle District of Pennsylvania due to improper venue and judicial efficiency. After the transfer, the plaintiff amended her complaint, and the defendants moved to dismiss. The transferee court dismissed the entire suit, holding that the plaintiff, as neither a student nor an employee, was outside the zone of interests protected by Title IX. It also dismissed the state-law tort claims as untimely or implausible.The United States Court of Appeals for the Third Circuit reviewed the case de novo. It held that the zone-of-interests test applies to Title IX claims and that the plaintiff’s claims related to her exclusion from university-hosted fencing events and retaliation manifesting on campus were within that zone. The court affirmed the dismissal of the state-law tort claims against the university and its employees, except for the claims against the assistant coach, which were not time-barred under North Carolina’s three-year statute of limitations. The case was vacated in part, affirmed in part, and remanded for further proceedings. View "Oldham v. Penn State University" on Justia Law

Cannabis Green, a company operating three cannabis retail stores in Spokane, Washington, was investigated by the Department of Labor & Industries (L&I) following a wage complaint by a former employee in January 2019. The employee alleged that Cannabis Green failed to pay her overtime for hours worked across all three stores. L&I's investigation revealed additional wage and hour violations affecting other employees. Despite requests for payroll records and work schedules, Cannabis Green did not fully comply, leading L&I to propose a settlement agreement in August 2021, which Cannabis Green rejected.The Spokane County Superior Court dismissed L&I's complaint, agreeing with Cannabis Green that L&I needed to issue a formal order directing the employer to pay a specific sum before filing suit. The Court of Appeals affirmed this decision, holding that L&I must determine and order the payment of wages owed before initiating legal action.The Supreme Court of the State of Washington reviewed the case and reversed the lower courts' decisions. The court held that while L&I must order an employer to pay wages owed before filing a lawsuit, the statute does not require a formal administrative order or a demand for a specific sum. The court found that L&I's proposed compliance agreement and related communications provided sufficient information to constitute an informal directive to Cannabis Green to address the alleged violations. The case was remanded to the trial court for further proceedings consistent with this opinion. If L&I prevails on remand, it is entitled to attorney fees. View "Department of Labor & Industries v. Cannabis Green, LLC" on Justia Law

Jeffrey Cockrum developed mesothelioma after working for Alcoa Inc. for several decades, where he was exposed to asbestos without adequate protective measures. Alcoa was aware of the dangers of asbestos and the potential for long-term health issues, but did not provide sufficient warnings or protections. Cockrum was diagnosed with mesothelioma in 2022 and subsequently filed a personal injury lawsuit against Howmet Aerospace, Inc., the corporate successor to Alcoa, claiming deliberate intent to injure by exposing him to asbestos.The superior court granted summary judgment in favor of Howmet, concluding that Cockrum could not meet the deliberate injury exception under Washington’s Industrial Insurance Act (IIA), which requires actual knowledge that injury was certain to occur. The Court of Appeals affirmed this decision, citing the precedent set in Walston v. Boeing Co., which held that employees could not sue for latent diseases like mesothelioma because they could not meet the required level of certainty.The Supreme Court of the State of Washington reviewed the case and overruled the Walston decision, recognizing it as incorrect and harmful. The court held that in cases of latent diseases, virtual certainty is sufficient to prove an employer’s actual knowledge that injury was certain to occur. This new standard does not alter the general requirement for immediate and visible injuries but is limited to latent disease cases. The court remanded the case to the trial court to determine summary judgment under the virtual certainty standard. View "Cockrum v. C.H. Murphy/Clark-Ullman, Inc." on Justia Law

Dominique Robison, a bus operator for the Washington Metropolitan Area Transit Authority (WMATA), was suspended from her job after bringing her own bottle of urine to a scheduled drug test, which was deemed an automatic failure under WMATA’s policy. She was suspended without pay for 180 days and subsequently filed for unemployment benefits, which were initially granted by the claims examiner due to WMATA's failure to provide evidence of misconduct.WMATA appealed to the Office of Administrative Hearings (OAH), where an administrative law judge (ALJ) found that Robison had committed simple misconduct, not gross misconduct, and was disqualified from benefits for the first eight weeks of her unemployment. The ALJ reasoned that Robison’s violation was her first drug-related offense and that WMATA’s decision to suspend rather than terminate her undercut the severity of the offense. The ALJ did not consider WMATA’s argument that Robison was ineligible for benefits because she was merely suspended, not terminated.WMATA then appealed to the District of Columbia Court of Appeals. The court reviewed whether the ALJ made findings of fact on each materially contested issue, whether substantial evidence supported each finding, and whether the ALJ’s conclusions flowed rationally from its findings. The court concluded that Robison’s actions did not rise to the level of gross misconduct, as there was no direct evidence of drug use or impairment, no demonstrable impact on passenger safety or WMATA’s operations, and it was her first offense. The court also determined that Robison was "unemployed" within the meaning of the statute because she was suspended without pay and did not work during the suspension period.The District of Columbia Court of Appeals affirmed the ALJ’s decision. View "WMATA v. Robison" on Justia Law

Respondent George Zeber filed a workers' compensation claim for cumulative injury sustained during his employment with the New York Yankees from 1968 to 1978. The Workers’ Compensation Appeals Board (WCAB) found Zeber had a compensable injury but deferred any award pending further proceedings, including mandatory arbitration of the insurance coverage dispute. Travelers Indemnity Company (Travelers) disputed the applicability of mandatory arbitration, arguing it only applies to injuries occurring on or after January 1, 1994, while Zeber's injury occurred no later than 1978.The Workers’ Compensation Judge (WCJ) found Zeber sustained an injury during his employment but deferred findings on permanent disability and other issues. The WCJ also found the statute of limitations did not bar Zeber’s claim, as he only became aware of his right to file a claim in 2017 or 2018. The WCJ determined the New York Yankees had insurance coverage provided by Travelers and noted that disputes involving the right of contribution must be sent to arbitration. Travelers filed for reconsideration, which the WCAB partially granted, amending the WCJ’s decision to defer the insurance coverage issue to mandatory arbitration.The California Court of Appeal, Fourth Appellate District, reviewed the case. The court concluded that section 5275, subdivision (a)(1) applies only to injuries occurring on or after January 1, 1990. The WCJ had not made a finding on the date of injury for purposes of section 5275. The court annulled the WCAB’s decision and remanded the case for further proceedings, including a determination of the date of injury for the purposes of mandatory arbitration. The court emphasized that the "date of injury" for cumulative injuries should be determined under section 5412, which considers when the employee first suffered disability and knew or should have known it was work-related. View "Travelers Indemnity Co. v. Workers' Compensation Appeals Bd." on Justia Law

David Keane's employment with Expeditors Hong Kong Limited (Expeditors HK) was terminated on December 11, 2023. Keane subsequently filed a lawsuit against Expeditors HK and Expeditors International of Washington, Inc. (Expeditors US) in the District of Massachusetts, alleging federal and state law claims related to his termination. Expeditors HK is a wholly owned subsidiary of Expeditors US. The defendants moved to dismiss the claims for lack of personal jurisdiction, forum non conveniens, and improper venue for the federal law claim.The United States District Court for the District of Massachusetts granted the defendants' motion to dismiss. The court dismissed the claims against Expeditors HK and the non-contract claims against Expeditors US for lack of personal jurisdiction. The contract claims against Expeditors US were dismissed under the doctrine of forum non conveniens. The court found that Keane failed to provide sufficient evidence to support his assertion that Expeditors HK was an alter ego of Expeditors US.The United States Court of Appeals for the First Circuit reviewed the case and affirmed the district court's dismissals. The appellate court held that the Massachusetts federal district court lacked personal jurisdiction over Expeditors HK. Regarding the claims against Expeditors US, the court found that Keane could not prevail without proving wrongful termination by Expeditors HK, and he failed to allege sufficient facts or legal theories to impute Expeditors HK's actions to Expeditors US. The court concluded that Keane's complaint did not provide adequate grounds to disregard the corporate formalities between Expeditors US and Expeditors HK. View "Keane v. Expeditors International of Washington, Inc." on Justia Law

Brittany Foster, a licensed practical nurse working at the Southern Regional Jail, claimed she contracted COVID-19 due to workplace exposure. She was hospitalized for fifteen days and later suffered from heart- and lung-related conditions. Foster's claim was initially denied by the Claim Administrator. She appealed to the Workers’ Compensation Board of Review, which found her claim compensable based on her exposure to COVID-19 at work. PrimeCare Medical of West Virginia, Inc. disputed this, arguing that Foster could have contracted the virus outside of work and presented a medical study suggesting health care workers were not at higher risk of contracting COVID-19 at work.The Intermediate Court of Appeals (ICA) reversed the Board's decision, emphasizing the medical study's findings and stating that Foster failed to prove health care workers were at higher risk of workplace exposure. The ICA directed the Board to perform a detailed analysis of the six factors outlined in West Virginia Code section 23-4-1(f). On remand, the Board reaffirmed its decision, but the ICA again reversed, focusing on the study's conclusion that health care workers were not at increased risk.The Supreme Court of Appeals of West Virginia reviewed the case and found the ICA's reliance on the study misplaced. The Court held that statistical evidence of workplace-related risk is relevant but not dispositive in determining compensability. The Court emphasized that a workers’ compensation claim for COVID-19 can be compensable if a preponderance of the evidence shows the disease was contracted in the course of employment. The Court reversed the ICA's decision and remanded the case with directions to reinstate the Board's decision. View "Foster v. Primecare Medical of West Virginia, Inc." on Justia Law

Edgar Osuna sued Spectrum Security Services, Inc., alleging violations of the California Labor Code. He brought five individual and class claims, and a sixth representative claim under the Labor Code Private Attorneys General Act of 2004 (PAGA). The trial court dismissed Osuna’s class claims, sent his individual claims to arbitration, and sustained Spectrum’s demurrer to his PAGA claim without leave to amend. The court concluded that Osuna lacked standing to bring the PAGA claim because he did not suffer a Labor Code violation within the one-year statute of limitations for recovering civil penalties.The trial court’s decision was based on the interpretation that Osuna needed to have suffered a violation within the one-year period before filing his PAGA notice. Osuna appealed, arguing that he is an aggrieved employee with standing to assert a representative PAGA claim because he suffered Labor Code violations during his employment with Spectrum.The California Court of Appeal, Second Appellate District, Division Six, reviewed the case. The court concluded that the trial court erred in its interpretation of the standing requirements under PAGA. The appellate court held that to have standing under PAGA, an employee must have been employed by the alleged violator and suffered at least one Labor Code violation, regardless of whether the violation occurred within the one-year statute of limitations for recovering civil penalties. The court emphasized that the statute of limitations is an affirmative defense and does not affect standing.The appellate court reversed the portion of the trial court’s order sustaining Spectrum’s demurrer to Osuna’s representative PAGA claim and remanded the case for further proceedings consistent with its opinion. View "Osuna v. Spectrum Security Services, Inc." on Justia Law

AllService Plumbing and Maintenance, Inc. is a small, family-owned plumbing company in Baton Rouge, Louisiana. In 2009, a union organizer named Charles LeBlanc began efforts to unionize AllService’s workforce. An employee, Joe Lungrin, opposed the unionization and informed the company’s Vice President, Luke Hall, about LeBlanc’s activities. The union filed a petition with the National Labor Relations Board (NLRB) to hold an election among AllService’s employees. After agreeing on an election date, AllService laid off three employees. The union lost the election, and subsequently filed a complaint with the NLRB alleging that AllService violated the National Labor Relations Act (NLRA) by surveilling, threatening, and interrogating employees, and by laying off employees due to their union activities.An NLRB administrative law judge (ALJ) found in 2011 that AllService violated the NLRA and ordered the reinstatement of the laid-off employees with backpay. AllService did not file timely exceptions, and the NLRB adopted the ALJ’s findings in 2012. A second ALJ calculated damages in 2013, and the NLRB ordered AllService to pay over $100,000. However, the Supreme Court’s decision in NLRB v. Noel Canning in 2014 invalidated the NLRB’s quorum, leading the Board to set aside its decision and dismiss its enforcement petition.In 2022, the NLRB issued a notice to show cause for re-adopting the 2013 ALJ decision, blaming administrative oversight for the delay. AllService objected, citing significant business losses due to floods in 2016 and 2021. The NLRB ignored these objections and adopted the 2013 decision. The NLRB then applied to the United States Court of Appeals for the Fifth Circuit for summary enforcement of its 2022 order.The Fifth Circuit denied the NLRB’s request for summary enforcement, finding that the Board failed to prove that enforcement would be equitable. The court held that the Board’s delay and administrative neglect were extraordinary circumstances excusing AllService’s failure to exhaust specific objections. The court also granted AllService’s petition for review, finding that the Board lacked substantial evidence to attribute Lungrin’s activities to AllService and to find that the pre-election layoffs were related to union activity. View "National Labor Relations Board v. Allservice Plumbing" on Justia Law

Northeastern University operates a campus police department (NUPD) responsible for the safety and security of its Boston campus. The NUPD includes Sergeants and Sergeant Detectives who oversee Patrol Officers, Community Service Officers, and Detectives. The American Coalition of Public Safety (ACOPS) sought to represent a bargaining unit including these Sergeants and Sergeant Detectives. Northeastern argued that these employees were supervisors under the National Labor Relations Act (NLRA) and thus excluded from the bargaining unit.The Regional Director for Region 1 of the National Labor Relations Board (NLRB) held a hearing and concluded that Northeastern failed to prove that Sergeants and Sergeant Detectives were supervisors. The Director found that while Sergeants had some role in assigning duties, they did not exercise independent judgment in doing so. The NLRB denied Northeastern's request for review and certified the union. Northeastern refused to bargain, leading to an unfair labor practice charge. The NLRB granted summary judgment against Northeastern, ordering it to bargain with ACOPS.The United States Court of Appeals for the First Circuit reviewed the case. The court found that the NLRB's conclusion that Sergeants and Sergeant Detectives were not supervisors was not supported by substantial evidence and deviated from precedent without adequate explanation. The court held that Sergeants and Sergeant Detectives do exercise independent judgment in assigning duties and managing the Incident Containment Team (ICT) and details. Consequently, the court denied the NLRB's cross-petition for enforcement, vacated the unfair labor practice finding against Northeastern, and remanded the case for further proceedings consistent with its opinion. View "Northeastern University v. National Labor Relations Board" on Justia Law