Justia Labor & Employment Law Opinion Summaries

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 an employee, Braden Nanez, who was injured in an auto accident while off work and away from his job at a remote fire base camp. His employer, 3 Stonedeggs, Inc., expected employees not to leave the job site and to notify a manager if they did. Nanez did not notify a manager he was leaving camp. The Workers’ Compensation Appeals Board (the Board) determined that under the commercial traveler rule, workers’ compensation coverage applied to Nanez's injuries. The Board found that Nanez’s use of his own car while off work to drive approximately 70 miles away from camp purportedly to obtain cellular service was conduct reasonably expected by his employer to be incident to its requirement that Nanez spend time away from home where cellular service was not adequately provided at the camp.The employer, 3 Stonedeggs, Inc., and its insurer, Technology Insurance Company, Inc., administered by Amtrust North America, petitioned for a writ of review, arguing that the Board acted in excess of its authority and that substantial evidence does not support the Board’s findings. They argued that Nanez was injured during a material deviation from his employment; he left the camp without employer approval on a personal activity that, under the unique circumstances of working at this remote fire camp, was not contemplated by the employer.The Court of Appeal of the State of California Third Appellate District denied the petition, finding that substantial evidence supports the Board’s findings. The court concluded that under the circumstances of Nanez’s age, his having his personal vehicle with him, the structure of his shifts, the remoteness of the camp, and his not being prohibited from using his vehicle during his off hours, it was reasonable for the employer to expect that Nanez would leave camp in his car during his off time as incident to being employed away from home. View "3 Stonedeggs, Inc. v. Workers' Compensation Appeals Board" on Justia Law

Yuriria Diaz, a former employee of Macy's West Stores, Inc., filed a lawsuit under the California Private Attorneys General Act (PAGA) for alleged violations of California's labor code. Macy's appealed the district court's order compelling arbitration of all Diaz's claims. The United States Court of Appeals for the Ninth Circuit affirmed the district court's order compelling arbitration of Diaz's individual PAGA claims, but vacated the order to the extent it compels arbitration of her non-individual claims.Previously, the district court had compelled arbitration of all Diaz's claims, interpreting the arbitration agreement between Diaz and Macy's to include non-individual PAGA claims. The court denied Diaz's request for a stay and closed the case, stating there were no remaining claims before the court.The Ninth Circuit concluded that it had jurisdiction to review the district court's order as a final decision with respect to arbitration. The court found that at the time of contracting, the parties consented only to arbitration of individual claims relating to Diaz's own employment. The agreement's language was strongly indicative of an intent to exclude any amalgamation of employees’ claims—including non-individual PAGA claims—from arbitration.The court rejected Macy's request that the district court on remand be instructed to dismiss the non-individual claims because under a recent California Supreme Court decision, those claims cannot be dismissed. The court remanded with instruction to treat the non-arbitrable non-individual claims consistent with the California Supreme Court’s decision, anticipating that the parties will, per their agreement, request a stay with respect to those claims. View "Diaz v. Macy’s West Stores, Inc." on Justia Law

The case involves Dee Delaney, an employee who suffered two separate injuries to her legs in 1986 and 2019. The latter injury, which occurred during her employment with Nordstrom, Inc., required knee surgery and resulted in lymphedema in Delaney's lower right leg and foot. Delaney filed a claim for workers’ compensation benefits against Nordstrom and the Second Injury Fund of Iowa (the Fund). She reached a settlement with Nordstrom and proceeded to arbitration against the Fund. The workers’ compensation commissioner found that Delaney’s lymphedema was a sequela of her work injury and that lymphedema is per se an injury to the body as a whole and not an injury to a scheduled member. The commissioner concluded that because Delaney suffered a sequela injury to the body as a whole, she was not entitled to Fund benefits under Iowa Code section 85.64 (2019).The Iowa District Court for Polk County affirmed the workers’ compensation commissioner’s denial of Second Injury Fund benefits to Delaney. The court agreed with the commissioner's interpretation of section 85.64, which led to the conclusion that Delaney was not entitled to Fund benefits because her lymphedema was considered an injury to the body as a whole, not an injury to a scheduled member.The Supreme Court of Iowa reversed the district court's judgment and vacated the decision of the court of appeals. The court held that the commissioner erred in its interpretation and application of section 85.64. The court found that whether an injury results in the “loss of use” to a scheduled member or extends to the body as a whole is a fact-based inquiry that must be determined on a case-by-case basis. The court also held that an injury resulting in the loss of use of a scheduled member was a qualifying injury under section 85.64, even if the injury caused a sequela injury to the body as a whole. The case was remanded to the district court with instructions to remand this matter to the workers’ compensation commissioner for further proceedings consistent with this opinion. View "Delaney v. Second Injury Fund of Iowa" on Justia Law

The case revolves around Jay Anthony Dobyns, a former agent with the United States Bureau of Alcohol, Tobacco, Firearms, and Explosives (ATF), who sued the United States for failing to adequately protect him and his family from threats related to his undercover work. The government counterclaimed, alleging that Dobyns violated his employment contract and several federal regulations by publishing a book based on his experience as an agent and by contracting his story to create a motion picture. The Court of Federal Claims found that the government had not breached the settlement agreement but had breached the covenant of good faith and fair dealing, awarding Dobyns emotional distress damages. The court also found that the government was not entitled to relief on its counterclaim.The government appealed the Claims Court’s judgment to the United States Court of Appeals for the Federal Circuit, which reversed the finding that the government breached the implied duty of good faith and fair dealing. Dobyns, having prevailed on the government’s counterclaim, sought attorneys’ fees and costs. However, the Claims Court denied his application for attorneys’ fees under the Equal Access to Justice Act (EAJA) as untimely. Dobyns appealed this decision.The United States Court of Appeals for the Federal Circuit found that the Claims Court had abused its discretion and applied the incorrect legal standard. The Appeals Court held that the filing deadline for fee applications under EAJA is subject to equitable tolling. It found that Dobyns had justifiably relied on the government's representations about the procedure for Claims Court judgments, and thus his motion for attorneys’ fees under EAJA should be accepted as timely. The court reversed the Claims Court's decision and remanded the case for further proceedings. View "Dobyns v. United States" on Justia Law

Heather Walters, a Direct Support Professional at Brandi’s Hope Community Services, a long-term care facility for people with intellectual and developmental disabilities, noticed that a resident had been physically abused. She attempted to report the incident to her supervisors but received no response. Walters then took a photograph of the resident's injuries and shared it with a former coworker. After an internal investigation, Walters was fired for violating company policy and HIPAA regulations by taking and sharing the photograph. Walters filed a lawsuit against Brandi’s Hope and its CEO, Danny Cowart, for retaliatory discharge and malicious interference with employment.The County Court of Lee County found in favor of Walters, awarding her $100,000 in damages. The defendants appealed to the Lee County Circuit Court, which affirmed the lower court's decision. The defendants then appealed to the Court of Appeals, which reversed the lower courts' decisions, finding that the Mississippi Vulnerable Persons Act and the public policy exception established in McArn v. Allied Bruce-Terminix Co., Inc. were in conflict.The Supreme Court of Mississippi reversed the Court of Appeals' decision, finding no conflict between the Mississippi Vulnerable Persons Act and the public policy exception established in McArn. The court held that Walters was eligible to claim wrongful termination under McArn, as she was fired for reporting illegal activity. The court affirmed the jury's verdict that Brandi’s Hope terminated Walters because she reported the abuse. The case was remanded to the County Court of Lee County for further proceedings. The Court of Appeals' decision to render judgment in favor of Cowart on the malicious-interference-with-employment claim was not reviewed and thus stands. View "Brandi's Hope Community Services, LLC v. Walters" 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

The Equal Employment Opportunity Commission (EEOC) brought a Title VII employment discrimination action on behalf of black employees of Village at Hamilton Pointe, LLC, a long-term care facility in Indiana. The EEOC alleged that Hamilton Pointe and Tender Loving Care Management, LLC (TLC), which provides services to Hamilton Pointe, subjected the employees to racial harassment. The district court granted TLC’s motion for summary judgment with respect to some of the employees, ruling that TLC could not be considered an employer under Title VII. The court also granted Hamilton Pointe’s motion for partial summary judgment with respect to the claims of forty employees. Seven remaining employees proceeded to a jury trial, with damages awarded to one employee. The EEOC appealed the grant of summary judgment for TLC and Hamilton Pointe, and the jury’s verdict.The United States Court of Appeals for the Seventh Circuit affirmed the district court's judgment. The court found that the EEOC failed to establish that the employees were subjected to a racially hostile work environment that was so severe or pervasive as to alter the conditions of their employment. The court also found that the EEOC failed to establish that TLC was a joint employer of the claimants. The court emphasized that the federal law governing racial harassment proscribes conduct that is so severe or pervasive as to change the conditions of the victim’s employment, but does not ensure that the worker will have wise and skilled superiors with a sharply honed sense of social justice and a mastery of personnel management skills. View "EEOC v. Village at Hamilton Pointe LLC" on Justia Law

The case involves pension plan participants, Evelyn Wilson and Stephen Bafford, who alleged that the plan administrator, the Administrative Committee of the Northrop Grumman Pension Plan, violated the Employee Retirement Income Security Act (ERISA) by not providing pension benefit statements automatically or on request, and by providing inaccurate pension benefit statements prior to their retirements. The district court initially dismissed the case, but on appeal, the Ninth Circuit Court of Appeals affirmed in part and vacated in part the dismissal, allowing the plaintiffs to file amended complaints.Upon remand, the plaintiffs filed amended complaints, but the district court dismissed their claims again. The plaintiffs appealed once more to the Ninth Circuit Court of Appeals. The Ninth Circuit held that the lower court's prior mandate did not preclude the plaintiffs from pleading their claim for violation of ERISA on remand. The court also held that the plaintiffs stated a viable claim under ERISA by alleging that the plan administrator provided substantially inaccurate pension benefit statements.The court rejected the administrator’s argument that there were no remedies available for the ERISA violations the plaintiffs alleged. As a result, the Ninth Circuit reversed the district court’s dismissal of the plaintiffs’ claims and remanded the case for further proceedings. View "BAFFORD V. ADMINISTRATIVE CMTE. OF THE NORTHROP GRUMMAN PLAN" on Justia Law

The case involves a group of incarcerated individuals who were sent from a detention center to work at a recycling facility operated by Baltimore County, Maryland. The workers alleged that they were employees under the Fair Labor Standards Act (FLSA) and Maryland state laws, and thus entitled to minimum wage and overtime pay. The district court granted summary judgment in favor of the county, concluding that no reasonable adjudicator could view the incarcerated workers as "employees" under the FLSA.The district court's decision was based on the fact that the workers were part of a work detail program run by the Department of Corrections (DOC), which the court found had a rehabilitative, rather than pecuniary, interest in the workers' labor. The court also found that the workers did not deal at arms' length with their putative employer, as they were not free to negotiate the terms of their employment and were under the control of the DOC.The United States Court of Appeals for the Fourth Circuit vacated the district court's decision and remanded the case for further proceedings. The appellate court clarified that there is no categorical rule that incarcerated workers cannot be covered by the FLSA when they work outside their detention facility’s walls and for someone other than their immediate detainer. The court also held that the district court applied the wrong legal standards in granting summary judgment to the county. The court emphasized that the question under the FLSA is whether the principal or primary purpose for using incarcerated workers at the recycling center during the time frame at issue was for “rehabilitation and job training.” The case was remanded for a fresh look at the facts under these clarified standards. View "Scott v. Baltimore County, Maryland" on Justia Law