Justia Labor & Employment Law Opinion Summaries

In this case before the United States Court of Appeals for the First Circuit, five groups of current and former public employees in the Commonwealth of Puerto Rico (the "Commonwealth") appealed an order by the court overseeing the Commonwealth-wide debt restructuring litigation (the "Title III court") on their motions to secure administrative-expense priority for their back pay claims. The back pay claims arose from allegations that their public employers failed to adjust their wages upward, a violation of Puerto Rico law. The Title III court had previously rejected efforts to assert administrative-expense priority for back pay for work performed before the commencement of the Commonwealth's debt restructuring case under Title III of the Puerto Rico Oversight, Management, and Economic Stability Act ("PROMESA").The appellate court affirmed the Title III court's decision. The appellate court agreed that the pre-petition work claims did not qualify for administrative-expense priority under § 503(b)(1)(A)(ii) of the Bankruptcy Code, which is incorporated into PROMESA, because they were not "wages and benefits awarded pursuant to a judicial proceeding . . . as back pay attributable to any period of time occurring after commencement of the case under this title." The appellate court also held that the Title III court did not abuse its discretion in deferring its decision on administrative-expense status for back pay claims concerning work performed post-petition but for which there has not yet been any judgment in the underlying commonwealth court and agency proceedings. View "Abraham Gimenez Plaintiff Group v. FOMB" on Justia Law

In this case heard by the United States Court of Appeals for the Seventh Circuit, the plaintiff, Alexis Wells, sought to hold her employer, The Freeman Company, liable for sexual assault committed by a fellow employee, Timothy Vaughn. Wells asserted that the company should be held responsible under Title VII, the Indiana Wage Payment Statute, and various tort theories. The court, however, affirmed the district court's ruling that Wells was an independent contractor, not an employee, which meant that Freeman's conduct was not tortious and Vaughn's actions could not be attributed to Freeman. The court applied the Knight factors, which analyze the "economic realities" of a work relationship, to determine whether a worker is an employee for purposes of Title VII. The court concluded that most of these factors pointed towards Wells being an independent contractor. Thus, her claims under Title VII and the Indiana Wage Payment Statute failed. The court also dismissed Wells' state law claims for Intentional Infliction of Emotional Distress (IIED) and Negligent Infliction of Emotional Distress (NIED), concluding that Freeman's pre-litigation conduct was not so outrageous as to be regarded as "atrocious," and that Vaughn's conduct was outside the scope of his employment, respectively. Therefore, the court could not hold Freeman vicariously liable for Vaughn's actions. View "Wells v. Freeman Company" on Justia Law

Hospital Menonita de Guayama, Inc. (Petitioner) purchased Hospital San Lucas Guayama (Hospital San Lucas) and became a successor employer. Hospital San Lucas had previously recognized five distinct bargaining units of employees represented by Unidad Laboral de Enfermeras (OS) y Empleados de la Salud (Union). However, after acquiring Hospital San Lucas, Petitioner first failed to bargain in good faith with the Union, then serially withdrew recognition from the Union as the collective bargaining agent for each of the five units. As a result, the National Labor Relations Board (Board) filed a complaint against the Petitioner, alleging violations of Sections 8(a)(5) and (1) of the National Labor Relations Act.The United States Court of Appeals for the District of Columbia Circuit upheld the Board's decision. The court found that the Board had correctly applied the "successor bar" rule, which holds that an incumbent union enjoys an irrebuttable presumption of majority status for a reasonable period of time following the successor employer's voluntary recognition of the union. The court concluded that, on the facts presented, the Board’s application of the successor bar rule was consistent with established Board precedent, permissible, and reasonable. The Board's conclusion that Petitioner refused to bargain in good faith with the Union and engaged in multiple unfair labor practices followed directly from established Board precedent. The court also rejected Petitioner's request to overturn the successor bar rule. View "Hospital Menonita de Guayama, Inc. v. NLRB" on Justia Law

Paulo Trindade, a former employee of Grove Services, Inc., sued his previous employer for breach of contract and violations of the Massachusetts Wage Act, claiming he had been underpaid on his sales commission compensation for the years 2014, 2015, and 2016. Following a bench trial, the United States District Court for the District of Massachusetts ruled in part for Trindade and in part for Grove, awarding Trindade $330,597 in damages. Both parties appealed. The United States Court of Appeals for the First Circuit affirmed the lower court's judgment. The Court of Appeals agreed with the district court's conclusion that Trindade's amended complaint, which included a claim for unpaid wages for 2016, related back to his original complaint, making the claim timely under Massachusetts law. The Court of Appeals also concluded that the district court was correct in its decision to award the damages it did, including an amount for the late payment and underpayment of Trindade's 2016 commission. View "Trindade v. Grove Services, Inc." on Justia Law

The case involves plaintiff-appellant Cassandra Kincaid, an assistant principal at Central Middle School in Kansas, who claimed that she was harassed by the Unified School District No. 500 in retaliation for her reporting a student-on-student sexual assault. The United States Court of Appeals for the Tenth Circuit affirmed the district court's grant of summary judgment in favor of the school district. The court concluded that Kincaid did not satisfy her burden of creating a genuine dispute of material fact that the reasons given for the alleged material adverse actions against her were pretextual. The court examined various aspects of the case under Title VII and Title IX, which prohibit retaliation against individuals for complaining of sex discrimination. It considered numerous allegedly adverse employment actions, including two emails sent by the school principal, a request for Kincaid's transfer, and a letter of concern. The court concluded that none of the evidence Kincaid provided created a genuine dispute of material fact about pretext. View "Kincaid v. Unified School District No. 500, Kansas City, KS" on Justia Law

Jeffrey Bruno, a veteran firefighter with the Kankakee Fire Department, sued Mayor Chasity Wells-Armstrong, James Ellexson, the Human Resources Director for the City of Kankakee, and the City of Kankakee, alleging discrimination and retaliation under the Americans with Disabilities Act (ADA) and the Illinois Human Rights Act (IHRA). Bruno suffered a severe cardiac event in 2017 and upon his return to work was promoted to Deputy Chief. However, in 2019, he was denied a raise and presented with an employment contract that tied additional compensation to his enrollment in college courses. When Bruno requested the removal of this education condition, citing his heart condition as a barrier to attending classes, his request was denied. After signing the contract, Bruno retired and initiated legal proceedings.The United States Court of Appeals For the Seventh Circuit affirmed the district court's decision, which had granted summary judgment for the defendants. The court concluded that Bruno's request to remove the education condition was not a request for a reasonable accommodation under the ADA, as it would not impact his ability to perform his job. The court also rejected Bruno's claim of disparate treatment, as his argument of pretext was contradicted by the evidence. Bruno's ADA retaliation claim also failed because his identified protected activity was not protected under the ADA. As Bruno's IHRA and indemnification claims were dependent on his ADA claims, these too were rejected. View "Bruno v. Wells-Armstrong" on Justia Law

In the case before the United States Court of Appeals for the Fourth Circuit, Bikachi Amisi, a contract nurse, sued Officer Lakeyta Brooks and Officer Roy Townsend for violating her Fourth Amendment rights when she was mistakenly strip searched on her first day of work at Riverside Regional Jail. Amisi also brought several tort claims under Virginia state law. The defendants moved for summary judgment, arguing they were entitled to qualified immunity and good-faith immunity under Virginia law. They also argued that the Virginia Workers’ Compensation Act’s exclusivity provision barred Amisi's claims. The district court denied their motions and the defendants appealed.The Court of Appeals affirmed the district court's decision. It held that both officers were not entitled to qualified immunity, a legal protection that shields officers who commit constitutional violations but who could reasonably believe their actions were lawful, because their actions were not reasonable and Amisi’s right to be free from unreasonable strip searches was clearly established. The court also held that the Virginia Workers' Compensation Act did not bar Amisi's state-law claims because her injuries did not arise out of her employment. The Court further held that Officer Townsend was not entitled to immunity under Virginia law as his belief that his conduct was lawful was not objectively reasonable. View "Amisi v. Brooks" on Justia Law

In a case before the Supreme Court of Pennsylvania, Ursinus College utilized financing from the Montgomery County Health and Higher Education Authority (Authority) to undertake a construction project. The International Brotherhood of Electrical Workers, Local No. 98 (IBEW) asserted that this project was a public work under the Pennsylvania Prevailing Wage Act (PWA), which would require workers on the project to receive prevailing minimum wages. The court was tasked with determining whether this project constituted a public work under the PWA. The court found that the project was not a public work as defined in the PWA, as the funds for the project did not come from a public body. Rather, the Authority served as a conduit for financing, with private funds generated from the Authority's ability to issue bonds being used to pay for the project. The Authority did not hold or disburse these funds, nor did it bear any risk or liability with respect to the repayment of the bonds. Therefore, the court held that the project was not subject to the PWA's prevailing wage requirements. View "Ursinus College v. Prevailing Wage Appeals Board" on Justia Law

In a dispute between Valley Hospital Medical Center and the National Labor Relations Board, the United States Court of Appeals for the Ninth Circuit denied the Hospital's petition for review, granted the Board's cross-application for enforcement, and enforced the Board's order. The court previously remanded the case to the Board to better explain its decision that an employer may unilaterally cease union dues checkoff after the expiration of a collective bargaining agreement. Upon remand, the Board reversed its prior decision, readopting its rule prohibiting employers from unilaterally ceasing dues checkoff after expiration of a collective bargaining agreement, and found that Valley Hospital engaged in an unfair labor practice. Valley Hospital contended that the Board exceeded its mandate from the court, which only authorized supplementing its reasoning, not changing its interpretation of the National Labor Relations Act. However, the Ninth Circuit held that its earlier mandate did not explicitly prohibit the Board from reconsidering its rule, so the Board was not bound by its prior decision. The court also found that the Board's new decision was rational and consistent with the Act. Thus, the Board's order was enforced. View "NATIONAL LABOR RELATIONS BOARD V. VALLEY HOSPITAL MEDICAL CENTER, INC." on Justia Law

The United States Court of Appeals for the Ninth Circuit ruled that employers cannot unilaterally stop deducting union dues from employee paychecks after the expiration of a collective bargaining agreement. The case involved Valley Hospital Medical Center and Desert Springs Hospital Medical Center (collectively known as the "Hospitals") and the Service Employees International Union, Local 1107 ("the Union”). The Union and the Hospitals had entered into collective bargaining agreements that included checkoff provisions requiring the Hospitals to deduct union dues from participating employees’ paychecks and to remit those dues to the Union. After the agreements expired, the Hospitals ceased dues checkoff, arguing that the written assignments authorizing this did not include express language concerning revocability upon expiration of the collective bargaining agreement. They believed this omission violated the Labor Management Relations Act, also known as the Taft-Hartley Act. The Union filed unfair labor practice charges, and the National Labor Relations Board determined that the Hospitals had committed an unfair labor practice by unilaterally ceasing dues checkoff. The court held that the Taft-Hartley Act did not require specific language in the written assignments, so the Hospitals could not rely on that statute to justify their unilateral action. Consequently, the court granted the Board’s application for enforcement, denied the Hospitals' petition for review, and enforced the Board’s order in full. View "NATIONAL LABOR RELATIONS BOARD V. VALLEY HEALTH SYSTEM, LLC DBA DESERT SPRINGS HOSPITAL MEDICAL CENT" on Justia Law