Justia Labor & Employment Law Opinion Summaries

Adams, born in 1960, smoked about a pack a day starting at age 18 and worked in coal mines at times between 1979-1995, mostly underground using a “cutting machine” in the “dustiest” areas. Adams struggled to breathe after his retirement. Adams’s 1998 application under the Black Lung Benefits Act, 30 U.S.C. 901(b), was denied because he failed to prove that he had pneumoconiosis. In 2008, Adams sought benefits from Wilgar. His treating physician, Dr. Alam, identified the causes of his 2013 death as cardiopulmonary arrest, emphysema, coal worker’s pneumoconiosis, throat cancer, and aspiration pneumonia.A 2019 notice in the case stated “the Court may look to the preamble to the revised” regulations in weighing conflicting medical opinions. Wilgar unsuccessfully requested discovery concerning the preamble and the scientific studies that supported its conclusions. The ALJ awarded benefits, finding that Adams had “legal pneumoconiosis” and giving Dr. Alam’s opinion that Adam’s coal mine work had substantially aggravated his disease “controlling weight.” All things being equal, a treating physician’s opinion is “entitled to more weight,” 30 C.F.R. 718.104(d)(1). Wilgar's three experts had opined that Adams’s smoking exclusively caused his disease The ALJ gave “little weight” to these opinions, believing that they conflicted with the preamble to the 2001 regulation.The Benefits Review Board and Sixth Circuit affirmed. The preamble interpreted the then-existing scientific studies to establish that coal mine work can cause obstructive diseases, either alone or in combination with smoking. The ALJ simply found the preamble more persuasive than the experts. View "Wilgar Land Co. v. Director, Office of Workers’ Compensation Programs" on Justia Law

Plaintiffs Carlie Sherman, Anna Gozun, and Amanda Nash appealed a district court’s denial of class certification in a forced labor action against Trinity Teen Solutions (“Trinity”), a residential treatment center for adolescent girls, and its owners and operators (collectively, “Defendants”). Plaintiffs, now adults, were all sent to Trinity as minors by their parents. Trinity advertised itself as offering a wide range of therapies for troubled adolescent girls in a ranch environment and as taking a "tough love" approach, with its residents living in primitive conditions and working on the ranch as part of their treatment experience. Plaintiffs alleged that, during their residence at Trinity, they were forced to work long hours without pay under threat of serious harm. Plaintiffs filed suit against Defendants, on behalf of themselves and a proposed class of former Trinity residents, bringing three forced labor claims under the Trafficking Victims Protection Reauthorization Act, and sought class certification pursuant to Federal Rule of Civil Procedure 23, proposing a putative class of “Plaintiffs, and all similarly situated persons who received treatment from [Trinity] and were subjected to the provision of ‘agricultural labor.’" The district court denied class certification, concluding Plaintiffs had failed to satisfy Rule 23’s commonality, typicality, and predominance requirements. After review, the Tenth Circuit concluded the district court erred by applying the incorrect legal standard to its analysis of Rule 23(a)’s commonality and typicality requirements and Rule 23(b)(3)’s predominance requirement. Therefore, it vacated the district court’s order denying class certification and remanded this case for further proceedings. View "Sherman, et al. v. Trinity Teen Solutions, et al." on Justia Law

The First Circuit reversed the judgment of the district court concluding that the City of Malden had violated the Massachusetts Wage Act, Mass. Gen. Laws ch. 149, 148 (the Wage Act) and Mass. Gen. Laws ch. 44, 53C (the Municipal Finance Law), holding that there was no violation of the Wage Act or Municipal Finance Law in this case.Plaintiffs, City of Malden police officers, sued the City, arguing that a term in the collective bargaining agreement (CBA) that set the hourly rate for police detail work aligned with how they were historically paid and that a ten percent deduction for an administrative fee resulted in a reduction in their wages as set forth in the CBA, in violation of the Wage Act. The district court ruled that the contract term was ambiguous and, after hearing witness testimony, ruled that the City violated the Municipal Finance Law and the Wage Act. The First Circuit reversed, holding (1) the contract term was unambiguous in favor of the City; (2) any reduction in the calculated rate still resulted in a higher payout than contemplated in the CBA, and therefore, there was no Wage Act violation; and (3) the district court clearly erred in finding that the City had violated the Municipal Finance Law. View "Owens v. City of Malden" on Justia Law

The Supreme Court affirmed the judgment of the district court ruling that an Employer's refusal to collect dues from Union members' paychecks was a breach of certain collective bargaining rights and awarding money damages to Union, holding that there was no error.Union brought suit against Employer alleging that Employer breached its contracts by failing to deduct dues. The district court granted summary judgment in favor of Union as to Employer's liability for breach of contract for refusing to deduct dues. After a bench trial on the issue of damages the court awarded $1,046,835 to Union. The Supreme Court affirmed, holding (1) Employer breached the contracts' written terms by failing to collect dues; and (2) the money damages remedy was appropriate and without legal error. View "UE Local 893/IUP v. State" on Justia Law

Plaintiff, a black female, worked at Crestwood Hospital as an emergency department nurse from 2007 to 2018. Plaintiff repeatedly complained about racial discrimination in the months before Crestwood Healthcare terminated her employment. But, also during that period, Crestwood uncovered evidence that Plaintiff engaged in bullying and other misconduct. After Plaintiff sued Crestwood for retaliating against her complaints of discrimination, she argued that circumstantial evidence created a reasonable inference of retaliation under either the McDonnell Douglas framework or a “convincing mosaic” of proof. The district court disagreed and entered summary judgment in favor of Crestwood.   The Eleventh Circuit affirmed. The court held that although an employee may prove retaliation with whatever circumstantial evidence creates a reasonable inference of retaliation, Plaintiff’s evidence falls short. The court wrote that Plaintiff turned to evidence of systematically better treatment of similarly situated employees. She asserts that two employees engaged in similar misconduct but were not terminated. The court explained that nothing in the record suggests that either of those employees engaged in misconduct comparable in degree or kind to Plaintiff’s misconduct. Neither employee was the subject of multiple reports that they were unprofessional, threatening, intimidating, and abusive. The court explained that because Plaintiff cannot prove that other employees engaged in a similar degree of misconduct, she lacks evidence of better treatment of similarly situated employees. View "Daphne Berry v. Crestwood Healthcare LP, et al" on Justia Law

Jackson Federation of Teachers (JFT) filed a complaint against the Jackson Public School District (JPS), alleging alleged that certain JPS policies violated the free speech rights of its employees. The trial court: (1) denied JPS’s motion to dismiss for lack of standing; (2) denied JPS’s motion to dismiss for mootness; (3) found that JPS’s three policies were in violation of article 3, section 11, and article 3, section 13, of the Mississippi Constitution; and (4) issued a permanent injunction enjoining JPS from enforcing the policies. JPS timely appealed. Because JFT failed to establish standing, the Mississippi Supreme Court reversed the trial court’s decision and rendered judgment in favor of JPS. View "Jackson Public School District v. Jackson Federation of Teachers, et al." on Justia Law

Stouffer was terminated at age 41 after working eight years for the Railroad. He sued, on behalf of himself and others similarly situated (Age Discrimination in Employment Act, 29 U.S.C. 621), claiming that the Railroad targeted senior employees with sham workplace violations, forcing them to sign last-chance agreements that waived formal disciplinary proceedings. Stouffer called a superior a “jagoff” under his breath. In a meeting with management and his union representative, Stouffer was told he could either sign a last-chance agreement or go to a hearing and be fired. Stouffer signed a three-year last-chance agreement. Stouffer alleges that he was subsequently subject to micromanagement, surreptitious surveillance, denials of meal periods and headlamp batteries, and improperly-staffed shifts, while younger employees were not similarly treated. In 2018, Stouffer was working on a train driven by a younger driver when it ran through a switch. Stouffer was immediately terminated. The younger driver was not terminated.The district court held that Stouffer had failed to allege facts supporting the existence of a scheme that could constitute a policy hiding age-based discrimination and that Stouffer had not alleged any facts showing that the policy disparately impacted workers over the age of 40. The Third Circuit affirmed, first holding that its review was not precluded by the Railway Labor Act, 45 U.S.C. 151, because it did not require interpretation of a collective bargaining agreement. Stouffer’s complaint lacks the necessary factual allegations as to statistical disparities. View "Stouffer v. Union Railroad Co." on Justia Law

The U.S. Department of Labor brought the underlying lawsuit under the Employee Retirement Income Security Act, alleging that Appellants Brian Bowers and Dexter Kubota sold their company to an employee stock ownership plan (ESOP) at an allegedly inflated value. The government’s case hinged on a single valuation expert, who opined that the plan overpaid for that company. The district court rejected the opinion, and the government lost a bench trial. The district court denied Appellants’ request for attorneys’ fees and nontaxable costs under EAJA, finding that the government’s litigation position was “substantially justified” and that it did not act in bad faith.   The Ninth Circuit affirmed the district court’s denial of attorneys’ fees and nontaxable costs. The panel held that the district court did not abuse its discretion in concluding that the government’s position at trial was substantially justified, and in denying attorneys’ fees and nontaxable costs under EAJA. The panel noted that the government could not rely on red flags alone, such as the “suspicious” circumstances of the ESOP transaction, to defend its litigation position as “substantially justified.” The panel held that the district court abused its discretion in reducing the award of taxable costs because it relied on a clearly erroneous finding of fact in reducing the magistrate judge’s recommended award of taxable costs. View "JULIE SU V. BRIAN BOWERS, ET AL" on Justia Law

Three private contractors providing war-zone security services to the Department of Defense (DOD) appealed a district court order remanding to Nevada state court this suit brought by a group of their employees who guarded DOD bases, equipment, and personnel in Iraq. The guards alleged that their working conditions violated the contractors’ recruiting representations, their employment contracts, and the Theater Wide Internal Security Services II (TWISS II) contract between the contractors and the Department of Defense.The Ninth Circuit reversed. The panel held that the contractors met the limited burden imposed by the federal officer removal statute, 28 U.S.C. Section 1442(a)(1), which permits removal of a civil action against “any officer (or any person acting under that officer) of the United States or of any agency thereof . . . for or relating to any act under color of such office.” To satisfy this requirement, a removing private entity must show that (a) it is a “person” within the meaning of the statute; (b) there is a causal nexus between its actions, taken pursuant to a federal officer’s directions, and the plaintiff’s claims; and (c) it can assert a colorable federal defense. There was no dispute that the contractors, as corporations, were “persons” for purposes of Section 1442(a)(1). The panel held that the contractors sufficiently pleaded that there was a causal nexus between their actions and the guards’ claims. View "NICHOLAS DEFIORE, ET AL V. SOC LLC, ET AL" on Justia Law

The Supreme Court affirmed the judgment of the appellate court determining that the State Board of Labor Relations did not act unreasonably, illegally, arbitrarily, or in abuse of its discretion when it applied the clear and unmistakable waiver standard to a union's claim that the town's unilateral change to its pension plan constituted a refusal to bargain collectively in good faith, holding that there was no error.The Town of Middlebury appealed the labor board's determination that the Town violated the Municipal Employee Relations act (MERA), Mass. Gen. Stat. 7-467 et seq., by unilaterally changing the Town's practice of including extra pay duty in calculating pension benefits for members of the Fraternal Order of Police, Middlebury Lodge No. 34. The appellate court concluded that the labor board did not abuse its discretion or act unreasonably, illegally, or arbitrarily when it declined to apply the "contract coverage" standard adopted by the National Labor Relations Board (NLRB) in 2019. The Supreme Court affirmed, holding that it was proper for the appellate court to apply the clear and unmistakable waiver standard, rather than the contract coverage standard, in determining when whether the union had waived its statutory right to bargain collective regarding the manner in which the Town calculated its members' pension benefits. View "Middlebury v. Fraternal Order of Police, Middlebury Lodge No. 34" on Justia Law