Justia Labor & Employment Law Opinion Summaries

A jury determined that the Broward County Sheriff’s Office discriminated and retaliated against helicopter pilot (Plaintiff) in violation of the Uniformed Services Employment and Reemployment Rights Act and awarded Plaintiff $240,000 in lost wages. The verdict form also asked whether the sheriff’s office “willfully violated the law,” and the jury answered, “Yes.” Based on a statutory provision that awards double damages for willful violations, Plaintiff moved to alter the judgment. But the district judge decided that the jury finding on willfulness was “advisory” and denied Plaintiff’s motion. The district judge also denied the sheriff’s office’s motion for judgment as a matter of law or a new trial.   The Eleventh Circuit affirmed the denial of the sheriff’s office’s motion for judgment as a matter of law or a new trial and reversed the denial of Plaintiff’s motion for an altered judgment. The court held that there was sufficient evidence supporting the verdict against the sheriff’s office. But the court reversed the denial of Plaintiff’s motion to alter the judgment because the parties consented to have the jury decide the issue of willfulness. View "Scott Thomas v. Broward County Sheriff's Office" on Justia Law

The Supreme Court reversed the judgment of the circuit court reversing an administrative law judge's (ALJ) decision determining that Appellant was disqualified from receiving reemployment assistance benefits because he was discharged for work-connected misconduct, holding that this Court could not conduct a meaningful appellate review.The ALJ in this case determined that Appellant could not entitled to reemployment assistance benefits because he was discharged for work-related misconduct, as defined by S.D. Codified Laws 61-6-14.1. The circuit court reversed, concluding that Appellant's habit of hugging co-workers did not constitute misconduct. The Supreme Court reversed, holding that because the ALJ failed to enter findings on Appellant's alleged sexual misconduct, this Court could not conduct a meaningful appellate review. View "Bankston v. New Angus, LLC" on Justia Law

The Supreme Judicial Court reversed the decision of the superior court granting summary judgment in favor of Defendant in this age discrimination action, holding that Plaintiff produced sufficient evidence to create a dispute of fact regarding whether he was terminated due to discriminatory animus.Plaintiff sued Defendant, his former employer, after he was laid off in a reduction in force. The superior court granted summary judgment in favor of Defendant, determining that Plaintiff could not show that Defendant's stated justification for his termination was pretextual. The appeals court reversed. The Supreme Judicial Court remanded the case to the superior court for further proceedings, holding that Plaintiff produced evidence from which a jury could find that he was selected for the reduction in force as part of a corporate strategy to lay off older workers. View "Adams v. Schneider Electric USA" on Justia Law

Plaintiff brought a Fair Labor Standards Act (“FLSA”) suit against Rehab Synergies alleging violations of the federal overtime law. The district court, over Rehab Synergies’ objection, allowed the case to proceed as a collective action and a jury found Rehab Synergies liable. On appeal, Rehab Synergies contends that the district court abused its discretion by allowing the case to proceed as a collective action.   The Fifth Circuit affirmed. The court concluded that the district court applied the correct legal standards and that its factual findings were not clearly erroneous. The court explained that Plaintiffs’ adverse-inference argument does not suggest a “disparity” as a result of the case proceeding as a collective action; rather, the record shows that any “disparity” had other causes. Because the Plaintiffs were similarly situated, it would have been inconsistent with the FLSA to require 22 separate trials absent countervailing due process concerns that are simply not present here. View "Loy v. Rehab Synergies" on Justia Law

The United States Court of Appeals for the Fourth Circuit certified a question of South Carolina Supreme Court to the South Carolina Supreme Court. Metal Recycling Services, LLC, hired an independent contractor - Norris Trucking, LLC - to transport scrap metal. A truck driver employed by Norris Trucking hit the car Lucinda Ruh was driving and injured her. Ruh sued Metal Recycling Services and its parent company, Nucor Corporation, in state court. The defendants removed the case to the federal district court, which granted the defendants' motion to dismiss, finding Ruh did not allege an employer-employee relationship between the defendants and Norris Trucking or its driver, nor did she otherwise allege any basis on which the defendants could be liable for the negligence of their independent contractor. The district court delayed entry of judgment to allow Ruh to seek leave to amend her complaint. Ruh then moved to amend her complaint to add a claim that Metal Recycling Services itself was negligent in selecting Norris Trucking to transport the scrap metal. The district court denied the motion to amend and dismissed the complaint. The federal appellate court asked the South Carolina Supreme Court whether an employer could be subject to liability for harm caused by the negligent selection of an independent contractor. The Supreme Court responded in the affirmative: an independent contractor relationship may be subject to liability for physical harm proximately caused by the principal's own negligence in selecting the independent contractor. View "Ruh v. Metal Recycling Services, LLC" on Justia Law

Two Texas employers: Braidwood Management, Inc. (“Braidwood”) and Bear Creek Bible Church (“Bear Creek”), filed suit, as per their closely held religious beliefs, asserting that Title VII, as interpreted in the EEOC’s guidance and Bostock, prevents them from operating their places of employment in a way compatible with their Christian beliefs. Plaintiffs have implicitly asserted that they will not alter or discontinue their employment practices. all parties admitted in district court that numerous policies promulgated by plaintiffs (such as those about dress codes and segregating bathroom usage by solely biological sex) already clearly violate EEOC guidance. Both plaintiffs also contend that they are focused on individuals’ behavior, not their asserted identity.   The Fifth Circuit affirmed the district court’s conclusion that plaintiffs’ claims are justiciable; reversed the class certifications; affirmed the judgment against Bear Creek; affirmed the ruling that Braidwood is statutorily entitled to a Title VII exemption; vacated the judgment that Braidwood is constitutionally entitled to a Title VII exemption; and vacated the judgment regarding the scope-of-Title-VII claims as a matter of law. The court reasoned that under the facts presented, it cannot determine a more appropriate, limited class definition for any of the classes presented here. Accordingly, the court held that both Braidwood and Bear Creek have standing and bring individual claims. Further, the court explained that the EEOC failed to show a compelling interest in denying Braidwood, individually, an exemption. The agency does not even attempt to argue the point outside of gesturing to a generalized interest in prohibiting all forms of sex discrimination in every potential case. View "Braidwood Management v. EEOC" on Justia Law

The Supreme Court affirmed the judgment and orders approving a settlement between Robert Allum and Montana State Fund and dismissing Allum's claims for benefits, holding that Allum resolved all of his dispute benefits, and therefore, the Workers' Compensation Court (WCC) did not have jurisdiction over Allum's remaining stand-alone constitutional challenges.The State Fund accepted liability for the knee injury Allum received at work. Later, Allum notified State Fund that he also asserted a back condition resultant from his knee injury. Allum filed a petition seeking a hearing on his injury claims and also sought a hearing on his claims challenging the constitutionality of the Montana Workers' Compensation Act and the WCC. Allum and State Fund settled the injury claims prior to trial. The WCC approved the settlement agreement and then concluded that it lacked jurisdiction to address Allum's constitutional challenges because Allum had resolved all of his benefit disputes. The Supreme Court affirmed, holding that the WCC's conclusions of law were correct. View "Allum v. Mont. State Fund" on Justia Law

The Supreme Court reversed the judgment of the appellate court affirming the decision of the Compensation Review Board upholding the finding and award of the Workers' Compensation Commissioner for the Second Districting ordering the town of Waterford to accept as compensable Plaintiff's claim for heart disease benefits pursuant to Conn. Gen. Stat. 7-433c, holding that the appellate court erred.In concluding that Plaintiff was entitled to benefits the Commissioner determined that section 7-433c does not define the phrase "uniformed member of a paid municipal fire department." The appellate court affirmed. On appeal, the town argued that the appellate court erred in determining that the definition of "member" in Conn. Gen. Stat. 7-425(5) does not govern whether the plaintiff was a uniformed member of a paid municipal fire department for purposes of section 7-433c. The appellate court affirmed. The Supreme Court reversed, holding that the definition of "member" in section 7-425(5) governs eligibility for benefits under section 7-433c. View "Clark v. Waterford, Cohanzie Fire Dep't" on Justia Law

CSX Transportation, Inc. (“CSXT”) issued furlough notices to employees at its facility in Huntington, West Virginia. Shortly thereafter, over 65 employees submitted forms requesting to take medical leave based on claimed minor soft-tissue injuries sustained while off duty. The forms were similar in content; all were signed by one of two chiropractors; and all called for medical leave of eight weeks or more.Under CSXT’s benefit plans, if an employee were furloughed while on medical leave, the employee would receive health and welfare benefits for up to two years. Otherwise, a furloughed employee would receive such benefits for only four months. Suspecting benefits fraud, CSXT charged the employees with violating its workplace rule against dishonesty and, following hearings, terminated their employment.Plaintiffs, a group of 58 terminated employees, claimed violations of their rights under federal and state law, including violations of the Employee Retirement Income Security Act of 1974 (“ERISA”), the Rehabilitation Act of 1973, the West Virginia Human Rights Act, and the Family and Medical Leave Act of 1993 (“FMLA”). The district court granted summary judgment to CSXT on all claims and Plaintiffs appealed.The Fourth Circuit affirmed, finding that Employer's belief that Plaintiff employees committed benefits fraud was a legitimate and nondiscriminatory reason for terminating Plaintiffs and that Plaintiffs couldn't prove pretext or retaliation. View "Justin Adkins v. CSX Transportation, Inc." on Justia Law

Plaintiff sought judicial review of the Merit Systems Protection Board’s (MSPB) final decision affirming his removal from the Department of Homeland Security (DHS) but filed his complaint in the district court one day after the statutory deadline prescribed in 5 U.S.C. Section 7703(b)(2). The district court dismissed his complaint as untimely. The district court held in the alternative that Plaintiff had not presented facts to warrant equitable tolling.   The DC Circuit affirmed the dismissal on the alternative ground that Robinson failed to show that he was entitled to equitable tolling. The court explained that in light of the combined weight of intervening United States Supreme Court authority and the decisions of the other circuits interpreting section 7703(b)(2) as a non-jurisdictional claims-processing rule since King, the court now holds that section 7703(b)(2)’s thirty-day filing deadline is a non-jurisdictional claims-processing rule. As such, the record shows that Plaintiff chose to mail his complaint by standard mail four days before the statutory filing deadline and assumed the risk his complaint would arrive late. On these facts, Plaintiff’s decision to use standard mail is a 14 “garden variety claim of excusable neglect” insufficient to warrant equitable tolling. View "Adam Robinson v. DHS Office of Inspector General" on Justia Law