Justia Labor & Employment Law Opinion Summaries

Plaintiff was employed from April 2018 to August 2019 by Defendant EmployBridge, LLC, which does business in California as Select Staffing. In March 2018, as part of her employment application, Plaintiff electronically signed an arbitration agreement. The arbitration agreement (1) states it “is governed by the Federal Arbitration Act,” and (2) contains a broad agreement to arbitrate claims. Plaintiff sued EmployBridge Holding Company, a Delaware corporation, solely to recover civil penalties under PAGA for Labor Code violations suffered by her or by other employees. The trial court determined that the agreement to arbitrate specifically excluded PAGA claims. This appeal challenges the denial of a motion to compel arbitration of claims to recover civil penalties.   The Fifth Appellate District affirmed the order denying the motion to compel arbitration. The court concluded that the trial court correctly interpreted the agreement’s carve-out provision stating that “claims under PAGA … are not arbitrable under this Agreement.” This provision is not ambiguous. It is not objectively reasonable to interpret the phrase “claims under PAGA” to include some PAGA claims while excluding others. Thus, the carve-out provision excludes all the PAGA claims from the agreement to arbitrate. View "Duran v. EmployBridge Holding Co." on Justia Law

The Secretary of Labor cited and fined Chewy, Inc., for inadequately protecting its warehouse employees from “under-rides,” a kind of forklift accident. The Secretary found that no specific standard covered the under-ride hazard and that Chewy had a general duty to protect its workers from that hazard. An administrative law judge upheld the citation and ruled that the standard Chewy cited, 29 C.F.R. Section 1910.178, did not cover the under-ride hazard.   The Eleventh Circuit granted Chewy’s petition for review, set aside the Commission’s order, and vacated the citation. The court held that Chewy complied with the safety standard that specifically addresses under-rides. Accordingly, the Secretary cannot cite Chewy for failing to protect its workers from that hazard. The court explained that the Secretary’s distinction between a standard that prevents the under-ride hazard and a standard that addresses the hazards that arise in the event of an under-ride, if accepted and extended to other cases, would upend the regulatory scheme. Further, the court wrote that the administrative law judge’s interpretation of section 1910.5(f ) is also unreasonable because it requires that compliance with the specific standard eliminate the hazard for preemption to occur. View "Chewy, Inc. v. U.S. Department of Labor" on Justia Law

In 2018, Chicago Public Schools (CPS) hired Bronson as a treatment center teacher. Bronson was assigned to Lurie Hospital. Bronson and another teacher assigned to Lurie (Cooper), are Black; the third teacher, Lee, is White. Lurie’s family services director, Ruohonen, was the teachers’ “representative supervisor” at Lurie. Ruohonen is White. Bronson alleges that Lurie and Ruohonen treated Bronson and Cooper, the first Black teachers assigned to Lurie, in a discriminatory manner. In a departure from consistent past practice, Lurie denied Bronson and Cooper access to Lurie's electronic medical records system, EPIC, for a year. Identification badges issued to Bronson and Cooper bore a different color than those issued to others: Lee’s badge granted her “regular employee access” to EPIC. In 2019, Ruohonen sent an email to their CPS supervisor, complaining about Bronson and Cooper. Bronson contacted the Chicago Teachers Union, which responded that the complaint was inconsistent with the union contract, Bronson also alleges that she and Cooper were denied adequate office and desk space.In December 2019, Bronson filed a charge of discrimination with the EEOC, then filed suit, asserting violations of Title VII, 42 U.S.C. 2000e, and the Civil Rights Act of 1866, 42 U.S.C. 1981. The Seventh Circuit affirmed the dismissal of the claims. Because the allegations in Bronson’s complaint establish that Lurie is not her de facto employer, she cannot sue Lurie under Title VII. View "Bronson v. Ann & Robert H. Lurie Children's Hospital of Chicago" on Justia Law

The Supreme Court affirmed the judgment of the district court affirming the decision of the Office of Administrative Hearings (OAH) denying Workers' Compensation Division benefits for treatment to Appellant's upper back, neck, and arms, holding that the OAH's determination was supported by the evidence and was not arbitrary, capricious, or otherwise not in accordance with the law.Eight days after she twisted her back at work Appellant was in a motorcycle accident. The Division concluded that Appellant had suffered a compensable injury to her lumbar spine but denied payments for treatments for cervical spine, carpal tunnel syndrome, and cervical disc degeneration because those conditions were not related to Appellant's work injury. After a contested case hearing, the OAH upheld the decision. The Supreme Court affirmed, holding that the OAH's decision was supported by substantial evidence and was not arbitrary or capricious. View "Vandom v. State, ex rel. Dep't of Workforce Services, Workers' Compensation Division" on Justia Law

The Supreme Court reversed the decision of the court of appeals reversed the judgment of the district court denying Hennepin Healthcare System, Inc.'s motion to vacate an arbitration award in favor of AFSCME Minnesota Council 5, holding that the court of appeals erroneously substituted its own judgment for that of the arbitrator.Hennepin Healthcare and AFSCME, which represented two bargaining units of Hennepin Healthcare employees, arbitrated a dispute regarding Hennepin Healthcare's use of temporary staffing agency workers. The arbitrator issued an award in favor of AFSCME. The district court confirmed the award. The court of appeals reversed, concluding that because the arbitration award did not draw its essence from the collective bargaining agreement it must be vacated. The Supreme Court reversed, holding that Hennepin Healthcare failed to meet its burden to demonstrate that the arbitrator clearly exceeded the powers granted to him in the CBA because the award failed the essence test. View "Hennepin Healthcare System, Inc. v. AFSCME Minnesota Council 5, Union" on Justia Law

Alaska, pursuant to a collective bargaining agreement with the Alaska State Employees Association (ASEA), a public sector union representing thousands of State employees, including union members and nonmembers, deducted union members’ dues from their paychecks and deducted from nonmembers’ paychecks a mandatory “agency fee” and transmitted the funds to ASEA. In June 2018 the United States Supreme Court held in Janus v. American Federation of State, County, & Municipal Employees, Council 31 (Janus) that charging union agency fees to nonmember public employees violated their First Amendment rights by “compelling them to subsidize private speech on matters of substantial public concern.” The State and ASEA modified their collective bargaining agreement to comply with Janus, and the State halted collecting agency fees from nonmembers. In 2019, after a change in executive branch administrations following the November 2018 election, the State took the position that Janus also required the State to take steps to protect union member employees’ First Amendment rights. The State contended that Janus required it to obtain union members’ clear and affirmative consent to union dues deductions, or else they too might be compelled to fund objectionable speech on issues of substantial public concern. The governor issued an administrative order directing the State to bypass ASEA and deal directly with individual union members to determine whether they wanted their dues deductions to continue and to immediately cease collecting dues upon request. Some union members expressed a desire to leave the union and requested to stop dues deductions; the State ceased collecting their union dues. The State then sued ASEA, seeking declaratory judgment that Janus compelled the State’s actions. ASEA countersued seeking to enjoin the State’s actions and recover damages for breach of the collective bargaining agreement and violations of several statutes. The superior court ruled in favor of ASEA, and the State appealed. The Alaska Supreme Court affirmed the superior court’s declaratory judgment in favor of ASEA because neither Janus nor the First Amendment required the State to alter the union member dues deduction practices set out in the collective bargaining agreement. And because the State’s actions were not compelled by Janus or the First Amendment, the Supreme Court affirmed the superior court’s rulings that the State breached the collective bargaining agreement and violated relevant statutes. View "Alaska, et al. v. Alaska St. Emp. Ass'n, et al." on Justia Law

The Supreme Court reversed the judgment of the court of appeals in this employment discrimination suit ruling that an arbitration agreement was unconscionable and affirming the order of the trial court denying the employer's motion to compel arbitration, holding that the court of appeals erred in ruling that the evidence supported the trial court's finding that the arbitration agreement was unconscionable.After Petitioner terminated Respondent's employment Respondent sued for race discrimination and retaliation under federal and state law. Petitioner moved to compel arbitration based on the arbitration agreement signed by Respondent when he was hired. Respondent opposed the motion, arguing that the agreement was unconscionable. The trial court denied the motion to compel, and the court of appeals affirmed. The Supreme Court reversed, holding that there was insufficient evidence to prove that the agreement was unconscionable. View "Houston AN USA, LLC v. Shattenkirk" on Justia Law

The First Circuit affirmed in part and reversed in part in this case brought against three Maine government officials in their official capacities (collectively, the State) and several healthcare providers (the Providers) by Plaintiffs, seven healthcare workers whose employment was vaccinated after they refused to accept COVID-19 vaccination (collectively, the Providers), holding that the court erred in dismissing certain claims.In 2021, under the "Mandate," Maine required certain healthcare facilities to ensure that their non-remote workers were vaccinated against COVID-19. Plaintiffs alleged that their sincerely-held religious beliefs prevented them from receiving any of the available COVID-19 vaccines and requested that their employers, the Providers, exempt them from the vaccination requirement. The Providers refused and terminated Plaintiffs' employment. Plaintiffs brought this suit alleging several claims. The district court dismissed the complaint in its entirety. The First Circuit reversed in part, holding that the district court (1) did not err in dismissing Plaintiffs' claims brought under Title VII of the Civil Rights Act of 1964; but (2) erred in dismissing Plaintiffs' claims for relief under the Free Exercise and Equal Protection Clauses. View "Lowe v. Mills" on Justia Law

Plaintiffs are flight attendants who sustained injuries in connection with their employment by United Airlines. They filed claims in the Northern District of Texas, but the district court dismissed them because the flight attendants failed to adequately plead diversity jurisdiction. This was despite the fact that the parties agree that the flight attendants could have invoked the district court’s jurisdiction if they had included the proper allegations. The flight attendants appealed, and this court affirmed. They filed the instant case shortly after. The district court dismissed the claims as barred by the statute of limitations. This appeal presents two primary questions, both of which concern the interpretation of the jurisdiction savings statute.   The Fifth Circuit wrote that it cannot make a reliable Erie guess on these important matters of state law. Accordingly, the court certified two questions to the Supreme Court of Texas: 1) Does Texas Civil Practice & Remedies Code Section 16.064 apply to this lawsuit where Plaintiffs could have invoked the prior district court’s subject matter jurisdiction with proper pleading? 2) Did Plaintiffs file this lawsuit within sixty days of when the prior judgment became “final” for purposes of Texas Civil Practice & Remedies Code Section 16.064(a)(2)? View "Sanders v. Boeing Company" on Justia Law

Plaintiff obtained a $425,562 jury verdict in his favor on his claim that the California Department of Tax and Fee Administration (the Department) retaliated against him for filing an internal complaint with its Equal Opportunity Office (EEO). The Department appealed, contending that four erroneous evidentiary rulings by the trial court deprived it of a fair trial.   The Second Appellate District reversed. The court agreed that the trial court erred in admitting evidence about activity that occurred before the filing of his EEO complaints. The court also concluded that admission of the first EEO complaint and supplement was prejudicial and prevented the Department from receiving a fair trial. The court explained that there is no doubt that the fact that Plaintiff filed an EEO complaint for age and race discrimination is highly relevant. It is the protected activity needed for his claim; more colloquially, it provides a motive for the retaliation. The details of the discrimination are not relevant. This was not a trial about whether Plaintiff’s co-worker engaged in race or age discrimination; Plaintiff waived those claims in the prior settlement agreement. Accordingly, the court reversed the judgment and remanded for further proceedings. The court wrote that it need not and does not reach the Department’s other claims of error. View "Kourounian v. Cal. Dept. of Tax & Fee Administration" on Justia Law