Justia Labor & Employment Law Opinion Summaries

Plaintiff signed a one-year contract to teach criminal justice courses at Spartanburg Methodist College (SMC). Less than a year later, SMC decided not to renew Plaintiff’s contract and terminated her shortly thereafter. Plaintiff brought a mix of state and federal law claims against SMC, essentially arguing that her contract nonrenewal and termination were unlawful. The district court granted summary judgment in favor of SMC on all federal claims and declined to exercise supplemental jurisdiction over the state law claims. Plaintiff appealed. Under the Americans with Disabilities Act (ADA), Plaintiff accused SMC of discrimination, retaliation, and engaging in an unlawful health inquiry. Under Title IX of the Education Amendments Act of 1972 (Title IX), she accused SMC of retaliation.   The Fourth Circuit affirmed. The court explained that in analyzing the case, it becomes clear that Plaintiff’s retaliation claims cannot succeed. SMC offers nonretaliatory reasons for not renewing Plaintiff’s contract and terminating her employment, and she is unable to demonstrate that SMC’s reasons are pretextual. Further, the court explained that Plaintiff’s claim of pretext is undermined by the fact that the primary decision-makers at SMC were not aware of Plaintiff’s ADA or Title IX-protected activity. Second, any notion of pretext is further dispelled by the fact that SMC’s explanations have been consistent throughout. Moreover, the court explained that Plaintiff cannot show that SMC refused to make an accommodation because she cannot show that she ever properly requested one. Her failure-to-accommodate claim fails for this reason. View "Summer Lashley v. Spartanburg Methodist College" on Justia Law

Erasmo Paredes sustained an on-the-job injury in late 2019. He continued working for his employer, Schlumberger Technology Corp., until January 30, 2020. His employer's insurance carrier, Travelers Indemnity Company of America, provided voluntary medical treatment to Paredes from January 3, 2020, through February 14, 2020. Paredes's CC-Form 3 Claim for Compensation was filed on December 3, 2020, alleging an injury date of December 29, 2019. This claim was filed ten months after Paredes's last medical treatment, but within one year from the date of his injury. Travelers's counsel entered an appearance in the Workers' Compensation case on December 22, 2020. On February 18, 2021, the affidavit of Travelers's claims handler was filed with attachments indicating Travelers provided medical treatment to Paredes in the total amount of $1,371.47. No disability benefits were paid. On the same date, counsel for Travelers filed the CC-Form 10 Answer and Notice of Contested Issues on behalf of Schlumberger raising the defense of statute of limitations pursuant to Section 69(A)(1) of Title 85 A. 1 Schlumberger also denied compensable injuries, alleged pre-existing conditions pursuant to 85A O.S. Supp. 2019, § 2(9)(b)(6), and denied benefits. An ALJ issued an order that was filed on May 13, 2021, concluding that Paredes's claim was not barred by Section 69(A)(1). Schlumberger appealed to the Workers' Compensation Commission ("Commission"), and the parties filed written arguments. Oral argument before the Commission was held on January 14, 2022. The Commission, sitting en banc, affirmed the Decision of the ALJ by order filed January 18, 2022. Schlumberger appealed to the Oklahoma Supreme Court seeking review of the Commission's interpretation of 85A O.S. Supp. 2019, § 69(A)(1). Finding no error in the Commission's interpretation, the Supreme Court affirmed. View "Schlumberger Technology Corp. v. Travelers Indemnity Co. of America" on Justia Law

Plaintiff brought a wrongful-termination action against her former employer—the North Carolina Department of Justice—and two former supervisors in their official and individual capacities. The district court dismissed some claims as barred by sovereign immunity and dismissed the entirety of the complaint as time-barred.   The Fourth Circuit affirmed the uncontested dismissal of the North Carolina Department of Justice and the uncontested dismissal of the official-capacity claims against the individual Defendants for money damages. But because the statute of limitations for the remaining claims is four years and not three years as the district court found, the court explained it must otherwise vacate the district court’s grant of Defendants’ motion to dismiss the individual Defendants from the action.   The court explained that here, Plaintiff brought a Section 1983 action for wrongful termination in violation of Section 1981. A wrongful termination claim is based on post-contract-formation conduct. The court reasoned that as Defendants correctly recognized at oral argument, it would not have been possible for Plaintiff to bring this action prior to December 1, 1990, because, before that date, Section 1981 was limited to discrimination in contract formation and enforcement. In 1991, Congress expanded Section 1981 to include discrimination post-contract formation. Therefore, the 1991 amendment to Section 1981 “made possible” this Section 1983 action, and the four-year catchall statute of limitations provided by Section 1658 applies. View "Margaret Chambers v. North Carolina Department of Justice" on Justia Law

Plaintiff was dismissed from the Univeristy of Virginia's doctoral program after receiving poor grades. Plaintiff sued, alleging national origin discrimination and retaliation based on interactions with his immediate supervisor. The district court granted the school's motion to dismiss and Plaintiff appealed.The Fourth Circuit affirmed, finding that although his supervisor made derogatory comments about Plaintiff's national origin, they were not made in close proximity to the school's decision to dismiss Plaintiff. The supervisor made a "handful" of comments over the course of four years, none of which were close in time to the Plaintiff receiving poor grades or being dismissed from the program. View "Andreas Alberti v. Rector and Visitors of the University of Virginia" on Justia Law

The Supreme Court affirmed the judgment of the workers' compensation court of appeals (WCCA) affirming the findings and conclusions of the compensation judge determining that Employee was entitled to workers' compensation benefits because of her Gillette injury, holding that the WCCA's affirmance of the compensation judge's findings was not manifestly contrary to the evidence.Employee filed a claim petition alleging that she sustained a Gillette injury and sought workers' compensation benefits. The compensation judge ordered Employer to pay Employee benefits. The WCCA affirmed. The Supreme Court affirmed, holding that the WCCA's findings, including the date Employee's injury occurred, when Employee was required to notify Employer of her injury, and the calculation of Employe's post-injury earning capacity, were not manifestly contrary to the evidence. View "Schmidt v. Wal-Mart Stores, Inc." on Justia Law

The Supreme Court affirmed the decision of the district court granting summary judgment to Defendants as to some of Plaintiff's claims and the judgment entered on the defense verdicts on Plaintiff's remaining defamation claims, holding that Plaintiff had not shown grounds for reversal.Plaintiff, the former principal at St. Joseph's Catholic School, brought this action against Father Josephs Pins, St. Joseph's Church, and the Diocese of Des Moines after her employment was terminated, alleging fraud and defamation by all defendants and breach of contract against Father Pins. The district court granted summary judgment in favor of Defendants as to Plaintiff's fraud, breach of contract, and defamation claims, and then a jury returned defense verdicts on the remaining defamation claims. The Supreme Court affirmed, holding that Plaintiff was not entitled to reversal on his allegations of error. View "Konchar v. Pins" on Justia Law

The Supreme Court affirmed the rulings of the district court and court of appeals that the workers' compensation commissioner erred in granting Employer's motion for summary judgment and dismissing Employee's review-reopening petition, holding that Employee was permitted to pursue a claim for a permanent injury in a review-reopening proceeding despite an earlier adjudication that her injury was not permanent.Employee was injured during the course and work of her employment. Employee filed a petition seeking workers' compensation for a permanent disability, but the deputy commissioner refused to order additional benefits beyond those that Employer had already paid. Employee filed a petition for review-reopening with the workers' compensation commission. The commission determined that Employee's claim for permanent disability benefits was barred by principles of res judicata. The district court reversed, and the court of appeals affirmed. The Supreme Court affirmed, holding that the agency erred in dismissing Employer's review-reopening petition. View "Green v. North Central Iowa Regional Solid Waste Authority" on Justia Law

The University's adjunct faculty taught individual classes on a semester-by-semester basis. Their appointment letters referred to the Collective Bargaining Agreement, specified a per-course salary, and estimated the number of work hours. Although the letters specified a work appointment from the first day of classes to the end of the semester, adjuncts were required to work outside of these time periods to prepare a syllabus and submit final grades. Adjuncts’ wage statements did not show the number of hours worked or an hourly pay rate.Gola brought claims for unpaid wages and failure to pay compensation at the time of discharge, citing work done outside of the assignment period and after the adjuncts’ “termination,” and alleged that the University failed to issue wage statements in compliance with Labor Code 226(a). Gola asserted a derivative claim under the Private Attorneys General Act (PAGA) seeking civil penalties.The trial court held that two causes of action were preempted by the Labor Management Relations Act (29 U.S.C. 141) because they could not be resolved without interpreting the CBA. On the wage statement claim, the court concluded that adjuncts were not exempt employees and that the University was liable for penalties because it knew that facts existed bringing its actions within the provisions of section 226. The court calculated statutory damages and PAGA penalties and awarded Gola attorneys’ fees and costs. The court of appeal affirmed, rejecting arguments that newly-enacted Labor Code 515.7—permitting employers to classify certain adjunct faculty as exempt from specified wage statement requirements—should be applied retroactively. View "Gola v. University of San Francisco" on Justia Law

The Supreme Court denied Relator's petition in this original action seeking a writ of mandamus to compel the city of Sheffield Lake and its mayor (collectively, the city) to produce documents in response to a public records request sent by Relator, holding that Relator failed to establish that he was entitled to the requested relief.Relator, a city police officer and the city's only black officer at the time, submitted a public records request for records relating to an incident in which Anthony Campo, the city's former police chief, resigned after placing a "KKK" sign across the back of Relator's coat to cover the word "POLICE," donned a paper KKK hat and told Relator he should wear one on his next police call. The city provided only partial responses to the request. Relator then brought this mandamus action. The Supreme Court denied relief, holding (1) the evidence showed that the city made reasonable efforts to locate the documents; and (2) Relator's requests for awards of statutory damages, attorney fees, and court costs are also denied. View "State ex rel. Pool v. Sheffield Lake" on Justia Law

Plaintiff appealed from the district court’s judgment dismissing all claims against Defendants-Newburgh Enlarged City School District, Superintendent, and Assistant Superintendent. Plaintiff, an African American woman of West Indian descent who served as principal of South Middle School, asserts claims of discrimination under Title VII of the Civil Rights Act of 1964 and the Equal Protection Clause of the Fourteenth Amendment.   The Second Circuit affirmed the district court’s dismissal of the Title VII claim to the extent the claim is based on alleged adverse employment actions in May 2019 and vacated the district court’s judgment to the extent it dismissed the Section 1983 claim and the remainder of the Title VII claim. The court remanded the case to the district court for further proceedings, including a determination as to whether Plaintiff should be provided with an extension of time to effectuate proper service as to the Superintendent and Assistant Superintendent. The court explained that taking the allegations in the FAC as true and drawing all reasonable inferences in Plaintiff’s favor, the FAC meets that pleading standard with respect to the denial of the position for RISE administrator, the denial of her application to administer the summer-school program, and the termination of her position as SMS principal. Accordingly, the court explained that Plaintiff has stated plausible discrimination claims under Title VII and Section 1983, and the district court erred in dismissing them. Therefore, Plaintiff may proceed with her Section 1983 claim as to all three alleged adverse employment actions and with her Title VII claim against the School District. View "Buon v. Spindler, et al." on Justia Law