Justia Labor & Employment Law Opinion Summaries

Hawaiian Dredging Construction Company and a Hawaiian chapter of the Boilermakers union failed to renew a collective bargaining agreement. Hawaiian Dredging then discharged Boilermakers welders who were covered by the now-expired agreement. The Boilermakers thought those discharges were an “unfair labor practice” under the National Labor Relations Act and asked the National Labor Relations Board to weigh in. Originally, the Board sided with the Boilermakers. But Hawaiian Dredging asked the DC Circuit to review that decision, and the court remanded it to the Board to reconsider. The Board then changed its view and concluded that no unfair practice occurred. Then the Union petitioned for review.   The DC Circuit denied the petition finding that the Board’s new decision was supported by substantial evidence and correctly applied established law. The court agreed with the Board that Hawaiian Dredging demonstrated “a legitimate and substantial business justification for” discharging the welders. The court explained when a prehire agreement expires, a construction employer has no continuing obligation to maintain a bargaining relationship with a union. So, absent other evidence, there is nothing discriminatory about a policy that suspends work and discharges all employees when an agreement expires. If anything, Hawaiian Dredging’s policy promotes collective bargaining by ensuring that all of its welding work is done pursuant to a pre-hire agreement. The court also concluded that substantial evidence supports the Board’s factual finding that Hawaiian Dredging discharged the welders because of its policy and not for some discriminatory reason. View "International Brotherhood of Boilermakers v. NLRB" on Justia Law

Plaintiff asked the Foreign Service Grievance Board to review the Foreign Service’s decision to deny her tenure. While the Board was considering her grievances, Plaintiff asked the Board to grant “interim relief.” That relief would have let Plaintiff keep working for the Foreign Service until her case was decided. But the Board refused to grant it. So Plaintiff filed suit, claiming that the Board should have given her relief. After Plainitff in lost in the district court and appealed to this court, the Board reached final decisions on her grievances. 
 The DC Circuit affirmed the district court’s decision to dismiss Plaintiff’s backpay claim, and the court dismissed Plaintiff’s appeal of her interim-relief claims as moot. The court explained backpay is not an available remedy on judicial review of the Board’s orders. Nothing in the Foreign Service Act authorizes a court to issue backpay. Plus, under the Act, judicial review is adjudicated “in accordance with the standards set forth in [the Administrative Procedure Act].” Here, the Board found no merit to four of Plaintiff’s grievances. As for the fifth grievance, the Board held that Plaintiff’s claim had merit, but it still denied her backpay. And because Plaintiff has not petitioned for judicial review of the Board’s decision to deny backpay in that grievance, the court wrote it cannot direct the Board to reconsider it. View "Julie Beberman v. Antony Blinken" on Justia Law

Plaintiffs (Rockland County Probation Department employees and their union) brought a First Amendment retaliation claim against Defendants (the County of Rockland and its Director of Probation). Plaintiffs alleged that Defendants retaliated against them for writing a letter to the Rockland County Legislature by holding department-wide emergency meetings and issuing a “Memorandum of Warning.” The district court granted judgment as a matter of law for the Plaintiffs on two liability issues: (1) whether the Plaintiffs’ letter had spoken on a matter of public concern and (2) whether the Plaintiffs had spoken as private citizens. A jury trial was held on liability issue (3): whether the Defendants had engaged in an adverse employment action. After the jury entered a verdict for the Defendants, the district court granted the Plaintiffs’ renewed motion for judgment as a matter of law. It later granted Plaintiffs’ motion for a permanent injunction prohibiting the Defendants from retaining the Memorandum of Warning or using it against any Plaintiff. Defendants appealed the district court’s decision to grant judgment as a matter of law on Issues (2) and (3). They also challenged the permanent injunction.   The Second Circuit reversed the district court’s judgment and remand the case with directions to enter judgment for the Defendants. The court explained that the trial record contains evidence that could lead a reasonable jury to conclude that the test for adverse action was not met. Indeed, the evidence below could support a conclusion that the Memorandum and the meetings were no more than a “‘petty slight,’ ‘minor annoyance,’ or ‘trivial’ punishment.” View "Bennett v. County of Rockland" on Justia Law

The Supreme Court reversed the order of the circuit court denying Defendant's motion to dismiss the complaint brought by Plaintiff for injuries he sustained in the course and scope of his employment with Defendant, holding that the circuit court erred in denying the motion to dismiss.Plaintiff severely injured his left leg while he was employment at a pipeline construction project and received workers' compensation benefits for his injury. Plaintiff brought this complaint alleging negligence, vicarious liability, and negligent hiring, retention, and supervision. Defendant filed a motion to dismiss for failing to state a claim on the ground that it was entitled to workers' compensation immunity. The circuit court denied the petition. The Supreme Court reversed, holding that the common law tort claims alleged in Plaintiff's complaint fell within the scope of immunity afforded by West Virginia's Workers' Compensation Act, W. Va. Code 23-2-1 et seq. View "Precision Pipeline, LLC v. Weese" on Justia Law

The International Organization of Masters, Mates & Pilots, ILA, AFL-CIO (“the Union” or “IOM”), has been the lawful bargaining agent for the Licensed Deck Officers (“LDOs”) on four container ships that carry goods between ports in California and Hawaii. The Pasha Group purchased the ships, and its wholly owned subsidiary, Sunrise Operations, LLC (“Sunrise”), now operates the vessels and is the most recent successor employer of the LDOs. The Union filed unfair labor practice (“ulp”) charges with the National Labor Relations Board (“Board” or “NLRB”). The Board’s General Counsel then filed a complaint alleging that Sunrise had violated sections 8(a)(1) and 8(a)(5) of the National Labor Relations Act (“NLRA” or “Act”), when it failed to provide information to the Union and declined to participate in arbitration proceedings in Maryland.   The DC Circuit granted the petition for review, vacated the Board’s decision, and remanded the case for reconsideration. The court held that it is clear that the majority opinion for the Board purports to decide the case without regard to the parties’ principal claims presented to the ALJ, and it rests on a position that was never advanced by Sunrise either before the ALJ or in its exceptions to the Board. Sunrise never argued that the disposition of this case should turn on the employer’s subjective beliefs about whether the LDOs were supervisors. Thus, the court found that the Board’s holding, in this case, lacks support in the record, defies established law, and creates a new rule without reasoned justification. It thus fails substantial evidence review and is arbitrary and capricious for want of reasoned decision-making. View "International Organization of Masters, Mates & Pilots, ILA, AFL-CIO v. NLRB" on Justia Law

Plaintiff served as the Chief of Police for the Sneads Police Department from March 2006 until October 2018. On October 9, 2018, the five-member Town Council terminated Plaintiff’s employment by a 4-to-1 vote. The Town Council did so under the charge that Plaintiff was disrespectful at best and insubordinate at worst. Plaintiff, on the other hand, claims his firing was in retaliation for things he said, disclosed, and reported, all regarding various matters related to the newer Councilmembers with whom he had a contentious relationship.   Plaintiff filed an eight-count action against the Town of Sneads, the Town Manager, Town Councilmembers, Town Council President, and Town Clerk (collectively, “Defendants”). He brought unlawful-retaliation claims against the Town of Sneads under the Florida Whistle-blower’s Act (“FWA”), the Family and Medical Leave Act (“FMLA”), and the First Amendment. And he brought identical retaliation claims under the First Amendment against each of the five individual defendants. The district court granted summary judgment in favor of Defendants on all eight counts, and Plaintiff appealed.   The Eleventh Circuit affirmed. The court held that Plaintiff has not established that he satisfied all three of these requirements for each instance of his speech that he claims were protected under the FWA. Further, the court wrote that because the record evidence shows that the Town of Sneads terminated Plaintiff for insubordination, not his invocation of the FMLA, the court concluded that the district court’s grant of summary judgment as to Plaintiff’s FMLA interference claim was also proper. View "John "Burt" McAlpin v. Town of Sneads Florida, et al" on Justia Law

In this workers' compensation case, the Supreme Court affirmed the judgment of the circuit court dismissing Employee's appeal of the decision of the the administrative law judge (ALJ) dismissing Employee's petition claiming entitlement to workers' compensation benefits, holding that the circuit court correctly dismissed the appeal for lack of subject matter jurisdiction.Employee petitioned the Department of Labor for a hearing on his claim that he was entitled to additional workers' compensation benefits. When Employee did not disclose and identify his experts by the date set in the scheduling order, Employer/Insurer moved for summary judgment. The ALJ granted the motion, concluding that Employee did not create a genuine issue of material fact in dispute precluding summary judgment. View "Hussein v. Showplace Wood Products Inc." on Justia Law

Core and Main LP (“C&M”) supplies water, wastewater, storm drainage, and fire protection products and services to commercial and governmental customers. C&M acquired the assets of Minnesota Pipe and Equipment Company (“MPE”), which supplied the same products and services in areas of Minnesota and South Dakota. Defendant, one of the shareholders, was part of MPE’s management team. Defendant started work at Dakota Supply Group, Inc. (“DSG”), a C&M competitor. C&M brought a diversity action against Defendant and DSG, asserting breach of the Employment Agreement’s noncompete and confidentiality covenants, tortious interference, and related claims. The district court granted Defendants’ Rule 12(b)(6) motion to dismiss for failure to state a claim. The main issue on appeal is whether the court correctly concluded that the Noncompetition Agreement was a later agreement and, therefore, its Entire Agreement provision superseded the restrictive covenants.   The Eighth Circuit concluded that the breach of contract and tortious interference claims turn on fact-intensive issues that cannot be determined on the pleadings. Accordingly, the court reversed the dismissal of those claims and otherwise affirmed. The court explained that it agreed with C&M that it is at least plausible the two Agreements covered different subject matters, making Rule 12(b)(6) dismissal inappropriate. The Noncompetition Agreement restricting MPE shareholders from engaging or investing in a competing business was geographically broad, but its duration was precisely limited to a specific term for each restricted party. In addition, the court concluded that in the context of the multiple agreements that completed the Asset Purchase transaction, the term “prior or contemporaneous” in the Noncompetition Agreement’s Entire Agreement provision is ambiguous. View "Core and Main, LP v. Ron McCabe" on Justia Law

Plaintiff brought an action against the TSA, alleging discrimination in violation of the Rehabilitation Act when she was terminated from her limited-duty position. According to the allegations in Plaintiff’s complaint, she suffered two injuries while working for the TSA. She alleged that she was terminated due to her disability, and despite the availability of limited duty positions that she could fill, such as “exit lane monitor,” “secondary ticket checker,” or “bypass door monitor.” Plaintiff appealed the dismissal of her Rehabilitation Act claim for the second time.
The Ninth Circuit affirmed the district court’s order dismissing, as preempted by the Aviation and Transportation Security Act (“ATSA”), Plaintiff’s claim against the TSA. The panel joined the First, Fifth, Seventh, and Eleventh Circuits in holding that the ATSA, as applicable to security screeners, preempts the Rehabilitation Act. The ATSA authorized the Administrator of the TSA to set aside employment standards for security screeners as necessary to fulfill the TSA’s screening functions under the ATSA. A statutory note to the ATSA provides that the Administrator is authorized to do so notwithstanding any other provision of law. The panel held that use of the phrase “notwithstanding any other provision of law” reflected legislative intent to preempt the provisions of the Rehabilitation Act.   Plaintiff contended that preemption was unnecessary because the two statutes could be harmonized, and preemption was foreclosed by explicit language in the Whistleblower Protection Act (“WPEA”). The panel declined to address the issue of whether the WPEA made the Rehabilitation Act generally applicable to security screeners because this issue was not raised in the district court. View "ANNA GALAZA V. ALEJANDRO MAYORKAS" on Justia Law

Plaintiff appealed the district court’s grant of summary judgment to Defendant, Baptist Health, on her sex-discrimination, retaliation, hostile work environment, constructive-discharge, and negligent-retention claims. After the individual defendant was dismissed as a defendant, Baptist Health moved for summary judgment, and the district court granted its motion.   The Eighth Circuit affirmed. The court first explained that here, Plaintiff presented no evidence that Baptist Health intended to force her to quit. Rather, the record indicates that Baptist Health tried to retain Plaintiff by giving her paid administrative leave, offering to relocate her to a different location, and offering to transfer her to a new department. Thus, the district court did not err in granting summary judgment to Baptist Health on this claim.   Second, the court held that Plaintiff’s sex-discrimination and retaliation claims fail because she has not suffered an adverse employment action. Baptist Health offered for Plaintiff to keep her same job at any one of three locations or to transfer departments. The court wrote that Plaintiff has not shown that transferring to another department would produce a material employment disadvantage.   Third, the court found that the district court did not err in granting summary judgment to Baptist Health on this claim because there is no evidence that the alleged discrimination was based on sex. Finally, the court found that the evidence does not suggest that Baptist Health subjected her to any unreasonable risk of harm. View "Courtnay Bell v. Baptist Health" on Justia Law