Justia Labor & Employment Law Opinion Summaries

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The United States Court of Appeals for the Eighth Circuit affirmed a lower court's judgment in favor of a police officer who filed a lawsuit against the city of Omaha and the chief of police of the Omaha Police Department. Katherine Belcastro-Gonzalez had filed a complaint alleging sexual harassment by a coworker in 2010, and in 2017, she discovered that her complaint wasn't adequately investigated. She alleged that her subsequent applications for promotions were denied due to her complaints about sex discrimination. A jury found in favor of Belcastro-Gonzalez and awarded her $700,000 in damages. The lower court also awarded her attorney's fees.The city appealed, arguing first that the district court erred in denying its motion for summary judgment. The appeals court held that it could not review this decision after a trial on the merits. The city should have raised these issues in a post-trial motion for judgment as a matter of law. The city also argued that the district court erred in admitting evidence from proceedings before the Nebraska Employment Opportunity Commission. However, the appeals court found that the admission of this evidence was not an abuse of discretion. The city's last argument was against the size of the attorney’s fees award. The appeals court found that the lower court did not abuse its discretion in determining the amount of the fee, including fees incurred during the administrative proceedings. View "Belcastro-Gonzalez v. City of Omaha" on Justia Law

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The United States Court of Appeals for the Eleventh Circuit reviewed an appeal by Dr. LeThenia Joy Baker against her former employer, Upson Regional Medical Center. Dr. Baker alleged that Upson violated the Equal Pay Act (“EPA”) and Title VII of the Civil Rights Act of 1964 by providing her a less favorable bonus compensation structure than that of her male colleague. Though Upson admitted that Dr. Baker was paid less than her male colleague, they argued that the pay disparity was due to the male doctor's greater experience, not his gender. The district court ruled in favor of Upson, stating that the EPA claim failed as Upson established a defense that the bonus structure, which paid Dr. Baker less than her comparator, was based on factors other than sex.The Eleventh Circuit upheld the district court's decision, stating that Upson had met its burden of proving that the difference in bonus compensation was based on factors other than sex. The court clarified that under the EPA, it only consists of a two-step analysis. First, the plaintiff must establish a prima facie case showing that she performed substantially similar work for less pay. Second, if the plaintiff establishes a prima facie case, the burden shifts to the employer to prove that the pay differential was justified under one of the Equal Pay Act’s statutory exceptions. If the employer fails, the plaintiff wins. The plaintiff is not required to prove discriminatory intent on the part of the defendant. The court concluded that no reasonable jury could find in favor of Dr. Baker on the question of whether her sex was considered in the different bonus structure she agreed to. View "Baker v. Upson Regional Medical Center" on Justia Law

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This case was brought before the United States Court of Appeals For the Seventh Circuit by plaintiffs John Brooks and Gregory Simmons against the City of Pekin and four of its employees. Brooks, a former police lieutenant who developed sleep apnea, claimed that the City violated the Americans with Disabilities Act by failing to reasonably accommodate his condition, discriminating against him, and retaliating against him for raising complaints. Simmons, a former police officer, alleged retaliation under Title VII of the Civil Rights Act of 1964 for reporting sexually harassing comments made by his former boss. The district court had granted summary judgment in favor of the defendants.The Court of Appeals affirmed the lower court's decision. The Court found that Brooks failed to show that the City had not offered him reasonable accommodations for his sleep apnea. The Court also ruled that Brooks could not establish disparate treatment because he failed to identify similarly situated employees who received more favorable treatment. Furthermore, Brooks was unable to prove retaliation because he lacked evidence that the City's reason for disciplining him was pretextual.Regarding Simmons, the Court found that he could not establish a claim for retaliation under Title VII because the inappropriate comments made about him were not because of his sex and were not severe or pervasive enough to create an abusive working environment. Moreover, Simmons could not show that his termination was due to his complaints against his former boss. The Court also noted that the district court did not err in denying the plaintiffs' request to amend their summary judgment response. The Court declined the City's request to impose sanctions on Brooks and Simmons, reasoning that their appeal was not frivolous. View "Brooks v. City of Pekin" on Justia Law

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In the case before the Supreme Court of Minnesota, clerical and technical employees of the Anoka County Sheriff's Office, represented by the Law Enforcement Labor Services, Inc. (the Union), submitted a petition to the Bureau of Mediation Services (the Bureau) to determine an appropriate collective bargaining unit. The County opposed the unit, proposing a broader, county-wide unit. The Bureau found the County's unit to be the more appropriate choice. The Union appealed this decision, arguing that the Bureau had made numerous errors of law.The Supreme Court held that the Bureau did not improperly compare the Union's proposed unit to that of the County's. The Court determined that under the Public Employment Labor Relations Act (PELRA), overfragmentation is one of the "other relevant factors" that the Bureau is allowed to consider when analyzing statutory factors for a unit determination. However, the Court found that the Bureau gave priority and effectively controlling weight to its four-unit preference and the related overfragmentation concerns over the specific factors listed in PELRA. This was deemed to be an error of law.Consequently, the Court reversed the decision of the Bureau and remanded for further proceedings, instructing that a bargaining unit determination must now be made by the Bureau giving appropriate weight and consideration to the statutory factors in PELRA. View "Anoka County, Minnesota vs. Law Enforcement Labor Services, Inc." on Justia Law

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The case involves Joseph A. Jakuttis, a former officer and detective in the Dracut Police Department, who also served as a Task Force Officer for the federal Drug Enforcement Administration's Cross Borders Initiative. Jakuttis brought multiple federal and state claims against the Town of Dracut, certain Dracut police officers, and members of the federal law-enforcement task force. He alleged that he was demoted and faced retaliation after reporting serious criminal activities implicating two Dracut police officers, which he learned from a confidential drug informant.The United States Court of Appeals for the First Circuit affirmed the dismissal of Jakuttis's Bivens claims against Michael V. O'Hanlon and Richard P. Poirier, Jr., and his §1983 claim against the Town of Dracut, David J. Chartrand Jr., and Demetri Mellonakos. The court ruled that the defendants are entitled to qualified immunity, as they could have reasonably thought that Jakuttis was speaking as part of his official duties rather than as a private citizen when he reported the misconduct, thus not clearly violating his First Amendment rights.The court also affirmed the dismissal of Jakuttis's state-law tort claims against Poirier, as Poirier was deemed to be acting within the scope of his federal employment during the relevant times. However, the court remanded the Massachusetts Whistleblower Act claim against the Town of Dracut and the Intentional Interference with Advantageous Economic Relationship claim against Chartrand and Mellonakos to the District Court. The court reasoned that these state-law claims should be resolved by a state court due to reasons of comity. View "Jakuttis v. Town of Dracut" on Justia Law

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The United States Court of Appeals for the Fifth Circuit reviewed an appeal from the National Labor Relations Board ("Board") involving Renew Home Health ("Renew"), a company that provides in-home nursing services. The Board had previously determined that Renew had violated the National Labor Relations Act ("Act") by: creating an unlawful oral workplace rule, threatening employees for exercising protected activity, interrogating employees about their concerted activities, and unlawfully terminating an employee named Ann Bornschlegl.Renew contested these findings, maintaining that its Registered Nurse Case Managers are supervisors exempt from the Act, and thus not subject to these violations. However, the court found that Renew had failed to satisfy its burden of proof, noting that the Registered Nurses primarily served in reportorial roles and did not have the authority to independently hire, terminate, or discipline other employees.Further, the court upheld the Board's finding that Renew had conducted coercive investigations and unlawfully terminated Bornschlegl. However, it disagreed with the Board's conclusions that Renew had instituted an impermissible oral workplace rule and had unlawfully threatened Bornschlegl. Therefore, the court partially granted Renew’s petition and partially granted the Board's cross-petition for enforcement. View "Renew Home Health v. NLRB" on Justia Law

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This case concerns a dispute involving the Producers Service Corporation (PSC), an oilfield services company, and several of its current and former employees. The employees alleged that PSC failed to pay them a lawful overtime premium for all hours worked over forty per week. PSC argued that it paid its employees in accordance with a Belo plan, a statutory exception to the Fair Labor Standards Act (FLSA) that allows employers to pay a fixed salary to employees who work fluctuating hours. The district court found that PSC could not establish one of the prerequisites to a valid Belo plan because its employees worked irregular schedules not by necessity, but due to factors within PSC’s control, and therefore granted summary judgment in favor of the employees.On appeal, the United States Court of Appeals for the Sixth Circuit reversed the district court's decision, holding that PSC presented evidence creating a genuine dispute of fact as to the reason behind the employees' irregular schedules. Not all irregular schedules were due to scheduled time off, and PSC provided a plausible explanation for the weeks that employees worked fewer than forty hours despite taking no time off: swings in demand for its services. As such, the matter was remanded back to the district court for further proceedings. View "Jones v. Producers Service Corp." on Justia Law

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In the case before the United States Court of Appeals for the Seventh Circuit, the plaintiff, Candice Martin, represented herself and the estate of her deceased husband, Rodney Martin. The defendants were Goodrich Corporation and PolyOne Corporation, both of which Rodney had worked for. Rodney had been exposed to a hazardous chemical, vinyl chloride monomer (VCM), during his employment and was later diagnosed with angiosarcoma of the liver, a disease allegedly linked to VCM exposure.The case revolved around the interpretation and application of the Illinois Workers' Occupational Diseases Act (ODA), which provides compensation for employees who contract diseases through their employment. The Act also has an exclusivity provision, which restricts employees from seeking compensation outside of the statutory scheme.The plaintiff argued that her claim was not subject to the ODA's exclusivity provisions due to an exception introduced by the Illinois legislature in 2019, which allows claims to proceed outside the ODA if they would be barred by any period of repose or repose provision. The defendants argued that this exception did not apply in this case, as Rodney's exposure to VCM had occurred decades prior to the enactment of the exception.Due to the complexity of the statutory provisions and the implications of their interpretation, the Court of Appeals decided to certify three questions to the Illinois Supreme Court. The questions pertained to whether a specific provision of the ODA constituted a period of repose, whether the 2019 exception applied retrospectively, and whether the application of this exception to past conduct would violate the due process protections of the Illinois Constitution. View "Martin v. Goodrich Corporation" on Justia Law

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This case concerns an employment discrimination action filed by Alyssa Jones against her former employer, Riot Hospitality Group and its owner-operator Ryan Hibbert. During discovery, Riot Hospitality Group discovered that Jones had deleted text messages exchanged with her coworkers and had also coordinated with witnesses to delete messages. In response, the District Court for the District of Arizona ordered Jones and other parties to hand over their phones for forensic analysis.However, Jones and her attorney failed to comply with multiple court orders to produce the relevant messages. Subsequently, Riot Hospitality Group filed a motion for terminating sanctions under Federal Rule of Civil Procedure 37(e)(2), citing intentional spoliation of electronically stored information (ESI) by Jones.The court found ample evidence that Jones intentionally deleted relevant text messages and collaborated with witnesses to do the same. It concluded that Jones' actions impaired Riot Hospitality Group's ability to proceed with the trial and interfered with the rightful decision of the case. The court therefore dismissed the case with prejudice under Rule 37(e)(2) due to intentional spoliation of ESI by the plaintiff.The court's decision was affirmed by the United States Court of Appeals for the Ninth Circuit, which found no abuse of discretion in the dismissal of the case or the district court's consideration of an expert report on the deletion of ESI.The appellate court also held that the district court did not abuse its discretion in ordering Jones and others to hand over their phones for forensic search, and in awarding attorneys’ fees and costs to Riot Hospitality Group. View "JONES V. RIOT HOSPITALITY GROUP LLC, ET AL" on Justia Law

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The case being summarized involves two subclasses of current and former tipped employees at two New York City restaurants, who filed suit against the restaurants and their owners for violations of the New York Labor Law (NYLL) and the Federal Fair Labor Standards Act (FLSA). Prior to the trial, the parties agreed to present only the NYLL claims to the jury. The defendants appealed the partial final judgment in favor of the plaintiffs, arguing that the district court abused its discretion in exercising supplemental jurisdiction over the plaintiffs’ NYLL claims.The United States Court of Appeals for the Second Circuit found that because the plaintiffs’ federal claims were never formally dismissed, and the partial final judgment did not contain a disposition as to the federal claims, the matter had to be remanded to the district court. The purpose of the remand was to allow the district court to clarify the record as to the status of the FLSA claims. The court concluded that the lack of clarity concerning the FLSA claims impaired its ability to review the defendants’ challenges, leading to questions about the validity of the district court’s judgment certifying the appeal. The mandate was issued forthwith, with jurisdiction restored to the panel without the need for a new notice of appeal if, within thirty days, either party informed the court by letter that the district court had supplemented the record to clarify the status of the FLSA claims. View "Zivkovic v. Laura Christy LLC" on Justia Law