Justia Labor & Employment Law Opinion Summaries

The American Federation of Labor and Congress of Industrial Organizations (AFL-CIO) challenges a rule governing the elections in which employees vote on whether to be represented by a union. The National Labor Relations Board (NLRB) promulgated the 2019 Rule without notice and comment, asserting that it falls within the Administrative Procedure Act’s (APA) exception. The NLRB argues that the National Labor Relations Act (NLRA or Act), mandates direct review from the Board to the circuit court. The Board also asserts that, even if the district court had jurisdiction, it erred in holding that five challenged provisions of the Rule fall outside the APA’s procedural exception. The AFL-CIO cross-appeals, arguing that the 2019 Rule as a whole is arbitrary and capricious and that the provision concerning ballot impoundment specifically is arbitrary and capricious and contrary to law.   The DC Circuit held that the statutory provision for direct review in federal appellate courts of NLRB orders regarding unfair labor practices did not divest the district court of jurisdiction over rules that are exclusively concerned with representation elections, as is the 2019 Rule. The court held that the district court erred in concluding that none of the five challenged provisions comes within the procedural exception; the court held that two of them do. Those two are rules of agency procedure, so were validly promulgated without notice and comment. The court affirmed the district court’s invalidation of the rules regarding the eligible employee-voters list, the timeline for certification of election results, and election-observer eligibility. The AFL-CIO’s challenge to the 2019 Rule as arbitrary and capricious fails. View "American Federation of Labor and Congress of Industrial Organizations v. NLRB" on Justia Law

Ed Davis sued the City of Montevallo ("the City") claiming that the City was in breach of contract because, in terminating his employment with the City, it failed to follow certain discharge procedures set out in an employee handbook it had issued to him. The City responded by arguing it was not required to follow the handbook's procedures because Davis was an at-will employee. After entertaining motions for summary judgment from both sides, the trial court ruled in favor of the City. Davis appealed. The Alabama Supreme Court reversed the trial court's summary judgment in favor of the City. "The Handbook was an offer for a unilateral contract, which Davis accepted by continuing his employment with the City. Because the Handbook constitutes a unilateral contract, we reverse the trial court's denial of Davis's motion for partial summary judgment and direct the trial court on remand to determine whether, in fact, the City violated the Handbook's terms." View "Davis v. Montevallo" on Justia Law

The Supreme Court affirmed the order of the district court that affirmed the decision of the Nebraska State Personnel Board upholding the termination of Scott Mollring's employment as a teacher for the Nebraska Department of Health and Human Services, holding that there was no error.On appeal, Mollring argued that the district court erroneously determined that because he had not completed two calendar years of employment at the time of his dismissal, he was a probationary employee who could be terminated without cause. The Supreme Court affirmed, holding (1) the district court did not err in concluding that "two years" under Neb. Rev. Stat. 79-845 means two calendar years, and cause was not required; and (2) the court correctly determined that Mollring was still in the probationary period and that his employment could be terminated without cause. View "Mollring v. Neb. Dep't of Health & Human Services" on Justia Law

Michael has worked for FCA for more than two decades. In 2014 he married Becky, also a veteran FCA employee at the company’s Kokomo, Indiana transmission plant. In 2017 they submitted medical certifications from their healthcare providers to take intermittent leave from work under the Family and Medical Leave Act (FMLA), 29 U.S.C. 2601, for periodic flare-ups of anxiety, depression, and back pain (Michael) and irritable bowel syndrome (Becky). At the end of that year, FCA’s outside FMLA administrator notified the company that they had 21 common days of FMLA absence and an additional 27 days on which their partial-day leave requests overlapped. FCA opened an investigation. Neither Michael nor Becky could explain why they had requested FMLA leave on so many of the same dates and times. FCA suspended both for providing false or misleading information in connection with their FMLA leave requests.In a suit alleging interference with FMLA rights and retaliation, the district judge granted FCA summary judgment. The Seventh Circuit affirmed. There was no evidence that would permit a reasonable jury to find that the suspension was not based on an honest suspicion of FMLA abuse. View "Michael Juday v. FCA US LLC" on Justia Law

Respondent Stephany Connelly was a passenger in a vehicle driven by co-worker Freya Trezona during the course and scope of their employment when Trezona negligently caused the accident, injuring Connelly. Because workers’ compensation benefits did not fully redress Connelly’s injuries, she made a claim for bodily injury and uninsured motorist (UM) benefits with her own insurance carrier and with Trezona’s carrier. Both companies denied the claim, contending Connelly’s sole remedy lay with the South Carolina Workers’ Compensation Act. Connelly filed suit seeking a declaration that both policies provided coverage. The parties agreed the dispute turned on the interpretation of the phrase “legally entitled to recover” found in the UM statute. The trial court ruled in favor of Connelly, and the court of appeals concurred the phrase was legally ambiguous. The South Carolina Supreme Court found the phrase unambiguous: the amount a plaintiff is “legally entitled to recover” under a UM provision of an insurance policy is the amount for which the plaintiff has secured a judgment against the at-fault defendant. Because the Act prevents Connelly from ever becoming “legally entitled to recover” from Trezona under the facts of this case, the Court reversed the trial court. View "Connelly v. Main Street America Group" on Justia Law

The First Circuit vacated the judgment of the district court granting summary judgment in favor of Unitil Service Corporation and dismissing the complaint brought by the Department of Labor (DOL) seeking overtime compensation under the Fair Labor Standards Act's (FLSA) for hours worked in excess of forty hours per week for dispatchers and controllers (collectively, Employees) employed by Unitil, holding that the district court erred.In entering its judgment, the district court concluded that Employees were administrative, exempt from the FLSA, and thus not entitled to overtime pay because their "primary duty" was "directly related" to the general business operations of Unitil Service's customers. On appeal, Unitil argued that Employees were exempt administrative employees under federal law and, as such, were not entitled to overtime payments. The First Circuit vacated the judgment below, holding that the district court improperly did not apply a "relational" analysis comparing the business purpose of Unitil and/or its customers to the primary duty of Employees. View "Walsh v. Unitil Service Corp." on Justia Law

At its production plant in Baton Rouge, the Exxon Mobil Corporation requires prospective operators to pass an extensive, multi-pronged training program. If they don’t, they’re fired. Plaintiff didn’t pass his tests, so Exxon let him go. Plaintiff then sued Exxon, insisting he wasn’t fairly trained by staff because he’s black. The district court disagreed and dismissed his suit. On appeal, Plaintiff contends that, first, the district court ignored genuine factual disputes and, second, erroneously ruled that he waived his inadequate training theory.   The Fifth Circuit affirmed the district court’s ruling for different reasons. The court explained that Plaintiff cannot rely on an inadequate training theory. Exxon provided Plaintiff with a handbook detailing the polypropylene unit’s processes and equipment, and scheduled time each workweek for him to study. Exxon also assigned him a trainer, an operator with twenty years of experience, who went over the handbook in detail with him. Thus, because his training—and more importantly, his opportunities—paralleled his classmates, his program necessarily couldn’t be inadequate. Without proper training, no terminated trainee is qualified for the position he was training for. Plaintiff satisfied his burden to show he was qualified for the position of operator trainee, the position he was fired from. However, Plaintiff cannot genuinely allege Exxon failed to train him, so he cannot satisfy the McDonnell Douglas framework. View "Rahman v. Exxon Mobil" on Justia Law

The Supreme Court affirmed the decision of the Labor and Industrial Relations Commission affirming and adopting the ALJ's final award denying Appellant's claim for benefits from the Second Injury Fund, holding that the Commission did not abuse its discretion in affirming the ALJ's denial of Appellant's post-hearing motions to reopen the record and submit additional evidence.Before the ALJ issued her final award, the Supreme Court decided Cosby v. Treasurer of Missouri, 579 S.W.3d 202 (Mo. banc 2019), which reached a different interpretation of Mo. Rev. Stat. 287.220.3 than that reached by the court of appeals in Gattenby v. Treasurer of Missouri, 516 S.W.3d 859 (Mo. App. 2017). Before the ALJ's final award, Appellant filed a motion to reopen the record for a supplemental hearing based on Cosby. The ALJ overruled the motion and issued her award. The Commission affirmed. The Supreme Court affirmed, holding that the Commission did not abuse its discretion in overruling Appellant's motions to reopen the record and submit additional evidence. View "Weibrecht v. Treasurer of Mo. as Custodian of Second Injury Fund" on Justia Law

Plaintiff Desert Regional Medical Center, Inc. (DRMC) appealed trial court orders denying DRMC’s first amended petitions to compel nurses Leah Miller, Lynn Fontana, and Renita Romero (Respondents) to arbitrate their labor claims alleging rest and meal break violations by DRMC. DRMC contended the trial court erred by denying its petitions to compel arbitration and failing to stay Respondents’ individual claims until after completion of arbitration of a separate proceeding initiated by Respondents’ union (the California Nurses Association) on behalf of all nurses employed by DRMC in California. DRMC argued the trial court erred in denying DRMC’s petitions to compel arbitration based on a finding DRMC waived the right to arbitrate. DRMC argued the issue of waiver had to be determined by the arbitrator, not the trial court, and, even if the court has jurisdiction to decide waiver, there was insufficient evidence to support its finding of waiver. DRMC further contended Respondents were estopped from arguing waiver because Respondents’ Union was responsible for DRMC’s delay in petitioning to compel arbitration and agreed, in a separate proceeding, to arbitrate the Union’s group grievance. After review, the Court of Appeal rejected DRMC’s contentions and affirmed the order denying DRMC’s amended petitions to compel arbitration and request for a stay. View "Desert Regional Medical Center, Inc. v. Miller" on Justia Law

Baro was an ESL teacher for Waukegan Community School District in 2019 when she signed a union membership form—a contract to join the union that represents teachers in the District. The form authorized the District to deduct union dues from her paychecks for one year. Baro alleged she learned later that she was not required to join the union. She tried to back out of the agreement. The union insisted that her contract was valid. The District continued deducting dues from her paychecks.Baro filed suit, arguing that the dues deduction violated her First Amendment rights under the Supreme Court’s 2019 “Janus: decision. The Seventh Circuit affirmed the dismissal of the suit. Baro voluntarily consented to the withdrawal of union dues. The enforcement of a valid private contract does not implicate her First Amendment rights. The “First Amendment protects our right to speak. It does not create an independent right to void obligations when we are unhappy with what we have said.” View "Baro v. Lake County Federation of Teachers Local 504, IFT-AFT" on Justia Law