Justia Labor & Employment Law Opinion Summaries

Plaintiffs-Appellants Cariene Cadena and similarly situated employees (Appellants) are employed by Customer Connexx LLC (Connexx) to operate a call center in Las Vegas, Nevada. Appellants’ primary responsibilities are to provide customer service and scheduling to customers over a “softphone,” operated only through their employer-provided computers.   The Ninth Circuit reversed the district court’s summary judgment in favor of Defendant Customer Connexx LLC and remanded for further proceedings in a collective action brought under the Fair Labor Standards Act by call center workers. The panel concluded that the district court correctly identified the workers’ principal duties as answering customer phone calls and scheduling appliance pickups. Agreeing with the Tenth Circuit, the panel held that the workers’ duties could not be performed without turning on and booting up their work computers, and having a functioning computer was necessary before the workers could receive calls and schedule appointments. Accordingly, turning on the computers was integral and indispensable to the workers’ duties and was a principal activity under the FLSA. It, therefore, was compensable.   The panel reversed the district court’s summary judgment on the FLSA claim and remanded to the district court for consideration of whether time spent shutting down computers was compensable, whether the time spent booting up and down the computers was not compensable under the de minimis doctrine, and whether Connexx had no knowledge of the alleged overtime such that it was not in violation of the FLSA’s overtime requirements. View "CARIENE CADENA, ET AL V. CUSTOMER CONNEXX LLC, ET AL" on Justia Law

The Multiemployer Pension Plan Amendments Act of 1980 imposes liability on employers who withdraw—partially or completely—from multiemployer pension funds. After a complete withdrawal, GCIU-Employer Retirement Fund’s (GCIU) actuary calculated MNG Enterprise’s (MNG) withdrawal liability using an interest rate published by the Pension Benefit Guaranty Corporation. On MNG’s challenge, an arbitrator found (1) that MNG could not be assessed partial withdrawal liability following a complete withdrawal, (2) that it had shown the interest rate used was not the best estimate of the plan’s experience, and (3) that GCIU properly included the newspapers’ contribution histories. The district court affirmed the arbitrator’s award, vacating and correcting only a typographical error on the interest rate.   The Ninth Circuit affirmed in part and vacated in part the district court’s order affirming, except for a typographical error, an arbitrator’s award regarding the withdrawal liability. The panel held that the MPPAA directs the plan actuary to determine withdrawal liability based on “actuarial assumptions and methods which, in the aggregate, are reasonable (taking into account the experience of the plan and reasonable expectations) and which, in combination, offer the actuary’s best estimate of anticipated experience under the plan.” The panel held that the GCIU actuary’s use of the PBGC rate, without considering the “experience of the plan and reasonable expectations,” did not satisfy the “best estimate” standard. View "GCIU-EMPLOYER RETIREMENT FUND, ET AL V. MNG ENTERPRISES, INC." on Justia Law

Alicia Cochran appealed a circuit court order that granted her former employer, CIS Financial Services' motion for a preliminary injunction. CIS was engaged in the mortgage-origination business and employed Cochran as a branch loan originator. In June 2021, Cochran's supervisor at CIS, Randy Lowery, left his employment at CIS to accept a position with Movement Mortgage, LLC ("Movement"). Another CIS employee, Geremy Reese, also left CIS to work for Movement. CIS thereafter filed suit against Lowery and Reese. Among other things, CIS requested in its complaint injunctive relief against Lowery and Reese. Additionally, CIS filed that same day a motion for a preliminary injunction against Lowery and Reese. On August 31, 2021, Cochran resigned her position with CIS. CIS then amended its complaint to include Cochran and Movement as defendants. The only specific count that CIS asserted against Cochran in the amended complaint was one alleging breach of contract. Then CIS moved for the preliminary injunction against Cochran at issue here. On appeal, Cochran challenged the propriety of the circuit court's order granting CIS's motion for a preliminary injunction, arguing that the respective restraining provisions of her compensation agreement and nonsolicitation agreement were not enforceable against her. However, CIS moved to dismiss Cochran's appeal as moot, noting that, by its terms, the preliminary injunction expired after August 31, 2022. CIS argued that this appeal no longer presented a justiciable controversy and that the Alabama Supreme Court, therefore, lacked jurisdiction over the appeal. The Supreme Court found the preliminary injunction challenged in Cochran's appeal expired by its own terms. Consequently, the Supreme Court lacked the power to grant Cochran relief from the preliminary injunction; therefore, this appeal was no longer justiciable and has become moot. The appeal was therefore dismissed. View "Cochran v. CIS Financial Services, Inc." on Justia Law

Plaintiff-appellant Wesley Vincent and Defendant-appellee Ava Nelson were involved in a collision while working as coal-haul truck drivers at a mine in Campbell County, Wyoming. Vincent filed a personal-injury case in Wyoming federal district court. Following a two-week trial, a jury concluded that Nelson did not act with willful and wanton misconduct, and thus was not liable for Vincent’s damages. Vincent appealed, arguing the trial court erred in its evidentiary rulings during trial, its denial of his pre-trial motion to compel the introduction of evidence regarding the mine’s financial interest in the litigation, and the denial of his motion for a new trial. Finding no reversible error, the Tenth Circuit affirmed. View "Vincent v. Nelson" on Justia Law

The Court of Appeals reversed the order of the appellate division and reinstated the original award for workers' compensation benefits in this case to the decedent's minor son, holding that N.Y. Work. Comp. Law (WCL) 15(3)(w) does not provide for any unaccrued portion of a nonschedule award to remain payable following an injured employee's death.After he sustained an injury in a work-related accident Eric Watson was classified as having a nonscheduled permanent partial disability and received a weekly award for 350 weeks. After 311 weeks Watson died due to unrelated causes. Claimant, Watson's son, sought accrued unpaid amounts of Watson's award, including benefits for the weeks remaining before Watson's award was expected to reach the statutory durational cap. A workers' compensation law judge award unpaid amounts for the 311 weeks precedent Watson's death but denied Claimant the award for the remaining weeks. The Workers' compensation Board affirmed. The appellate division modified the award by ruling that Claimant was entitled to an additional posthumous award for the remaining cap weeks. The Court of Appeals reversed, holding that WCL 15(3)(w) does not provide for any unaccrued portion of a nonscheduled award to remain payable following an injured employee's death. View "Green v. Dutchess County BOCES" on Justia Law

Plaintiff brought an employment action claiming that his employer, Salisbury Bank and Trust Company (the "Bank") discharged him in violation of New York Labor Law Section 201-d because he chose to campaign for election to a seat in the New York State Assembly. The district court granted the Bank's motion for summary judgment, holding that Plaintiff voluntarily resigned and was not constructively discharged.   On appeal, Plaintiff made two principal arguments. First, he contends that the Bank unlawfully "forced" him to decide between "termination or his protected political activity" and that, as a result, his departure from the Bank was involuntary. Second, he argued that the Bank has only proffered as a reason for its actions his statutorily "protected political activities."   The Second Circuit vacated the district court’s judgment. The court explained that even though the Bank claims that it had not decided to discharge Plaintiff when it learned of his "Decision," on this record a reasonable jury could find that the Bank had already concluded that Plaintiff would be discharged if he did not give up his campaign. For these reasons, a reasonable jury could find that Plaintiff suffered an adverse employment action by being forced to choose between his campaign and his job in violation of New York Labor Law. Further, a reasonable jury could find that the Bank's actions violated New York Labor Law Section 201-d because the bank failed to demonstrate a legitimate, nondiscriminatory reason for the adverse employment action it took against Plaintiff. View "Truitt v. Salisbury Bank and Trust Co." on Justia Law

Springfield’s publicly-owned utility hires water meter readers, subject to a 12-month probationary period. Mayor Langfelder hired Dunlevy and Murray as meter readers. They received the same pay and reported to the same supervisor. There were five levels of supervision between them and the mayor. Near the end of their probationary periods, both men were investigated. Dunlevy had inaccurately recorded meters at seven different homes, which is a fireable offense even for protected employees. Murray had been starting work late, leaving early, and walking off the job for up to three hours. Murray also failed to disclose a seven-year-old burglary conviction on his application. All of the supervisors unanimously recommended that both men be fired. Langfelder fired Dunlevy, who is white, but not Murray, who is Black.Dunlevy brought an equal protection claim (42 U.S.C. 1983) against Langfelder and an Illinois Human Rights Act claim and a Title VII claim (42 U.S.C. 2000e) against the city for disparate punishment based on race. The Seventh Circuit vacated the dismissal of the case. The district court drew too narrow a comparison: The two men are sufficiently similarly situated for Dunlevy to bring his claims to trial. Dunlevy’s meter curbing undermined the core function of the utility; Murray’s tardiness and absences undermined a basic tenet of any employment: be present. View "Dunlevy v. Langfelder" on Justia Law

Tate has worked for the Sheriff of Cook County since 2007. In his third year as a correctional officer, Tate suffered a back injury. He returned to work under medical restrictions that required him to “avoid situations in which there is a significant chance of violence or conflict.” After Tate was promoted to sergeant, the Sheriff’s Office accommodated this medical restriction by allowing him to work in the Classification Unit, where the possibility of violence or physical conflict was relatively remote. When Tate sought a promotion to lieutenant, he was told that the Sheriff could not accommodate him in that position. Correctional lieutenants had to be “able to manage and [defuse] regular, violent situations involving inmates.” Tate’s doctor declined to modify his medical restrictions,Tate sued, alleging violations of the Americans with Disabilities Act, 42 U.S.C. 12101, and the Illinois Human Rights Act. The Seventh Circuit affirmed summary judgment in favor of the Sheriff’s Office. In concluding that Tate could not perform the “essential functions,” the court considered the employer’s judgment, written job descriptions, the amount of time spent performing the function, the consequences of not requiring the incumbent to perform the function, the collective bargaining agreement, and the work experience of incumbents in the job. View "Tate v. Dart" on Justia Law

The Court of Appeals held that the Taylor Law, N.Y. Civ. Serv. 200 et seq., requires a municipality to engage in collective bargaining over the procedures for terminating municipal employees after they have been absent from work for more than one year due to an injury sustained in the line of duty.Plaintiff, a professional firefighter, sustained injuries in the line of duty that were determined to be compensable under the Workers' Compensation Law. One year later, the City of Long Beach notified Plaintiff that it was evaluating whether to exercise its right to terminate Plaintiff's employment. Plaintiff's union (Union) responded by sending a demand to negotiate the City's procedures for terminating its members covered by the protections of N.Y. Civ. Serv. 71. The City refused, resulting in the Union filing an improper practice charge with the Public Employment Relations Board (PERB). PERB determined that the City had an obligation to engage in collective bargaining prior to imposing procedures for terminating employees covered by section 71. Supreme Court dismissed the City's subsequent petition seeking to annul PERB's decision. The appellate division reversed. The Court of Appeals reversed, holding that the Taylor Law requires public employers to bargain over the predetermination procedures used in implementing Civil Service Law 71. View "City of Long Beach v. New York State Public Employees Relations Bd." on Justia Law

Plaintiffs filed a putative class action for unpaid wages, claiming that Home Depot’s electronic timekeeping system captured each minute worked by employees, but that due to a quarter-hour rounding policy, employees were paid for less time than reflected in the timekeeping system. The trial court granted summary judgment, finding that the rounding policy met the standard articulated in “See’s Candy” as “neutral on its face” and “used in such a manner that it will not result, over a period of time, in failure to compensate employees properly for all the time they have actually worked.”The court of appeal reversed, citing more recent California Supreme Court opinions. Home Depot could and did track the exact time in minutes that an employee worked each shift and those records showed that Plaintiff Camp was not paid for all the time he worked. The court declined to reach the issue of whether employer time rounding practices in other contexts comply with California law, such as when an employer uses a neutral rounding policy due to the inability to capture the actual minutes worked by an employee. The court did not address whether an employer who has the actual ability to capture an employee’s minutes worked is required to do so. View "Camp v. Home Depot U.S.A., Inc." on Justia Law