Justia Labor & Employment Law Opinion Summaries

Myers, a Centerville Police Department detective sergeant, Myers reported to then-Lieutenant Brown and then-Police Chief Robertson, that Lieutenant Lavigne possessed and “possibl[y] disseminat[ed]” sexually explicit photos of minors that he obtained while investigating a “sexting" complaint at Centerville High School. Myers continued to pursue that allegation to no avail. Three years later, Myers sought whistleblower protection and met with City Manager Davis to report new allegations against Robertson, and to repeat the allegation against Lavigne, then met with an outside attorney appointed by Davis. After learning of the investigation, Robertson retired. Myers was interviewed but not hired for the vacant chief post, which went to Brown; the hiring panel included Lavigne. Myers was also passed over for two lieutenant positions. He was admitted to the FBI National Academy but Quantico rescinded that offer after its background investigator spoke to Lavigne. Myers was disciplined for writing a “character letter” for another city employee; the letter was critical of the city. He was later terminated for recording a meeting.Myers sued. alleging First Amendment retaliation under 42 U.S.C. 1983. The Sixth Circuit affirmed the denial of a motion claiming qualified immunity. The district court erred by failing to meaningfully analyze the assertions of immunity by Brown and Davis at the pleadings stage, but Myers plausibly alleged First Amendment retaliation, and the defendants are not yet entitled to qualified or statutory immunity. View "Myers v. City of Centerville, Ohio" on Justia Law

The Supreme Court affirmed the judgment of the circuit court affirming the determination of the Department of Labor and Regulation that Appellant was not permanently totally disabled, holding that Appellant failed to sustain his claim for permanent total disability.While he was employed by Rapid City Regional Hospital (RCRH) Appellant claimed he sustained two work-related head injuries that caused ongoing mental impairments. Appellant sought workers' compensation benefits from RCRH and its insurer, but the Department denied the claim, finding (1) Appellant failed to prove his work injuries were a major contributing cause of his mental impairments, and (2) Appellant failed to establish that he was permanently disabled. The Supreme Court affirmed, holding that the Department and circuit court properly concluded that Appellant was not permanently totally disabled. View "Baker v. Rapid City Regional Hospital" on Justia Law

The State of New Hampshire appealed a New Hampshire Public Employee Labor Relations Board (PELRB) ruling that the State committed unfair labor practices when the Governor: (1) sent an email to all state employees concerning collective bargaining negotiations involving the State; and (2) refused to send the report of a neutral fact finder to the Executive Council for its consideration. After review, the New Hampshire Supreme Court concluded the State did not commit unfair labor practices, and that the PELRB erred by concluding otherwise. View "Appeal of State of New Hampshire" on Justia Law

Petitioner John Doe appealed a superior court order dismissing his petition for declaratory and injunctive relief for failure to state a claim under either RSA 105:13-b (2013) or the New Hampshire Constitution. In April 2016, while employed as a patrol officer by a town police department, Doe was investigated by that department for denying that he wrote in permanent marker on a department rain jacket. Although Doe “was led to believe” he would only receive a “verbal counseling” for what he understood to be a misunderstanding, he later found that the investigation resulted in a one-page written report. In April 2017, after leaving the department, Doe was informed by a letter from the County Attorney’s Office that, from a review of his personnel file, his name was being placed on the Exculpatory Evidence Schedule (EES). Doe did not contest his inclusion on the EES at that time, but later, Doe submitted two requests to remove his name from the EES to the Attorney General’s Office (AGO). Both requests were denied for lack of an “order or other determination” overturning the original finding of misconduct. Citing RSA 105:13-b and his right to due process under the Federal Constitution, Doe filed a petition for declaratory relief and a request for preliminary and permanent injunctions against the AGO, seeking review of his personnel file, removal from the EES, and attorney’s fees. The New Hampshire Supreme Court concluded RSA 105:13-b, II did not authorize the trial court to review the contents of an officer’s personnel file outside the scope of a particular criminal case. The Supreme Court reversed the trial court's ruling on Doe's state constitutional due process issue, and remanded for further proceedings without prejudice to Doe amending his petition given a statutory change. View "Doe v. N.H. Attorney General" on Justia Law

Plaintiff worked as a sales associate at an AutoZone auto parts store operated by Defendant AutoZoners, (AutoZoners). Plaintiff filed the present suit asserting one claim under the Labor Code Private Attorneys General Act of 2004 (Lab. Code, Section 2699 et seq.) (PAGA). She asserted AutoZoners failed to provide suitable seating to employees at the cashier and parts counter workstations, as to which some or all of the work required could be performed while sitting. AutoZoners moved for summary judgment, arguing Plaintiff lacked standing to bring a representative action under PAGA because she was not aggrieved by AutoZoners’s seating policy.   The trial court agreed with AutoZoners and granted the motion. The Second Appellate District reversed. The court explained that no published California authority has considered what steps should be taken by an employer to “provide” suitable seating within the meaning of the wage order seating requirement. Thus, the court concluded that where an employer has not expressly advised its employees that they may use a seat during their work and has not provided a seat at a workstation, the inquiry as to whether an employer has “provided” suitable seating may be fact-intensive and may involve a multitude of job and workplace-specific factors.   Accordingly, resolution of the issue at the summary judgment stage may be inappropriate, because the undisputed facts create a triable issue of material fact as to whether AutoZoners “provided” suitable seating to its customer service employees at the front of the store by placing seats at other workstations in a separate area of the store. View "Meda v. Autozone" on Justia Law

Plaintiff, a police officer for the Metropolitan Transportation Authority (“MTA”), sued the MTA under the Federal Employers’ Liability Act (“FELA”), alleging that the MTA negligently failed to provide him with a safe workplace when it sent him on patrol in a vehicle without a prisoner compartment. A jury found the MTA liable and awarded Plaintiff damages. The MTA moved for judgment as a matter of law notwithstanding the verdict, arguing that it is immune from liability pursuant to the governmental function defense and that the evidence was insufficient to support the verdict because it lacked expert testimony. The district court denied that motion, holding that the governmental function defense does not apply in FELA cases.   The Second Circuit affirmed the district court’s judgment. The court held that the FELA does not abrogate the governmental function defense, and therefore the defense is available in FELA cases. Though the governmental function defense was available for the MTA to assert, the MTA failed to show that the defense barred liability in this case. Here, the defense did not apply on the merits in this case, however, because the MTA has failed to show that it performed a discretionary governmental function when committing the allegedly negligent acts. Additionally, the court held that expert testimony was not required in this case. Further, the court could not say that the evidence supporting the jury’s verdict for Plaintiff was legally insufficient. View "Ojeda v. MTA" on Justia Law

Plaintiff worked as a driver for California Transit. After California Transit terminated his employment, Evenskaas filed this wage and hour class action against California Transit; its owner, and the company that administered California Transit’s payroll, Personnel Staffing Group, LLC (collectively, the California Transit defendants).   Because Plaintiff signed an arbitration agreement, in which he agreed to arbitrate all claims arising from his employment and waived his right to seek class-wide relief, the California Transit defendants filed a motion to compel arbitration. The trial court denied the motion. The California Transit defendants appealed, contending the FAA applies to the arbitration agreement.   The Second Appellate District reversed the order denying Defendants’ motion to compel arbitration is reversed. The court directed the trial court to enter a new order granting the motion and dismissing Plaintiff’s class claims. The court explained that because the paratransit services California Transit hired Plaintiff to provide involve interstate commerce for purposes of the FAA, the FAA applies to the arbitration agreement and preempts the Gentry rule that certain class action waivers in employment arbitration agreements are unenforceable. View "Evenskaas v. California Transit, Inc." on Justia Law

The First Circuit affirmed the judgment of the district court finding Defendants liable for failing to pay all of the wages owed to Plaintiff, their former employee, holding that there was no error in the district court's evidentiary decisions.On appeal, Defendants argued that the district court erred in excluding evidence that Plaintiff was accused of rape just months before he began to pursue the wage claims at issue and that the district court erred in admitting testimony, along with documentary evidence, from one of Plaintiff's former colleagues. The First Circuit affirmed, holding that the challenged evidentiary decisions at issue - one to exclude evidence and the other to admit evidence - were proper and did not require remand for a new trial. View "Gonpo v. Sonam's Stonewalls & Art, LLC" on Justia Law

Plaintiff, an employee of the Department of Veterans Affairs, sued Denis McDonough, Secretary of the Department of Veterans Affairs, for disability discrimination. Plaintiff alleged three violations of the Rehabilitation Act: failure to accommodate; disability discrimination; and retaliation for requesting an accommodation. The district court granted summary judgment to Secretary McDonough.   The Eighth Circuit affirmed. The court wrote that Plaintiff’s requested accommodation was not required under the Rehabilitation Act because it would impose an undue hardship on the VAPD. The court explained that Plaintiff’s accommodations would have violated the VAPD’s collective bargaining agreement, which requires that “[s]cheduled off-tours shall be rotated fairly and equitably among affected employees, i.e., day/evening, day/night.” Plaintiff’s requested accommodations are therefore presumptively unreasonable.   Plaintiff further argued that his reassignment was not reasonable for two reasons. First, he claimed that day shifts were not the only form of requested relief; they were just one of many possible accommodations the VAPD could have made. But the record undermines his argument. Further, he also suggested that his reassignment constituted an adverse employment action, not a reasonable accommodation. The VAPD provided the only available reasonable accommodation—reassignment. The district court was therefore correct to grant summary judgment to Secretary McDonough on Plaintiff’s failure to accommodate claim.   Moreover, Plaintiff claimed the unusual nature of his hiring process proves that the real reason for his non-selection was disability discrimination. However, showing that an interview process is “unusual” is not sufficient to prove that an employer’s proffered reason is pretextual. View "Jesse LeBlanc v. Denis McDonough" on Justia Law

The United States Secretary of Labor (“Secretary”) sued Alpha & Omega USA, Inc., d/b/a Travelon Transportation and its owner (together “Travelon”) for violating the Fair Labor Standards Act (FLSA). The district court granted summary judgment in favor of the Secretary. Travelon appealed, arguing the district court erred in granting the Secretary’s motion.   The Eighth Circuit reversed the district court’s grant of summary judgment finding that there were genuine issues of material fact regarding whether an employment relationship existed between Travelon and its drivers. The court wrote that when an employment relationship is in question, many courts decide whether workers are independent contractors or employees by applying the multi-factor “economic realities” test. This test examines six factors regarding the economic realities of the working relationship.   The court explained that here, viewing the evidence in the light most favorable to Travelon, issues of material fact remain as to the working relationship between Travelon and its drivers. Specifically, Travelon has offered evidence from which a rational trier of fact could find the “control,” “profits and losses,” and “integral to business” factors weigh in favor of the drivers being independent contractors.   Further, while the Secretary has shown evidence supporting an employment relationship between Travelon and its drivers, Travelon has also shown evidence of an independent contractor relationship. These competing narratives must be resolved before the district court makes its legal conclusion as to whether an employment relationship existed between Travelon and its drivers. View "Martin Walsh v. Alpha & Omega USA, Inc." on Justia Law