Justia Labor & Employment Law Opinion Summaries

Plaintiff an attorney employed by the Atlanta Housing Authority (“AHA”), which is a recipient of federal grant funds—was fired after challenging the negotiation tactics of AHA’s new CEO (“CEO”). Plaintiff’s complaints filed with the Department of Housing and Urban Development (“HUD”) inspector general and the United States District Court for the Northern District of Georgia were both dismissed for failure to state a claim under the NDAA.   On appeal, Plaintiff argued that the district court erroneously concluded that Section 4712 did not apply to her as an employee of a federal “grantee,” and erroneously found that she merely alleged a difference of opinion, not a specific violation of a contract or grant.   The Eleventh Circuit agreed with Plaintiff that she falls within the class of disclosing persons protected by Section 4712, however, the court affirmed the district court’s dismissal. The court explained that when Congress and the President enacted Section 4712 of the NDAA, they extended its protections to employees of federal grantees, not just federal contractors. Accordingly, the court vacated the district court’s holding that employees like Plaintiff could not qualify for whistleblower protections. However, Plaintiff failed to show that her belief that the CEO’s actions evinced gross mismanagement was reasonable. Nor did she show that she had a reasonable belief that the CEO’s actions constituted an abuse of authority or a violation of a law, rule, or regulation. Thus, Plaintiff failed to state a claim upon which relief can be granted. View "Karen Fuerst v. The Housing Authority of the City of Atlanta, Georgia" on Justia Law

Petitioners are truck drivers previously employed by real party in interest Haralambos Beverage Co. (Haralambos). Petitioners' filed a putative wage and hour class action alleging, among other things, that Haralambos failed to provide meal and rest breaks in violation of Labor Code sections 226.7 and 512 and the Industrial Welfare Commission’s Wage Order No. 9-2001. Nearly two years later, on December 28, 2018, the FMCSA issued an order concluding that California’s meal and rest break rules are laws “‘on commercial motor vehicle safety,’” are preempted pursuant to title 49 United States Code section 31141 (section 31141).   Thereafter, Haralambos filed a motion to strike the class allegations on federal preemption grounds, which the parties agreed was a request to strike petitioners’ third and fourth causes of action for failure to provide meal and rest breaks. On August 18, 2021, the superior court granted the motion and struck the two causes of action.   The Second Appellate District granted Petitioners’ petition for writ of mandate. The court held that in light of the FMCSA’s authority to determine and communicate what it is preempting, its use of language suggesting prospective application only, and its failure to expressly extend its decision to pending claims, the court concluded the Preemption Decision does not apply to bar claims arising from conduct that occurred prior to the decision, i.e., before December 28, 2018. View "Garcia v. Super. Ct." on Justia Law

Washington enacted a workers’ compensation law that applied only to Hanford site workers who were “engaged in the performance of work, either directly or indirectly, for the United States.” The Hanford site, once used to produce nuclear weapons, is undergoing decontamination. Most workers involved in the cleanup process are employed by private companies under contract with the federal government; a few are state employees, private employees, and federal employees. As compared to Washington’s general workers’ compensation scheme, the law made it easier for Hanford's federal contract workers to establish entitlement to workers’ compensation, thus increasing workers’ compensation costs for the federal government. The Ninth Circuit upheld the law as within the scope of a federal waiver of immunity, 40 U.S.C. 3172.A unanimous Supreme Court reversed. Washington’s law facially discriminates against the federal government and its contractors; section 3172 does not clearly and unambiguously waive immunity from discriminatory state laws, so Washington’s law is unconstitutional. While section 3172(a) says that “[t]he state authority charged with enforcing and requiring compliance with the state workers’ compensation laws . . . may apply [those] laws to all land and premises in the State which the Federal Government owns,” and “to all projects, buildings, constructions, improvements, and property in the State and belonging to the Government, in the same way, and to the same extent as if the premises were under the exclusive jurisdiction of the State,” the waiver does not “clear[ly] and unambiguous[ly]” authorize a state to enact a discriminatory law that facially singles out the federal government for unfavorable treatment.The Court held that the case was not moot, despite Washington’s enactment of a new statute that, arguably, applies retroactively. View "United States v. Washington" on Justia Law

The Supreme Court affirmed in part and vacated in part the order of the superior court granting declaratory and injunctive relief in favor of Plaintiff in this action brought under the Law Enforcement Officers' Bill of Rights (LEOBOR), holding that remand was required for an order complying with the provisions of R.I. Gen. Laws 42-28.6-4 and restoration of Plaintiff's salary and benefits to the status quo ante.Plaintiff filed a complaint against the Rhode Island Commerce Corporation, the Rhode Island Airport Corporation and related defendants (collectively, Defendants) seeking a judgment declaring that she was entitled to the rights and benefits set forth under LEOBOR and seeking reinstatement to her position as the deputy chief of the Rhode Island Airport Police Department (RIAPD). The Supreme Court vacated the judgment in part, holding (1) Plaintiff was entitled to the protections granted to law enforcement officers in the LEOBOR statute; and (2) because Defendants terminated Plaintiff in violation of section 42-28.6-4(a) Plaintiff was entitled to all of the salary and benefits she would have received had she not been wrongfully terminated. View "Ricci v. R.I. Commerce Corp." on Justia Law

The Supreme Court affirmed the judgment of the court of appeals denying a writ of mandamus ordering the Industrial Commission of Ohio to vacate its decision granting a specific safety requirement (VSSR) award to Josue Morales, holding that Target Auto Repair failed to establish plain error in the proceedings below.Morales sustained injuries while working as a technician for Target Auto Repair. His workers' compensation claim was allowed for multiple conditions. The Commission further granted Morales's application for a VSSR award in the amount of fifty percent of the maximum weekly rate. Target Auto Repair subsequently brought this mandamus action. The court of appeals denied the mandamus request. The Supreme Court affirmed, holding that Target Auto Repair may not appeal the court of appeals' adoption of findings of fact or conclusions of law to which it failed timely to object. View "State ex rel. Target Auto Repair v. Morales" on Justia Law

Stamey began working at Forest River in 2007 at age 51. He accumulated a strong work record, receiving several raises and avoiding any discipline. Stamey claims that his coworkers began harassing him in 2017 when he was 61. The alleged harassment continued for roughly 10 months and included verbal harassment, which Stamey described as escalating to the point where he “caught old age insults practically every morning on [his] way into the building, when [he] left for the day, during breaks, and whenever [he] walked into other parts of the plant.” The harassment also included interference with Stamey’s work. His coworkers repeatedly defaced his workstation, writing profanity on his tool cabinet, in the bathroom, and around the plant, and zip-tying his tools together. He resigned in 2018 at age 62 and sued, alleging that the company constructively discharged him in violation of the Age Discrimination in Employment Act by refusing to address a relentless and ruthless campaign of age‐based harassment by his coworkers.The district court granted River Forest summary judgment. The Seventh Circuit reversed. While the case is close, viewing the facts and drawing all reasonable inferences in Stamey’s favor, a jury could return a verdict in Stamey’s favor. If Forest River shows that Stamey’s account lacks credibility, the company may prevail. View "Stamey v. Forest River, Inc." on Justia Law

Plaintiff appealed the district court’s new orders on damages, attorneys’ fees, and costs in his suit against American Airlines (“AA”) pursuant to the Uniformed Services Employment and Reemployment Rights Act ("USERRA"). Plaintiff challenged the district court’s determination as to the equivalence of the position as the basis for its reassessed damages as well as the methods by which the district court calculated the new costs and fees award.   The Fourth Circuit affirmed the district court’s award. The court wrote that the sole factual determination before the district court on remand was whether the position AA offered to Plaintiff on October 22 was equivalent to his escalator position as a line pilot. Section 4313(a)(3)(A) instructs that the alternative position must be one the individual is “qualified to perform” and which is “equivalent in seniority, status, and pay.” The court explained that district courts are best positioned to make factual determinations concerning warranted damages and the need for costs and fees.   Here, the court held that Plaintiff’s arguments fail to convince the court of the clear error in the district court’s determination as to the equivalence of the position AA offered. Further, the district court’s total award in attorneys’ fees based on these calculations does not constitute an abuse of discretion. The court employed the proper methodology: It calculated the lodestar by multiplying a reasonable hourly rate by the number of hours reasonably expended, appropriately considering the relevant factors. Ultimately, Plaintiff failed to demonstrate that any aspect of the district court’s fee award determination constitutes an abuse of its broad discretion. View "Thomas Harwood, III v. American Airlines, Inc." on Justia Law

Plaintiff filed a consolidated class action against his former employer, Pacific Bell Telephone Company ("Employer"). Plaintiff claimed Employer violated California law by failing to provide lawful meal and rest periods and failing to provide lawful itemized wage statements among other Labor Code violations. Plaintiff appealed four orders of the trial court: 1) an order denying class certification to five meal and rest period classes; (2) an order granting summary adjudication of Plaintiff's claim relating to wage statements; (3) an order striking Plaintiff's claim under section 226, subdivision (a)(6); and (4) an order granting summary adjudication of Plaintiff's claim under the Labor Code Private Attorneys General Act of 2004 ("PAGA").Preliminarily, the Second Appellate District held that Plaintiff's third issue challenging the trial court's order striking his claim under section 226, subdivision (a)(6) was not appealable. Moving on to the merits of the remaining claims, the court held 1.) the trial court erred in refusing to certify the meal and rest period classes based on its conclusion that common issues do not predominate; 2.) the trial court properly denied Plaintiff's wage-statement claim; and 3.) the trial court properly dismissed plaintiff's PAGA claim. View "Meza v. Pacific Bell Telephone Co." on Justia Law

The Catholic Diocese of Jackson, Mississippi filed an interlocutory appeal of its motion to dismiss claims stemming from its termination of Arie Mattheus de Lange. The Diocese argued that, pursuant to the ecclesiastical abstention doctrine found in the First Amendment of the United States Constitution, Lange's employment action be dismissed for lack of subject-matter jurisdiction. The circuit court disagreed and determined that “the resolution of these claims will not require immersion into the faith, discipline and doctrine of the Catholic Church or the Code of Canon Law.” After careful review, the Mississippi Supreme Court concluded the circuit court erred and that the First Amendment demanded dismissal. View "Catholic Diocese of Jackson, Mississippi v. De Lange" on Justia Law

In this workplace injury case, the Supreme Court conditionally granted YRC, Inc.'s petition for writ of mandamus and directed the trial court to vacate its order denying YRC's motion for leave to designate a responsible third party and to grant the motion, holding that YMC's motion was timely, contrary to the trial court's conclusion.Defendants in this case sought to designate Plaintiff's employer as a responsible party sixty-two days before the suit's third trial setting and more than five years the injury. The trial court denied the motion, concluding that it was untimely. The court of appeals denied mandamus relief. The Supreme Court conditionally granted mandamus relief, holding (1) the motion was timely filed and pleaded sufficient facts; and (2) there was no applicable limitations period for Plaintiff to join the third-party employer as a defendant on tort cause of action because workers' compensation was his exclusive remedy. View "In re YRC Inc." on Justia Law