Justia Labor & Employment Law Opinion Summaries

The Unions represent PG employees. Each union's collective bargaining agreement (CBA) with PG required PG to provide health insurance to union employees. A separate provision governed dispute resolution with a grievance procedure that culminated in binding arbitration. The CBAs had durational clauses and expired in March 2017; the arbitration provisions had no separate durational clauses. Two months before their expiration, PG sent letters to the unions, stating that upon expiration, "all contractual obligations of the current agreement shall expire. [PG] will continue to observe all established wages, hours and terms and conditions of employment as required by law, except those recognized by law as strictly contractual, after the Agreement expires. With respect to arbitration, the Company will decide its obligation to arbitrate grievances on a case-by-case basis." While negotiating new CBAs, the parties operated under certain terms of the expired agreements. The unions claim that in 2019, PG violated the expired CBAs by failing to provide certain health-insurance benefits. The unions filed grievances under the dispute-resolution provisions. PG refused to arbitrate, stating that the grievance involved occurrences that arose after the contract expired. The Unions argued implied-in-fact contracts had been formed.The district court granted PG summary judgment. The Third Circuit affirmed, overruling its own precedent. As a matter of contract law, the arbitration provisions here, because they do not have their own durational clauses, expired with the CBAs. View "Pittsburgh Mailers Union Local Union 22 v. PG Publishing Co., Inc." on Justia Law

The Supreme Judicial Court answered two questions of law concerning the authority of counsel or the courts to protect the interests of putative class members when the named plaintiff has died, no party has been substituted for the named plaintiff and no motion has been made to certify the putative class.Charles Kingara brought this lawsuit alleging both class and individual causes of action arising under the wage act, the minimum fair wage law, and the overtime law. Before Kingara's counsel had filed for class certification Kingara died. Thereafter, Plaintiff's counsel filed a motion to order notice to putative class members informing them of Kingara's death and inviting them to join the action. After the motion was granted, Defendants filed a petition for interlocutory relief, which resulted in the questions of law before this Court. The Supreme Judicial Court held that, under the circumstances, counsel had no authority to act on behalf of Kingara or the putative class, but the courts may act to protect the interests of the putative class members when those individuals would face significant prejudice without notice. View "Kingara v. Secure Home Health Care Inc." on Justia Law

The Court of Appeal reversed the district court's grant of summary judgment in favor of defendants in a whistleblower retaliation action brought by plaintiff. Plaintiff brought his whistleblower claims in three causes of action, alleging violations of three statutes: Labor Code section 1102.5, Government Code section 8547 et seq., and Health and Safety Code section 1278.5.In Lawson v. PPG Architectural Finishes, Inc. (2022) 12 Cal.5th 703, the California Supreme Court clarified the legal framework that applies to claims under Labor Code Section 1102.5. The court stated that, while Lawson did not discuss Government Code section 8547.10, that statute contains nearly identical language to the language analyzed by the state Supreme Court. Therefore, the court concluded that Lawson's legal framework also applies to plaintiff's Government Code claim. In this case, defendants relied on a legal standard inconsistent with Lawson in seeking summary adjudication of plaintiff's Labor and Government Code claims, and thus the court reversed and remanded as to those claims.In regard to plaintiff's third claim under Health and Safety Code section 1278.5, the court concluded that Lawson did not change the legal framework. The court also concluded that a triable issue of material fact exists regarding whether the stated reasons for termination were pretextual. Accordingly, the court reversed and remanded the matter for further proceedings. View "Scheer v. Regents of the University of California" on Justia Law

Plaintiffs Jose Mejia et al. appealed following a jury verdict in favor of defendant Roussos Construction, Inc. Principally, they contended the trial court erred in its instructions to the jury regarding the “ABC test” which determined whether a worker was an employee or an independent contractor for purposes of California wage laws. The trial court had instructed the jury that before the ABC test was applied, plaintiffs had to first establish that they were hired by Roussos Construction or its agent. The Court of Appeal agreed this was error. Plaintiffs also raised several contentions contingent on the Court of Appeal finding plaintiffs were misclassified as independent contractors as a matter of law. The Court reversed the trial court and remanded for a new trial. The Court did not reach plaintiffs' second argument in light of its mandate for a new trial. View "Mejia v. Roussos Construction, Inc." on Justia Law

The Supreme Court reversed the judgment of the compensation court denying James Spratt's request seeking to modify his workers' compensation award, holding that the compensation court erred in holding that it lacked the statutory to do so and, alternatively, that the principal of finality precluded relief.Spratt injured his back while working for Crete Carrier Corporation and received a workers' compensation award granting medical rehabilitation services for his lumbar back. Spratt subsequently requested that the compensation court modify the original award so that he may receive thoracic back treatment. The compensation court denied Spratt's request for modification. The Supreme Court reversed, holding (1) the compensation court erred in concluding that it lacked the power to modify the original award to treat Spratt's thoracic back; and (2) modification was not precluded by the law-of-the-case doctrine. View "Spratt v. Crete Carrier Corp." on Justia Law

The Supreme Judicial Court held that, where a franchisee is an "individual performing any service" for a franchisor, the three-prong test set forth in the independent contractor statute, Mass. Gen. Laws ch. 149, 148B, applies to the relationship between a franchisor and the individual and is not in conflict with the franchisor's disclosure obligations under the "FTC Franchise Rule."Plaintiffs filed a complaint alleging that they were 7-Eleven employees and had been misclassified as independent contractors in violation of the independent contractor statute, Mass. Gen. Laws ch. 149, 148B. A federal judge granted summary judgment in favor of Eleven, concluding that the independent contractor statue does not apply to franchisee-franchisor relationships because there is a conflict because that statute and the FTC franchise Rule, 16 C.F.R. 436.1 et seq., a series of regulations promulgated by the Federal Trade Commission (FTC) regarding franchises. The Supreme Judicial Court answered a certified question, holding that the independent contractor statute applies to the franchisor-franchisee relationship and is not in conflict with the franchisor's disclosure obligations set forth in the FTC Franchise Rule. View "Patel v. 7-Eleven, Inc." on Justia Law

The Fifth Circuit affirmed the district court's judgment in this civil rights action brought by plaintiff against his prior employer with one exception: the court reversed as to the hostile work environment claim. The court concluded that, under the totality of the circumstances, a single incident of harassment, if sufficiently severe, can give rise to a viable Title VII claim. In this case, the incident plaintiff has pleaded, that his supervisor directly called him a racial epithet containing the n-word in front of his fellow employees, states an actionable claim of hostile work environment. The court remanded for further consideration. View "Woods v. Cantrell" on Justia Law

In 1988, Pacifica voters approved Measure F, entitled “Firefighter Dispute Resolution Process Impasse Resolution Procedures: Minimum Wages and Benefits For Firefighters,” which prescribes procedures to be followed in the event of an impasse in labor disputes with Pacifica firefighters. Under this measure, absent other agreement, the top step salaries of fire captains in the city are to be set at an amount not less than the average for top step salaries of fire captains in five neighboring cities. After an impasse in negotiations occurred in 2019, the Pacifica Firefighters Association (PFFA) sought declaratory relief requiring the City to follow Measure F.The trial court denied the petition, finding Measure F preempted by state law, the Meyers-Milias-Brown Act (MMBA), Government Code section 3500, and an unlawful delegation of power. The court of appeal affirmed. Measure F is unenforceable as a usurpation of authority the Legislature granted exclusively to the city council in section 3505.7. View "Pacifica Firefighters Association v. City of Pacifica" on Justia Law

The Ninth Circuit amended its prior opinion, denied a petition for panel rehearing, denied a petition for rehearing en banc on behalf of the court, and ordered that no further petitions shall be entertained.In the amended opinion, the panel affirmed the district court' s order denying qualified immunity to Police Chief James McElvain on plaintiff's First Amendment and Equal Protection disparate treatment claim. The panel stated that McElvain was profoundly mistaken in arguing that to state an equal protection claim, proof of discriminatory animus alone was insufficient, and plaintiff must show that defendants treated plaintiff differently from other similarly situated individuals. Rather, the panel held that the existence of a comparator is not a prerequisite to stating a disparate treatment claim under the Fourteenth Amendment. In this case, plaintiff established a prima facie claim for disparate treatment and the record supported the conclusion that McElvain's articulated reasons for not promoting Ballou were pretextual.In regard to McElvain's argument that he is entitled to qualified immunity on plaintiff's claim that she was retaliated against in violation of the Equal Protection Clause of the Fourteenth Amendment, the panel cannot discern from the district court's order whether it has jurisdiction under the collateral order doctrine to resolve that question, and thus the panel remanded to the district court to clarify its ruling. Finally, the panel concluded that plaintiff's speech opposing sex discrimination in the workplace was inherently speech on a matter of public concern and was clearly protected by the First Amendment. View "Ballou v. McElvain" on Justia Law

The issue this case presented for the Oregon Supreme Court's review centered on whether a truck driver (claimant) who sustained injuries while driving a truck that he leased directly from a trucking company, with restrictions that prohibited him from driving the truck for the use of any other company, was a “subject worker” within the meaning of ORS 656.027 such that the trucking company was required to provide workers’ compensation insurance coverage for claimant’s injuries. SAIF and Robert Murray, the owner of Bob Murray Trucking (BMT), a for-hire carrier, sought review of the Court of Appeals’ opinion affirming the final order of the Workers’ Compensation Board: that claimant was a subject worker of BMT under the workers’ compensation laws and did not qualify for the exemption to “subject worker” status contained in ORS 656.027(15)(c). To this the Supreme Court agreed and affirmed the decision of the Court of Appeals and the Workers’ Compensation Board’s final order. View "SAIF v. Ward" on Justia Law