Justia Labor & Employment Law Opinion Summaries

An employee of Texas Tech University Health Sciences Center–El Paso applied for the position of chief of staff to the university president but was not selected. Instead, a significantly younger candidate was chosen. The employee alleged that she was not selected due to age discrimination, in violation of Chapter 21 of the Texas Labor Code. The university argued that the president hired the more qualified candidate and that there was no evidence of pretext for discrimination.The trial court denied the university’s plea to the jurisdiction, and the Court of Appeals for the Eighth District of Texas affirmed the trial court’s decision regarding the age-discrimination claim. The court of appeals held that there was a genuine issue of material fact as to whether age was a motivating factor in the university’s decision not to select the employee for the chief-of-staff position. However, the court of appeals reversed the trial court’s decision regarding the retaliation claim, which the employee did not challenge further.The Supreme Court of Texas reviewed the case and held that the employee did not present sufficient evidence to create a genuine issue of material fact that the university’s stated reasons for not selecting her were a pretext for age discrimination. The court concluded that the university’s reasons for hiring the younger candidate were legitimate and nondiscriminatory, and the employee failed to show that these reasons were false or that age was a motivating factor in the decision. Consequently, the Supreme Court of Texas reversed the court of appeals’ judgment regarding the age-discrimination claim and rendered judgment dismissing the case for lack of jurisdiction. View "TEXAS TECH UNIVERSITY HEALTH SCIENCES CENTER-EL PASO v. FLORES" on Justia Law

Christina Leeper entered into an independent contractor agreement with Shipt, Inc. to provide services as a Shipt shopper. The agreement included an arbitration clause requiring all disputes to be resolved through binding arbitration. Leeper filed a complaint against Shipt and its parent company, Target Corporation, under the Private Attorneys General Act of 2004 (PAGA), alleging that Shipt misclassified her and other workers as independent contractors, violating multiple provisions of the Labor Code. Leeper sought civil penalties and injunctive relief on behalf of herself and other aggrieved employees.The Superior Court of Los Angeles County denied Shipt and Target's motion to compel arbitration, reasoning that Leeper's PAGA action did not include any individual claims subject to arbitration under the parties' agreement. The court concluded that the action was solely a representative PAGA suit without any individual causes of action to compel to arbitration.The California Court of Appeal, Second Appellate District, reviewed the case and reversed the lower court's decision. The appellate court held that every PAGA action necessarily includes an individual PAGA claim based on the unambiguous statutory language and legislative history. Consequently, the court directed the lower court to issue a new order compelling arbitration of Leeper's individual PAGA claim and staying the litigation of the representative PAGA claim portion of the lawsuit. The appellate court awarded costs on appeal to Shipt and Target. View "Leeper v. Shipt, Inc." on Justia Law

Yaakov Markel, an Orthodox Jewish man, worked as a mashgiach for the Union of Orthodox Jewish Congregations of America (OU) from 2011 to 2018. His role involved supervising food preparation to ensure kosher compliance, particularly for grape products. Markel claimed that his supervisor, Rabbi Nachum Rabinowitz, promised him a promotion and a raise, which he did not receive, and that OU withheld certain overtime compensation. Markel resigned and filed suit, bringing wage and hour and fraud and misrepresentation claims against OU and Rabbi Rabinowitz.The United States District Court for the Central District of California granted summary judgment in favor of the defendants, holding that the First Amendment’s ministerial exception barred Markel’s employment-related claims. The court determined that OU is a religious organization and that a mashgiach is considered a minister within Orthodox Judaism, thus invoking the ministerial exception.The United States Court of Appeals for the Ninth Circuit affirmed the district court’s decision. The Ninth Circuit held that the ministerial exception categorically barred Markel’s claims because OU is a religious organization and a mashgiach is a minister. The court emphasized that the acceptance of revenue does not deprive an organization with a religious mission of First Amendment protections. The court also rejected Markel’s argument that the ministerial exception was inapplicable because his dispute involved only secular issues, noting that a religious institution’s decisions, even if facially secular, are often intertwined with religious doctrine. The court further held that the ministerial exception protects both religious organizations and their leaders from claims brought by ministerial employees. View "MARKEL V. UNION OF ORTHODOX JEWISH CONGREGATIONS OF AMERICA" on Justia Law

Two Starbucks employees, Echo Nowakowska and Tristan Bussiere, were terminated after engaging in labor organizing activities. Starbucks claimed the terminations were due to policy violations and poor performance. However, the National Labor Relations Board (NLRB) found that the terminations were motivated by the employees' organizing activities, violating Sections 8(a)(1) and 8(a)(3) of the National Labor Relations Act (NLRA). The NLRB sought enforcement of its order, while Starbucks cross-petitioned for review on several issues, including the constitutionality of the NLRB's administrative law judges (ALJs) and the sufficiency of evidence supporting the NLRB's conclusions.The ALJ concluded that Starbucks failed to prove it would have terminated the employees absent their organizing activities. The ALJ found substantial evidence that the terminations and reduction in hours were motivated by anti-union animus, supported by internal communications and the timing of disciplinary actions. The NLRB adopted the ALJ's findings and ordered Starbucks to reinstate the employees and compensate them for lost earnings and benefits.The United States Court of Appeals for the Third Circuit reviewed the case. The court held that it lacked jurisdiction to consider Starbucks' constitutional challenge to the ALJ removal protections and found that Starbucks failed to demonstrate injury from these protections. The court also found substantial evidence supporting the NLRB's conclusions that the terminations and reduction in hours were due to the employees' organizing activities. Additionally, the court upheld the NLRB's finding that Starbucks knew about the employees' recording activities before their terminations, precluding the use of after-acquired evidence to limit remedies.However, the court vacated the portion of the NLRB's order requiring Starbucks to compensate the employees for direct or foreseeable pecuniary harms, finding it exceeded the Board's authority under the NLRA. The case was remanded for further proceedings consistent with the court's opinion. View "NLRB v. Starbucks Corp" on Justia Law

Pauline Mary Huff filed a class action and a Private Attorneys General Act (PAGA) action against her former employer, Interior Specialists, Inc., alleging various wage-and-hour violations. Huff opposed the motion to compel arbitration, arguing that the arbitration agreement was invalid because it was signed by someone else named "William" in DocuSign. The trial court found sufficient evidence that Huff consented to the agreement and granted the motion to compel arbitration.The trial court consolidated the class and PAGA actions. Interior Specialists then moved to compel Huff’s PAGA claims to arbitration. The trial court reiterated its earlier finding that Huff validly signed the agreement and, relying on the U.S. Supreme Court’s decision in Viking River Cruises, Inc. v. Moriana, ordered Huff’s individual PAGA claims to arbitration and dismissed her nonindividual PAGA claims without prejudice for lack of standing.Huff appealed the October 21, 2022 order, arguing that the trial court erred in dismissing her nonindividual PAGA claims and in finding that she signed the arbitration agreement. The California Court of Appeal, Fourth Appellate District, concluded that Huff timely appealed the October 21 order. On the merits, the court reversed the dismissal of Huff’s nonindividual PAGA claims based on the California Supreme Court’s decision in Adolph v. Uber Technologies, Inc., which rejected Viking River’s interpretation of California law on standing. The court did not address Huff’s arguments concerning the electronic signature, as the reversal based on Adolph rendered it unnecessary.The court remanded the case with directions to stay Huff’s nonindividual PAGA claims pending the completion of arbitration. Huff was awarded her costs on appeal. View "Huff v. Interior Specialists, Inc." on Justia Law

The case involves 11 public charter schools (the Schools) seeking to overturn a decision by the Public Employment Relations Board (PERB). PERB found that the Schools violated section 3550 of the Prohibition on Public Employers Deterring or Discouraging Union Membership by sending e-mails that tended to influence employees' decisions regarding union representation by United Teachers Los Angeles (UTLA). The Schools argued that PERB's interpretation of section 3550 was erroneous and that the statute was unconstitutional as it violated free speech protections.The administrative law judge (ALJ) initially dismissed the allegations, finding that the e-mails did not contain threats or promises and thus did not violate the Educational Employment Relations Act (EERA). However, PERB, applying its new interpretation from Regents I and Regents II decisions, found that the e-mails violated section 3550 because they tended to influence employee choice regarding union membership. PERB rejected the Schools' defenses, including claims of business necessity and constitutional free speech rights.The California Court of Appeal, Second Appellate District, reviewed the case. The court upheld PERB's interpretation of section 3550, finding it not clearly erroneous. The court also rejected the Schools' constitutional claims, determining that section 3550 regulates only government speech, which is not protected by the First Amendment or the California Constitution. The court found that the Schools, as public employers, and their administrators and Alliance CMO, as agents, were engaged in government speech when communicating about union matters.The court concluded that substantial evidence supported PERB's findings that the Schools could be held responsible for the e-mails sent by Alliance CMO and the School administrators under theories of actual and apparent authority. The court affirmed PERB's decision and order. View "Alliance Marce & Eva Stern Math & Sci. High Sch. v. PERB" on Justia Law

The plaintiff, a former employee of the defendant, sustained a compensable injury to his lumbar spine in 1994 while working. He continued to work until his voluntary retirement in 2003, after which his condition worsened, leading to further medical treatment and surgery in 2013. In 2015, the plaintiff sought total incapacity benefits retroactive to his retirement. The workers’ compensation commissioner awarded him benefits starting from December 30, 2017, and for a three-month period following his 2013 surgery, but not from his retirement date in 2003.The defendant appealed to the Compensation Review Board, arguing that the commissioner misapplied the law by awarding benefits after unauthorized medical treatment and to a voluntarily retired claimant. The board affirmed the commissioner’s decision, finding the award of benefits appropriate under the statute.The defendant then appealed to the Appellate Court, which reversed the board’s decision. The Appellate Court concluded that the plaintiff was not eligible for total incapacity benefits because his incapacity occurred after his voluntary retirement and he had no intention of returning to the workforce.The Supreme Court of Connecticut reviewed the case and concluded that under the plain language of General Statutes § 31-307 (a), a claimant who sustains a compensable workplace injury is eligible for total incapacity benefits regardless of whether the incapacity occurs before or after voluntary retirement. The court reversed the Appellate Court’s judgment and remanded the case for consideration of the defendant’s alternative claim regarding the necessity and availability of the plaintiff’s 2013 surgery. View "Cochran v. Dept. of Transportation" on Justia Law

Joe David Hudson was injured while working for Joplin Regional Stockyards, Inc. (JRS) in 2002. In 2005, Hudson, JRS, and JRS' insurer, Star Insurance Company, entered into a settlement agreement where Hudson received an $80,000 lump sum. The settlement left future medical expenses for Hudson's left ankle open. In 2011, Hudson had a below-the-knee amputation, which Star refused to cover. Hudson filed the settlement in circuit court in 2013, and the court rendered judgment in accordance with the settlement. Hudson later filed an equitable garnishment action, leading Star to pay $92,000 for his medical bills. In 2015, Star agreed to reimburse Hudson up to $610,311.75 for future medical expenses. In 2016, Hudson and JRS entered into a subordination agreement, acknowledging all payments due under the judgment had been received.In 2022, Hudson filed a motion to revive the judgment, which JRS opposed, arguing the judgment had been satisfied and the Division of Workers' Compensation had not determined the future medical care provision. JRS also filed a motion for relief from the judgment, claiming it was void due to lack of due process. The Circuit Court of Jasper County sustained Hudson's motion to revive the judgment and overruled JRS' motion for relief.The Supreme Court of Missouri reviewed the case and determined that JRS had standing to appeal. The court found that the circuit court erred in reviving the judgment because JRS had satisfied the judgment by paying the $80,000 lump sum. The court reversed the circuit court's order sustaining Hudson's motion to revive the judgment and overruled Hudson's motion to revive the judgment. Hudson's motion for damages for a frivolous appeal was also overruled. View "Hudson v. Joplin Regional Stockyards, Inc." on Justia Law

A dental hygienist brought claims for sex discrimination, retaliation, and negligence against her former employer and supervisors. She alleged that her supervisor made repeated sexual advances and harassed her throughout her employment. The United States District Court for the Southern District of New York granted summary judgment in favor of the defendants on the retaliation claims and allowed the other claims to proceed to trial. A jury awarded the plaintiff $575,000 in emotional distress damages and $2 million in punitive damages. However, the district court granted a motion for a new trial, finding the damages excessive and indicative of unfair prejudice. In the second trial, the court precluded certain evidence, and the jury awarded the plaintiff only $1 in nominal damages.The plaintiff appealed the district court’s summary judgment ruling, the order granting a new trial, and the evidentiary rulings. The United States Court of Appeals for the Second Circuit reviewed the case. The court affirmed the district court’s summary judgment on the retaliation claims, agreeing that the plaintiff did not engage in protected activity as required for such claims. The court also upheld the district court’s decision to grant a new trial, finding no abuse of discretion in the determination that the jury’s damages award was excessive and indicative of prejudice. Additionally, the court affirmed the district court’s evidentiary rulings, including the exclusion of the plaintiff’s psychiatric records, portions of a coworker’s deposition testimony, and an anonymous fax.The Second Circuit concluded that the district court did not err in any of its challenged rulings and affirmed the judgment of the district court. View "Qorrolli v. Metropolitan Dental Associates" on Justia Law

Broadgate, Inc. employed an H-1B visa holder who filed a complaint with the Department of Labor’s Wage and Hour Division in February 2018, alleging that Broadgate had not paid him the full wages required by the Immigration and Nationality Act. The Division’s investigation substantiated the claim and found additional violations, including failure to post required workplace notices. Consequently, the Division issued a determination letter in December 2018, finding Broadgate had willfully violated the Act, barring it from the H-1B program for two years, requiring payment of back wages, and assessing a civil penalty.Broadgate sought review before an Administrative Law Judge (ALJ), challenging only the determination regarding the workplace notices. The ALJ agreed with Broadgate, vacating the determination. However, the Department’s Administrative Review Board reversed this decision. On remand, Broadgate argued that the Division exceeded its authority by investigating violations not alleged in the original complaint. The ALJ rejected this argument, and the Review Board and the district court affirmed the Director’s imposition of fines and penalties.The United States Court of Appeals for the Sixth Circuit reviewed the case. Broadgate argued that the District Director lacked authority to issue the determination letter and that the Wage and Hour Division exceeded its authority by investigating the notice violations. The court held that the presumption of regularity applied, meaning the Director’s issuance of the letter was presumptive proof of her authority. The court also found that the Division was entitled to investigate the notice violations discovered during the investigation of the wage complaint. The court affirmed the district court’s judgment, rejecting Broadgate’s arguments. View "Broadgate, Inc v. Su" on Justia Law