Justia Labor & Employment Law Opinion Summaries

In 2013, Bullock, a civilian employed by the Army, received a formal letter of reprimand from her supervisor. Bullock filed an EEO claim alleging sex discrimination and retaliation. In proceedings before the EEOC’s mediation program, Bullock was represented by her attorney, Elliott; the Army was represented by its management official Shipley, and attorney Lynch. According to Bullock, the parties reached agreement as to seven non-monetary demands on July 29 and reached an oral agreement regarding her monetary demands on August 27, 2015. The mediating administrative judge sent an email to the parties asking for the “agency’s understanding of the provisions of the settlement agreement” and noting that, “[o]nce we confirm that the parties are in complete agreement, the agency can begin work on the written settlement agreement.”. No written settlement agreement was executed. In September, the Army “rescinded its settlement offer.” Bullock continued to press her claims before the EEOC for a year, then filed a breach of contract claim regarding an oral settlement agreement.The Federal Circuit reversed the dismissal of the complaint, rejecting an argument that EEOC and Army regulations, requiring that settlement agreements be in writing, preclude enforcement of oral settlement agreements. The court remanded for a determination of whether the representative of the Army had the authority to enter a settlement agreement and whether the parties actually reached an agreement. View "Bullock v. United States" on Justia Law

The Supreme Court affirmed the judgment of the court of appeals upholding the constitutionality of the 2018 amendment to Ky. Rev. Stat. 342.730(4), which terminates workers' compensation income benefits when the recipient reaches the age of seventy or four years from the date of injury or last injurious exposure, holding that the statute is constitutional.Plaintiffs brought separate appeals arguing that the amendment (1) was unconstitutional under the state and federal Equal Protection Clauses because it discriminates based on the income-benefit recipient's age, and (2) was unconstitutional special legislation because it applied only to older income-benefits recipients. The court of appeals upheld the constitutionality of the statute's age classification. The Supreme Court affirmed, holding that the court of appeals correctly rejected the constitutional challenges to the statute. View "Cates v. Kroger" on Justia Law

The Supreme Court affirmed the decision of the court of appeals upholding the 2018 amendment to Ky. Rev. Stat. 342.730(4), holding that the statutory amendment did not violate the Contracts Clause of the federal and state constitutions.The statutory amendment at issue terminates workers' compensation income benefits when the recipient of the benefits reaches the age of seventy or four years from the date of injury or last injurious exposure, whoever occurs last. Plaintiffs challenged the constitutionality of the amendment. The court of appeals held that the amendment did not violate the Contracts Clause of the state and federal constitutions and that the statute was reasonable. The Supreme Court affirmed, holding that the 2018 amendment did not violate the Contracts Clause of the Federal or Kentucky Constitutions. View "Dowell v. Matthews Contracting" on Justia Law

The Supreme Court affirmed the decision of the court of appeals affirming the judgment of the circuit court holding that substantial evidence supported the $200,000 assessment of Kentucky Retirement Systems in actuarial costs against the City of Villa Hills following the retirement of one of its employees, holding that the court of appeals properly resolved all of the City's issues in favor of the Retirement Systems.The Retirement Systems found that increases in the employee's compensation over the five years preceding his retirement was not the direct result of a bona fide promotion or career advancement and so shifted the added actual cost of the retired employee's pension benefits to the City. The circuit court and court of appeals affirmed. The Supreme Court affirmed, holding that none of the City's arguments on appeal warranted reversal. View "City of Villa Hills v. Kentucky Retirement Systems" on Justia Law

The Supreme Court reversed the judgment of the circuit court affirming the decision of the South Dakota Department of Labor and Regulation (Department) concluding that it lacked jurisdiction over Plaintiff's claim seeking workers' compensation benefits, holding that the Department had the authority to adjudicate Plaintiff's claim.Plaintiff was injured in Wyoming while working at a job for Defendant, a corporation formed and headquartered in South Dakota. Plaintiff applied for and received workers' compensation benefits in Wyoming. Later, Plaintiff sought benefits in South Dakota, which has more favorable workers' compensation statutes. The South Dakota Department of Labor and Regulation dismissed the petition, concluding that it lacked jurisdiction. The circuit court affirmed. The Supreme Court reversed, holding that South Dakota had a substantial connection to the parties' employment relationship sufficient to provide the Department with authority to adjudicate Plaintiff's claim. View "Anderson v. Tri State Construction, LLC" on Justia Law

The Supreme Court reversed the portion of the judgment of the court of appeals applying the law of the case doctrine to this appeal of an award of workers' compensation benefits but affirmed the judgment of the court of appeals upholding the Workers Compensation Commission's award of benefits to Plaintiff, holding that the evidence supported the award.Plaintiff's claim was initially denied on the basis that, although Plaintiff had clearly suffered an injury, he failed to establish an identifiable incident or sudden precipitating event that caused the injury. The Commission reversed the Deputy Commissioner's ruling and entered an award of benefits. The court of appeals ultimately affirmed. The Supreme Court affirmed in part and reversed in part, holding (1) the court of appeals erred in its application of the law of the case doctrine; and (2) the evidence supported the Commission's award of benefits to Plaintiff. View "City of Charlottesville v. Sclafani" on Justia Law

The Supreme Judicial Court reversed the order of the trial court dismissing Plaintiff's complaint with respect to all counts in the complaint with the exception of the public policy claim, holding that Plaintiff's complaint stated a claim for which relief may be granted.Plaintiff filed a complaint against the Children's Hospital Corporation (CHC) under the Domestic Violence and Abuse Leave Act (DVLA), Mass. Gen. Laws ch. 149, 52E, alleging that it terminated her employment after she disclosed to CHC that her abuser had violated the terms of a harassment prevention order and that Plaintiff had reported the violation to the police. Plaintiff further asserted that her termination contravened the Commonwealth's public policy to protect victims of abusive behavior. The trial court allowed CHC's motion to dismiss. The Supreme Judicial Court affirmed in part and reversed in part, holding (1) Plaintiff's complaint stated a ground upon which relief could be granted; and (2) a public policy ground for relief was unavailable. View "Osborne-Trussell v. Children's Hospital Corp." on Justia Law

Plaintiff filed suit against her former employer, WTW, alleging civil conspiracy under Texas law, a hostile work environment under Title VII of the Civil Rights Act of 1964 and the Americans with Disabilities Act of 1990 (ADA), disability discrimination under the ADA, racial discrimination, and wrongful termination.The Fifth Circuit affirmed the district court's grant of WTW's motion for summary judgment. The court concluded that, while plaintiff did exhaust her disability discrimination and failure-to-accommodate claims, she failed to exhaust her claims of race discrimination and a hostile work environment. The court also concluded that plaintiff has not raised a genuine issue of material fact as to her failure-to-accommodate and disability discrimination claims, and WTW is entitled to judgment as a matter of law. The court further concluded that the district court did not abuse its discretion in denying plaintiff's motion to alter or amend the judgment and plaintiff has not shown that the district court abused its discretion in taxing costs against her. View "Jennings v. Towers Watson" on Justia Law

After plaintiff left her employment at HKFS, she filed suit seeking a declaratory judgment that the restrictive covenants in her various employment contracts were unenforceable. HFKS brought counterclaims against plaintiff and a third-party complaint against plaintiff's new employer, Mariner.The Eighth Circuit reversed the district court's order preliminarily enjoining plaintiff from breaching the non-compete and nonsolicitation provisions in her employment contracts. The court agreed with plaintiff and Mariner that the non-compete provision did not survive her termination of the Employment Agreement. Because HKFS is not likely to prevail on the merits of its breach of contract claim with respect to the non-compete provision, the district court erred in enjoining plaintiff from violating that provision. In regard to the non-solicitation provision in plaintiff's contract, the court concluded that South Dakota law applies under the agreement's choice-of-law provision, and such provisions cannot prevent a former employee from accepting unsolicited business. Therefore, the non-solicitation agreement, in part, violates South Dakota law and public policy and it is at least in part unenforceable. The court remanded for further proceedings. View "Miller v. Honkamp Krueger Financial Services, Inc." on Justia Law

USAID administers the government’s foreign development assistance program. OIG, USAID’s oversight arm, includes Offices of Investigations and of Management. In 2012, OIG hired Marcato to the management office. Marcato frequently alleged misconduct by high-ranking officials, reporting within OIG that officials had doctored reports sent to Congress. She repeated those allegations to Senate staffers, prompting unfavorable media coverage. Marcato interfered with Giacalone's investigative work. Her supervisors met with Marcato to explain a protocol for Marcato in speaking to Giacalone or entering the Investigations workspace. Marcato recorded the meeting on her cell phone, despite a USAID security policy barring the unauthorized use of such a device. Marcato continued to contact Giacalone and violated the protocol several times. She sent e-mails that prompted concern over disclosures of sensitive information. An investigation of Marcato’s conduct, including her e-mail disclosure, cell phone recording, and failure to follow the communications protocol, was conducted by the OIG of the Defense Department because Marcato “self-identified as a whistleblower.” Defense substantiated four instances of misconduct. Marcato’s removal noted that Marcato’s disclosures “could have jeopardized the integrity” of an ongoing criminal investigation” and that confidence in Marcato had been “irreparably damaged.”The D.C. Circuit affirmed the Merit Systems Protection Board's rejection of her claims under the Whistleblower Protection Act. A federal agency may defend an adverse personnel action taken against a whistleblower by showing that it would have taken the same action in the absence of any protected disclosures. View "Marcato v. United States Agency for International Development" on Justia Law