Justia Labor & Employment Law Opinion Summaries

Billy Ford worked as a full-time security guard for Parkwest Casino Lotus from September 2018 to December 2021. Upon hiring, Ford signed an arbitration agreement that excluded claims for workers' compensation, unemployment compensation, certain administrative complaints, ERISA claims, and "representative claims under [PAGA]." In February 2022, Ford filed a complaint against Parkwest under PAGA, alleging Labor Code violations, including mandatory off-the-clock health screenings and inaccurate wage statements. Parkwest moved to compel arbitration of Ford's individual PAGA claims and to dismiss the representative PAGA claims, citing Viking River Cruises, Inc. v. Moriana.The Superior Court of Sacramento County denied Parkwest's motion to compel arbitration, finding that the arbitration agreement specifically excluded all PAGA claims. Parkwest appealed, arguing that the agreement was ambiguous regarding the exclusion of individual PAGA claims and that such ambiguity should be resolved in favor of arbitration.The Court of Appeal of the State of California, Third Appellate District, reviewed the case. The court concluded that the arbitration agreement unambiguously excluded all PAGA claims, including individual claims. The court reasoned that the language of the agreement and the circumstances under which it was executed indicated that the parties intended to exclude all PAGA claims from arbitration. The court affirmed the trial court's order denying Parkwest's motion to compel arbitration. View "Ford v. The Silver F" on Justia Law

In this case, the plaintiff, a tenured professor at a community college, filed a complaint alleging sexual harassment, retaliation, and related claims against the Los Angeles Community College District and a vice president of student services. The alleged harassment occurred over an eight-month period in 2017, during which the vice president made inappropriate comments and advances towards the plaintiff. The plaintiff also claimed retaliation when she did not comply with his demands, including attempts to move her program and firing her staff.The Superior Court of Los Angeles County presided over the trial, where a jury awarded the plaintiff $10 million in noneconomic damages. The defendants filed motions for a new trial and partial judgment notwithstanding the verdict, citing prejudicial errors in the admission of evidence and excessive damages. These motions were denied by the trial judge, who made inappropriate and irrelevant comments during the post-trial hearing, leading to his disqualification for cause.The California Court of Appeal, Second Appellate District, reviewed the case and found significant errors in the trial court's evidentiary rulings. The appellate court determined that the admission of 20-year-old newspaper articles and evidence of the vice president's misdemeanor convictions were prejudicial and irrelevant. Additionally, the testimony of a student who had filed a separate harassment complaint against a different administrator was improperly admitted, as it was not closely related to the plaintiff's circumstances and theory of the case.The appellate court concluded that these errors, combined with the excessive damages awarded, warranted a new trial. The judgment was reversed, and the case was remanded for a new trial. The defendants were awarded costs on appeal. View "Odom v. L.A. Community College Dist." on Justia Law

The plaintiff, Melissa Mandell-Brown, filed a complaint against Novo Nordisk, Inc. and Zamaneh Zamanian, asserting 16 causes of action, including claims for discrimination, sexual harassment, and retaliation under the Fair Employment and Housing Act (FEHA) and the Labor Code, as well as common law claims for breach of contract, wrongful termination, and intentional infliction of emotional distress. The defendants filed a motion for summary judgment, supported by a separate statement of 161 undisputed facts, attorney declarations, and witness declarations.The Superior Court of Los Angeles County granted the defendants' motion for summary judgment after the plaintiff failed to file an opposition or a separate statement in response to the motion. The court granted two continuances to the plaintiff, but she still did not file the required documents or appear at the continued hearing. The court concluded that there were no genuine issues of material fact and that the plaintiff could not prove the elements of her causes of action.The California Court of Appeal, Second Appellate District, Division Five, reviewed the case. The court held that the trial court did not abuse its discretion under Code of Civil Procedure section 437c, subdivision (b)(3), by granting the motion based on the plaintiff’s failure to file the requisite separate statement. The appellate court affirmed the trial court's judgment, noting that the trial court had the discretion to grant the motion for summary judgment due to the plaintiff's non-compliance with the procedural requirements, especially given the complexity of the case and the multiple continuances already granted. View "Mandell-Brown v. Novo Nordisk Inc." on Justia Law

Plaintiffs, thirty-eight current and former engineers employed by FCA US LLC (FCA), were transferred from the Chrysler Technical Center to the Trenton Engine Complex in 2011. They alleged that this transfer violated the collective bargaining agreement (CBA) and filed grievances with the International Union, United Automobile, Aerospace and Agricultural Implement Workers of America (UAW). These grievances were denied, and Plaintiffs later discovered a bribery scheme between FCA and UAW officials, which they claimed influenced the handling of their grievances.The United States District Court for the Eastern District of Michigan denied Plaintiffs' motion to remand their state-law claims to state court, finding that the claims were completely preempted by Section 301 of the Labor Management Relations Act (LMRA). The court held that the claims required interpretation of the CBA and were thus preempted. Plaintiffs then stipulated to the dismissal of their complaint but reserved the right to appeal the remand decision.The United States Court of Appeals for the Sixth Circuit reviewed the case and affirmed the district court's decision. The appellate court held that Plaintiffs' state-law claims for fraud, breach of fiduciary duty, and civil conspiracy were completely preempted by Section 301 of the LMRA. The court reasoned that the claims were based on rights created by the CBA and required interpretation of its terms. Consequently, the claims had to be heard in federal court. The court also rejected Plaintiffs' arguments for remand based on Michigan criminal laws and Section 9(a) of the National Labor Relations Act (NLRA). View "Baltrusaitis v. UAW" on Justia Law

Former employees of Shriners Hospitals for Children were terminated for refusing to get a COVID-19 vaccination. They sued their employer, its agents, and the Executive Commissioner of Texas Health and Human Services, alleging violations of their right to refuse the vaccine under 42 U.S.C. § 1983, the Emergency Use Authorization (EUA) Statute, and various Texas state laws.The United States District Court for the Southern District of Texas dismissed all claims. It found no personal jurisdiction over the agents due to the fiduciary shield doctrine, determined that Shriners was not a state actor when it implemented the vaccination policy, and ruled that the EUA Statute did not apply. The court also dismissed the claims against the Commissioner, concluding she was not liable for failing to stop Shriners from enforcing the policy. The state-law claims were dismissed for lack of supplemental jurisdiction.The United States Court of Appeals for the Fifth Circuit affirmed the district court’s judgment. It agreed that there was no personal jurisdiction over the agents and that Shriners was not a state actor when it adopted the vaccination policy. The court also held that the EUA Statute did not apply to Shriners in its capacity as an employer and that the Commissioner was entitled to qualified immunity because the plaintiffs did not demonstrate a clearly established right requiring her intervention. The appellate court modified the dismissal of the state-law claims to be without prejudice and affirmed the judgment as modified. View "Pearson v. Shriners Hospitals" on Justia Law

Michele Cornelius sued CVS Pharmacy Inc., New Jersey CVS Pharmacy, L.L.C., and her former supervisor, Shardul Patel, alleging a hostile work environment. Cornelius claimed that Patel targeted her with negative treatment because she is a woman, including denying her promotions, overworking her, and undermining her relationships with employees. Despite her multiple complaints to CVS, no action was taken against Patel. Cornelius resigned in October 2021, but Patel did not respond, and she was subsequently fired on November 4, 2021.The United States District Court for the District of New Jersey granted CVS's motion to compel arbitration and dismissed Cornelius's complaint. The court concluded that Cornelius's claims were not protected from arbitration under the Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act of 2021 (EFAA) because her hostile work environment claim did not constitute a "sexual harassment dispute." The court also found that Cornelius and CVS had entered into a valid arbitration agreement and that the agreement was not unconscionable.The United States Court of Appeals for the Third Circuit reviewed the case. The court agreed with the District Court that the EFAA did not cover Cornelius's claims but reached this conclusion on different grounds, determining that her dispute arose before the EFAA's effective date of March 3, 2022. However, the Third Circuit found that the District Court abused its discretion by not considering whether discovery was necessary before deciding that Cornelius and CVS had a valid agreement to arbitrate. Consequently, the Third Circuit affirmed in part, vacated the judgment, and remanded the case to the District Court for further proceedings, including consideration of whether discovery on the validity of the arbitration agreement was warranted. View "Cornelius v. CVS Pharmacy Inc" on Justia Law

Douglas Horn, a commercial truck driver, purchased and consumed a CBD tincture called "Dixie X," marketed as THC-free by Medical Marijuana, Inc. After a random drug test by his employer detected THC in his system, Horn was fired for refusing to participate in a substance abuse program. Horn subsequently sued Medical Marijuana under the Racketeer Influenced and Corrupt Organizations Act (RICO), claiming that the company's false advertising led to his job loss.The District Court granted summary judgment in favor of Medical Marijuana, reasoning that Horn's job loss was a consequence of a personal injury (ingesting THC), and thus not recoverable under RICO, which only allows recovery for business or property injuries. The Second Circuit Court of Appeals reversed this decision, holding that Horn's job loss constituted an injury to his business under RICO, rejecting the "antecedent-personal-injury bar" that precludes recovery for business or property losses derived from personal injuries.The Supreme Court of the United States reviewed the case to determine whether civil RICO categorically bars recovery for business or property losses that derive from a personal injury. The Court held that under civil RICO, a plaintiff may seek treble damages for business or property loss even if the loss resulted from a personal injury. The Court emphasized that the statute's language allows recovery for business or property harms without excluding those that result from personal injuries. The judgment of the Second Circuit was affirmed, and the case was remanded for further proceedings consistent with this opinion. View "Medical Marijuana, Inc. v. Horn" on Justia Law

Mitchell McBroom and Barbara Lewis-Baca, employees of the Missoula Urban Transportation District (MUTD) and members of the Teamsters Local 2 Union, were disciplined with three days of unpaid suspension for conducting union activity during work hours. They challenged this discipline through the grievance process outlined in their Collective Bargaining Agreement (CBA). The grievance process concluded with a settlement on May 4, 2023, reducing the discipline to written warnings and granting backpay. Dissatisfied with the settlement, the employees filed an unfair labor practice (ULP) claim against MUTD on June 29, 2023.The Board of Personnel Appeals (BOPA) reviewed the ULP claim and determined that the six-month statute of limitations for filing the claim had expired. The employees argued that the statute of limitations should be equitably tolled due to their reliance on the CBA grievance process. BOPA issued a final order affirming the initial determination that the statute of limitations had lapsed.The employees sought judicial review, arguing that BOPA erred in not tolling the statute of limitations. The Fourth Judicial District Court, Missoula County, concluded that BOPA did not err and that the employees could have filed their ULP claim before the expiration of the statute of limitations while the grievance process was ongoing. The employees then appealed to the Supreme Court of the State of Montana.The Supreme Court of Montana affirmed the lower court's decision, holding that the employees failed to file their ULP claim within the six-month statute of limitations. The court found that the CBA specifically excluded state law claims from the grievance process, and nothing prevented the employees from filing their ULP claim within the statutory period. The court concluded that the statute of limitations was not equitably tolled and upheld the dismissal of the ULP claim. View "McBroom v. Board of Personnel Appeals" on Justia Law

Plaintiff Christian L. Johnson sued his employer, the California Department of Transportation (Caltrans), for claims related to his employment. During the litigation, Paul Brown, an attorney for Caltrans, sent an email to Johnson’s supervisor, Nicolas Duncan, which Duncan then shared with Johnson. Johnson forwarded the email to his attorney, John Shepardson, who further disseminated it to several experts and individuals. Caltrans sought a protective order, claiming the email was covered by attorney-client privilege. The trial court granted the protective order and later disqualified Shepardson and three experts for non-compliance with the order.The Superior Court of San Joaquin County issued the protective order, finding the email privileged and prohibiting its further dissemination. Johnson and Shepardson were ordered to destroy all copies and identify all individuals who had received the email. Caltrans later filed a motion to enforce the order and subsequently a motion to disqualify Shepardson and the experts, which the trial court granted, citing Shepardson’s continued use and dissemination of the email despite the protective order.The California Court of Appeal, Third Appellate District, reviewed the case. The court affirmed the trial court’s decision, holding that the Brown email was protected by attorney-client privilege. The court found that Shepardson breached his ethical obligations by using and disseminating the email after Caltrans asserted the privilege and the trial court issued the protective order. The court concluded that Shepardson’s actions created a substantial risk of undue prejudice and undermined the integrity of the judicial process, justifying disqualification. The court also rejected Johnson’s arguments regarding waiver of the privilege and undue delay by Caltrans in seeking the protective order and disqualification. View "Johnson v. Dept. of Transportation" on Justia Law

During the COVID-19 pandemic, the Board of Trustees of the California State University (CSU) mandated remote instruction. Patrick Krug, a biology professor at California State University Los Angeles, incurred expenses for necessary equipment to comply with this directive, which CSU refused to reimburse. Krug filed a lawsuit on behalf of himself and similarly situated faculty, claiming that Labor Code section 2802 required CSU to reimburse these work-related expenses. CSU argued that as a state department, it was exempt from such Labor Code provisions.The Superior Court of Los Angeles County sustained CSU’s demurrer without leave to amend, leading to a judgment of dismissal. The court reasoned that CSU, as a governmental agency, was exempt from section 2802 because the section did not explicitly apply to public employers. Krug appealed the decision.The California Court of Appeal, Second Appellate District, Division One, affirmed the lower court's judgment. The appellate court held that Labor Code section 2802 did not obligate CSU to reimburse employees for work-related expenses. The court found no express language or positive indicia in the statute or its legislative history indicating that it applied to public employers. The court also noted that applying section 2802 to CSU would infringe on its sovereign powers, as CSU has broad discretion under the Education Code to set its own equipment reimbursement policies.The California Supreme Court granted review and remanded the case for reconsideration in light of its decision in Stone v. Alameda Health System. Upon reconsideration, the appellate court again affirmed the judgment, maintaining that section 2802 does not apply to public employers like CSU. View "Krug v. Board of Trustees of the California State University" on Justia Law