Justia Labor & Employment Law Opinion Summaries

The case revolves around Deborah Strickland, an employee of the Department of Veterans Affairs (VA), who was suspended for 15 days without pay following a series of incidents involving her supervisor. Strickland appealed her suspension to the Merit Systems Protection Board (MSPB), claiming disability discrimination. The MSPB refused to consider the entire disciplinary decision after determining one part of the decision was correct. Strickland then appealed to the district court, which affirmed the MSPB's decision.The district court upheld the MSPB's decision and dismissed Strickland's Rehabilitation Act claims. Strickland then appealed to the United States Court of Appeals for the Fifth Circuit. The Court of Appeals found that the MSPB erred in refusing to review the VA's entire disciplinary decision and that both the MSPB and the VA erred by failing to analyze the non-exhaustive factors articulated in Douglas v. Veterans Admin. The Court of Appeals vacated the district court's and the MSPB's orders, reversed the district court in part, and remanded to the district court with instructions to remand to the MSPB for additional proceedings consistent with its opinion. View "Strickland v. Wilkie" on Justia Law

The case revolves around an employment dispute between Nelida Soltero and Precise Distribution, Inc. Soltero, who was placed at Precise Distribution by a temporary staffing agency, Real Time Staffing Services, filed a class action complaint against Precise Distribution for alleged failure to provide required meal periods and rest breaks to employees, among other claims. Precise Distribution sought to compel arbitration based on an arbitration agreement between Soltero and Real Time. However, Real Time was not a party to the lawsuit.The Superior Court of San Bernardino County denied Precise Distribution's motion to compel arbitration. Precise Distribution argued that it should be able to compel arbitration under the agreement between Soltero and Real Time, despite not being a party to it, based on theories of equitable estoppel, third-party beneficiary, or agency.The Court of Appeal, Fourth Appellate District Division One State of California, affirmed the lower court's decision. The court concluded that Precise Distribution was not a party to the arbitration agreement between Soltero and Real Time and could not compel arbitration based on the theories it proposed. The court found that Soltero's claims against Precise Distribution were not dependent upon or founded in the underlying contractual obligations of the agreement containing the arbitration clause. Furthermore, Precise Distribution was not an intended third-party beneficiary of the arbitration agreement, and there was no evidence of an agency relationship between Precise Distribution and Real Time. Therefore, the court affirmed the order denying Precise Distribution's motion to compel arbitration. View "Soltero v. Precise Distribution" on Justia Law

The case involves Edelmira Ibarra, a nonexempt employee who worked for Chuy & Sons Labor, Inc., Infinite Herbs, LLC, Baby Root Farms, and G.J. Farms, Inc. (collectively Defendants) from January to July 2021. Ibarra alleged that the Defendants violated several provisions of the Labor Code, including failing to maintain adequate staffing levels, giving too much work to employees, resulting in missed meal and rest periods without premium pay, and failing to reimburse employees for safety gloves and protective masks. Ibarra sent a prelitigation notice to the Defendants and the Labor Workforce and Development Agency (LWDA) in September 2021, alleging these violations on behalf of herself and all other current and former non-exempt employees of the Defendants in the State of California during the last four years.The trial court granted the Defendants' motion for judgment on the pleadings, dismissing Ibarra's Private Attorneys General Act (PAGA) action for failure to comply with PAGA's prefiling notice requirements. The court found Ibarra's prelitigation notice deficient because it did not adequately describe "aggrieved employees."The Court of Appeal of the State of California Second Appellate District Division Six reversed the trial court's decision. The appellate court held that the prelitigation notice need not further define "aggrieved employees" as long as it includes "the facts and theories" to support the alleged Labor Code violations and nonfrivolous allegations that other aggrieved employees exist. The court found that Ibarra's prelitigation notice met these requirements and was therefore sufficient. The court concluded that the trial court erred in finding the prelitigation notice deficient and dismissed Ibarra's PAGA action. The judgment was reversed, and Ibarra was allowed to recover costs on appeal. View "Ibarra v. Chuy & Sons Labor, Inc." on Justia Law

The plaintiff, Mary Rodgers-Rouzier, worked as a bartender on steamboats operated by American Queen. She alleged that she and her coworkers were wrongly denied overtime wages. Rodgers-Rouzier filed a suit as a collective action, and over one hundred of her coworkers joined her proposed collective action. Meanwhile, American Queen moved to dismiss the case, arguing that Rodgers-Rouzier had agreed to arbitration. The district court denied the motion, but American Queen moved again to dismiss based on the arbitration agreement, this time invoking Indiana state law. The district court granted this motion, over Rodgers-Rouzier’s objections.The district court had previously denied American Queen's motion to dismiss the case for improper venue because Rodgers-Rouzier had agreed to arbitration. However, American Queen then moved again to dismiss based on the arbitration agreement, this time invoking Indiana state law. The district court granted this motion, over Rodgers-Rouzier’s objections that American Queen had waived its argument and the court lacked authority to apply Indiana law in this context. The court further determined that all the workers who had filed consent forms were not parties to the action.The United States Court of Appeals for the Seventh Circuit reversed the district court's decision. The court concluded that although American Queen’s arguments were not waived and the court had authority to enforce the arbitration agreement under Indiana law, Indiana law would hold American Queen to its bargain that its arbitration agreement was governed by the Federal Arbitration Act (FAA). Therefore, Rodgers-Rouzier’s case may continue in federal court. The court did not decide whether it may do so as a collective action and left that question for further litigation. View "Rodgers-Rouzier v. American Queen Steamboat Operating Company, LLC" on Justia Law

The case involves Sharon Lewis, an African-American woman who worked as an assistant athletic director for Louisiana State University’s (LSU) football team. Lewis alleges that she experienced and witnessed numerous instances of racist and sexist misconduct from former head football coach Les Miles and that she received complaints of sexual harassment from student workers that she oversaw. In 2013, LSU retained Vicki Crochet and Robert Barton, partners of the law firm Taylor, Porter, Brooks & Phillips LLP, to conduct a Title IX investigation of sexual harassment allegations made against Miles. The report and its contents were kept confidential, and allegations brought by the student complainants were privately settled.The district court dismissed Lewis's Racketeer Influenced and Corrupt Organization Act (RICO) claims against Crochet and Barton because Lewis’s claims were time-barred and she failed to establish proximate causation. On appeal of the dismissal order, a panel of this court affirmed the district court on the grounds that Lewis knew of her injuries from alleged racketeering as early as 2013, and thus the four-year statute of limitations had expired before she filed suit in 2021.The district court ordered Lewis to file a motion to compel addressing the lingering “issues of discoverability and the application of [its Crime-Fraud Exception Order].” The district court denied Crochet and Barton’s motion for a protective order and compelled the depositions of Crochet and Barton and the disclosure of documents drafted during the 2013 investigation. Crochet and Barton timely appealed.The United States Court of Appeals for the Fifth Circuit reversed the district court’s Crime-Fraud Exception Order and remanded for proceedings consistent with this opinion. The court concluded that the district court clearly erred in holding that Lewis established a prima facie case that the Board violated La. R.S. 14:132(B) and that the alleged privileged communications were made in furtherance of the crime and reasonably related to the alleged violation. View "Lewis v. Crochet" on Justia Law

The case revolves around Maria Chavez, the widow of Leodegario Chavez Alvarado, who was employed by Alco Harvesting, LLC as a foreman and bus driver. Alco provided housing for Alvarado and other workers at the Hotel Santa Maria, where a COVID-19 outbreak occurred. Chavez alleged that Alco was aware of the outbreak but failed to report it to the health department, notify its employees, or implement adequate safety measures. Alvarado contracted COVID-19 and died from complications related to the disease. Chavez claimed that Alco's concealment of the outbreak and the nature of Alvarado's illness resulted in the aggravation of his condition, leading to his death.The trial court sustained Alco's demurrer to Chavez's second amended complaint without leave to amend, leading to Chavez's appeal. The trial court found that Chavez failed to plead sufficient facts under the fraudulent concealment exception to the workers’ compensation exclusivity rule.The Court of Appeal of the State of California Second Appellate District Division Six reviewed the case. The court construed the order sustaining the demurrer without leave to amend as a final judgment. The court found that Chavez's second amended complaint sufficiently pleaded all elements of the fraudulent concealment exception to the workers’ compensation exclusivity rule. The court held that Alco knew that Alvarado had contracted COVID-19 from his employment and concealed that knowledge from him, thereby aggravating his illness. The court reversed the trial court's judgment and remanded the case with instructions to vacate the order granting Alco's demurrer and enter a new order overruling that demurrer. View "Chavez v. Alco Harvesting, LLC" on Justia Law

The case revolves around Breeze Aviation Group, Inc. (Breeze), an airline company, and its dispute with the National Mediation Board (NMB) and the Air Line Pilots Association International (ALPA). Breeze challenged the administration of a union-representation election by the NMB, which resulted in the NMB’s certification of ALPA as the representative of pilots employed by Breeze. Breeze argued that the NMB improperly excluded trainee pilots from voting in the union election and improperly refused to extend the cut-off date for voter eligibility to allow more pilot trainees to complete their training and become eligible to vote.The case was initially heard in the United States District Court for the District of Utah. The district court dismissed Breeze's complaint for lack of jurisdiction, stating that federal courts have jurisdiction to review NMB certification of union representation only where the complaining party shows that the certification decision was a gross violation of the Railway Labor Act (RLA) or that it violated the constitutional rights of an employer, employee, or Union. The district court determined that Breeze’s complaint did not make the required showing.Breeze appealed to the United States Court of Appeals for the Tenth Circuit. The appellate court affirmed the district court's dismissal of the complaint for lack of jurisdiction. The court found that the NMB had fulfilled its statutory duty to investigate and acted within the broad bounds of its statutory discretion when it designated who could participate in the election, set the rules that governed that election, and held the election itself. The court concluded that Breeze's arguments did not point to any specific requirement in the RLA that the NMB violated, and were more in terms of policy and broad generalities as to what the RLA should provide. View "Breeze Aviation Group v. National Mediation Board" on Justia Law

The case revolves around an incident involving Michael Miller, a white Correctional Security Operations Supervisor at Chittenden Regional Correctional Facility (CRCF), and a black coworker. Miller asked the coworker if the food he was heating in the microwave was fried chicken, a comment the coworker perceived as racially discriminatory. Following an investigation, the State of Vermont terminated Miller's employment, citing violations of several personnel policies and work rules, including allegations of racial discrimination and harassment.The Vermont Labor Relations Board, however, reversed the State's decision. It found that while Miller's comments were inappropriate and unprofessional, they did not constitute racial discrimination or harassment as defined by the applicable personnel policies. The Board also found that the State failed to prove that Miller was untruthful during the investigation. Consequently, the Board reduced Miller's penalty to a twenty-day suspension.The State appealed the Board's decision to the Vermont Supreme Court, arguing that the Board misinterpreted the meaning of racial discrimination and harassment in the personnel policies. The Supreme Court affirmed the Board's decision, stating that the Board's interpretation of the policies was within its discretion and was supported by analogous definitions under Title VII of the Civil Rights Act of 1964. The Court also noted that the State could amend the language of the policies to more clearly define what constitutes racial discrimination or harassment. View "In re Grievance of Miller" on Justia Law

The case revolves around a sexual harassment claim brought by Nicole Harris against her former employer, Fossil Group, Inc. Harris alleged that she was sexually harassed by an assistant store manager, Leland Brown, during her employment at a Fossil store in Frisco, Texas. The harassment primarily occurred through social media and included obscene and sexually explicit videos, photos, and messages. Harris claimed that she sent an email reporting the harassment through Fossil's anonymous reporting system in late April 2019, but received no response. She resigned from her position in early May 2019.The trial court granted Fossil's motion for summary judgment, ruling in favor of the company. The court found that there was no evidence that Fossil knew or should have known about the harassment but failed to remedy the situation. Harris appealed this decision.The Court of Appeals reversed the trial court's judgment. The appellate court held that Harris's testimony about her email was some evidence that Fossil knew or should have known about Brown's misconduct. The court also stated that Fossil took no remedial action after Harris sent the email.The Supreme Court of Texas disagreed with the Court of Appeals' decision. The court held that even if Fossil had received Harris's email, there was no evidence that its subsequent actions were not prompt and remedial. The court noted that mere days after Harris sent the email, she voluntarily resigned, and she did not identify any instances of interim harassment. The following week, the store manager reported the matter to human resources after learning about the harassment from another source. By the end of the month, Fossil had fired Brown. The court also held that Harris did not raise a fact issue that Fossil knew or should have known about the harassment before the date of the email. Therefore, the Supreme Court of Texas reversed the Court of Appeals' judgment and reinstated the trial court's judgment in favor of Fossil. View "Fossil Group, Inc. v. Harris" on Justia Law

The case revolves around Pureza “Didit” Martinez, who was terminated from her position at the Texas Tech University Health Sciences Center at the age of 72. She filed a lawsuit alleging age discrimination against the Health Sciences Center, the Texas Tech University System, and the Texas Tech University System’s Board of Regents. The Texas Tech University System and the Board of Regents argued that they were not Martinez's employer and thus retained sovereign immunity.Previously, the trial court denied the plea to the jurisdiction filed by the Texas Tech University System and the Board of Regents, and the court of appeals affirmed this decision. The defendants argued that Martinez failed to plead allegations that could make them liable for age discrimination under the Labor Code, essentially denying being Martinez’s employer.The Supreme Court of Texas disagreed with the lower courts' decisions. The court found that Martinez's petition did not allege facts demonstrating that the Texas Tech University System or the Board of Regents employed Martinez directly or that either one controlled access to and interfered with her employment. Therefore, the court concluded that Martinez failed to allege a waiver of sovereign immunity, and the plea to the jurisdiction of the Texas Tech University System and the Board of Regents should have been granted. However, the court remanded the case to the trial court to give Martinez an opportunity to replead, as her petition did not foreclose a valid claim against those defendants. View "Texas Tech University System v. Martinez" on Justia Law