Justia Government & Administrative Law Opinion Summaries

A Concord police officer discovered her firearm missing from the station’s lockers in 2013. Investigation revealed that another officer, the plaintiff, had mistakenly taken the firearm while transporting a prisoner to a hospital. The plaintiff gave inconsistent accounts about when she realized the mistake, telling supervisors she noticed it at the station, while her partner reported she only realized it at the hospital. An internal affairs investigation found the plaintiff’s statements lacked credibility and concluded she had lied to colleagues and supervisors about the incident. The police chief sustained these findings, terminated her employment, and submitted her name for inclusion on the Exculpatory Evidence Schedule (EES), formerly known as the “Laurie List.”The plaintiff appealed her termination to the City of Concord’s Personnel Appeals Board, which upheld the decision, finding her lacked credibility. She then filed a complaint in the Superior Court alleging gender discrimination and wrongful termination, which was settled. The settlement required the City to remove documents related to the incident from her personnel file and maintain them in a separate investigative file, and to report her departure as a negotiated resignation.Years later, the plaintiff sued the City and the New Hampshire Department of Justice in Superior Court, seeking removal of her name from the EES under RSA 105:13-d. She argued the alleged misconduct was immaterial, the records were no longer in her personnel file, and her inclusion on the EES was unwarranted given the passage of time. The Superior Court granted summary judgment for the defendants.The Supreme Court of New Hampshire affirmed, holding that RSA 105:13-d governs EES inclusion and applies to “personnel information,” not just personnel files. The court found the plaintiff’s untruthfulness constituted potentially exculpatory evidence and that it was reasonably foreseeable her misconduct could be admissible to impeach her credibility if she were called as a witness in a future case. View "Doe v. Concord Police Department" on Justia Law

Anton’s Services Inc. was a subcontractor on two public works projects in San Diego: the Torrey Pines Road Project and the Voltaire Street Project. On both projects, Anton’s classified its workers under the “Tree Maintenance” prevailing wage category, paying them accordingly. The Division of Labor Standards Enforcement (DLSE) investigated and determined that Anton’s work was construction-related and should have been classified under the “Laborer (Engineering Construction)” category, which carries a higher prevailing wage. Additionally, Anton’s failed to comply with apprenticeship requirements, including submitting contract award information, employing the required ratio of apprentices, and requesting apprentices from local committees.After the DLSE issued civil wage and penalty assessments for both projects, Anton’s challenged these findings in administrative proceedings before the Director of Industrial Relations. The parties submitted stipulated facts and documentary evidence. The Director affirmed the DLSE’s assessments, finding Anton’s had misclassified workers, underpaid prevailing wages, failed to comply with apprenticeship requirements, and was liable for penalties and liquidated damages. The Director also found Anton’s violations were willful, given its prior record and lack of prompt correction.Anton’s then sought judicial review in the Superior Court of San Diego County through a petition for writ of administrative mandamus. The trial court, applying the substantial evidence standard, upheld the Director’s decision and rejected Anton’s attempt to introduce extra-record evidence.On appeal, the California Court of Appeal, Fourth Appellate District, Division One, reviewed the administrative record for substantial evidence. The court affirmed the trial court’s judgment, holding that Anton’s misclassified workers, underpaid prevailing wages, failed to comply with apprenticeship requirements, and was properly assessed penalties and liquidated damages. The court clarified that liquidated damages are owed until wages are actually paid to workers, not merely withheld by a contractor. The judgment was affirmed. View "Anton's Services v. Hagen" on Justia Law

Two police associations negotiated collective bargaining agreements with the Las Vegas Metropolitan Police Department and the City of Las Vegas to designate certain dates—specifically Christmas Eve, New Year's Eve, and Juneteenth—as paid holidays in addition to those recognized by Nevada statute. These agreements provided for increased holiday pay on those days. The Nevada Public Employees' Retirement System (PERS), which is responsible for collecting retirement contributions based on employees’ regular compensation, refused to collect contributions on the additional holiday pay for these negotiated holidays, arguing that only holidays listed in Nevada’s statutory list qualified.The associations filed an action for declaratory relief in the Eighth Judicial District Court, seeking to compel PERS to collect retirement contributions on the negotiated holiday pay. The district court granted summary judgment in favor of the associations, ordering PERS to collect the appropriate employer contributions for holiday pay on Christmas Eve, New Year's Eve, and Juneteenth. PERS appealed this decision.The Supreme Court of the State of Nevada reviewed the case de novo, as it involved questions of statutory interpretation and no disputed facts. The court held that, under the plain language of NRS 288.150(2)(d) and NRS 286.025, PERS is required to collect retirement contributions on all holiday pay negotiated in collective bargaining agreements, not just those for statutory holidays. The court also determined that Juneteenth became a legal holiday in Nevada in 2021 following the federal declaration, and contributions for that holiday are required retroactively to 2022, when it was included in the agreements. The court rejected PERS’s arguments regarding its authority and potential conflicts with the Internal Revenue Code. The Supreme Court of Nevada affirmed the district court’s grant of summary judgment. View "PUB. EMPLOYEES' RET. SYS. OF NEV. VS. LAS VEGAS MANAGERS AND SUPERVISORS ASS'N" on Justia Law

A long-term employee of a county government began experiencing workplace difficulties after a new supervisor was assigned. The employee alleged that the supervisor engaged in repeated, unwelcome comments about her appearance and closely monitored her, behavior corroborated by coworkers. After reporting the supervisor’s conduct to union representatives, who then informed higher management, the employee was subjected to increased scrutiny, including a performance improvement plan, a written warning, and public criticism of her work. The employee filed internal and external complaints alleging sexual harassment and retaliation. Following these events, her health deteriorated, leading her to take medical leave and ultimately retire early.The Utah Labor Commission’s Antidiscrimination and Labor Division initially found no reasonable cause for her claims. On appeal, an administrative law judge (ALJ) held an evidentiary hearing but was replaced by another ALJ, who dismissed her claims. The Labor Commission Appeals Board reviewed the case, reinstated her retaliation claim using the McDonnell Douglas burden-shifting framework, and remanded for a damages determination. The Board and ALJ denied her request for attorney fees, citing a Utah Supreme Court decision, Injured Workers Ass’n of Utah v. State, as precluding such awards. Both parties appealed aspects of the Board’s decision to the Utah Court of Appeals, which adopted the U.S. Supreme Court’s Burlington Northern standard for “adverse action” in retaliation claims, upheld the retaliation finding, and ruled that attorney fees could be awarded but not assessed for reasonableness.The Supreme Court of the State of Utah reviewed the case. It held that the Burlington Northern standard—defining adverse action as conduct likely to dissuade a reasonable worker from making or supporting a discrimination charge—applies to retaliation claims under the Utah Antidiscrimination Act. However, the court found the Board had not applied this standard or made sufficient factual findings, so it remanded the case for further proceedings. The court also clarified that the McDonnell Douglas framework is a procedural device, not a set of claim elements, and that the Labor Commission may award and assess the reasonableness of attorney fees. The court affirmed in part, reversed in part, and remanded. View "Christensen v. Labor Commission" on Justia Law

A shift supervisor at a coffee shop in Ann Arbor, Michigan, led efforts to organize a union at her workplace. She was a prominent organizer, engaging in various activities such as wearing union buttons, speaking to customers about unionization, and attending a labor board hearing. Several months into the campaign, she was terminated by her employer, who cited her violation of a company policy requiring at least two employees to be present in the café. The supervisor had left a barista alone at the store at the end of her shift without notifying management, which the company claimed was the reason for her discharge.After her termination, Workers United filed unfair labor practice charges with the National Labor Relations Board (NLRB), alleging that the discharge was motivated by anti-union animus. An Administrative Law Judge found in favor of the union, concluding that the employer’s stated reason was pretextual and that the discharge was unlawfully motivated. The NLRB affirmed the ALJ’s decision and expanded the remedy, ordering the employer to compensate the supervisor not only for lost earnings and benefits but also for any “direct or foreseeable pecuniary harms” resulting from the discrimination.The United States Court of Appeals for the Sixth Circuit reviewed the case on the NLRB’s application for enforcement of its order. The court held that substantial evidence supported the NLRB’s finding that the supervisor’s discharge was motivated by anti-union animus and thus constituted an unfair labor practice. However, the court determined that the NLRB exceeded its statutory authority under the National Labor Relations Act by awarding compensation for “direct or foreseeable pecuniary harms” beyond lost earnings and benefits. The court granted enforcement of the unfair labor practice finding but vacated the expanded remedy and remanded for further proceedings. View "National Labor Relations Board v. Starbucks Corp." on Justia Law

Hiran Management, a small karaoke restaurant in Houston, Texas, employed eight front-of-house workers who became dissatisfied with their manager’s practices, including being assigned extra duties without increased pay and inconsistent compensation for “shift supervisor” roles. After a contentious meeting with management, the employees walked out, went on strike, and presented a list of demands. The employer subsequently terminated all eight striking employees.Following these terminations, the National Labor Relations Board (NLRB) filed an administrative complaint, alleging that Hiran Management violated section 8(a)(1) of the National Labor Relations Act (NLRA) by firing the employees for engaging in protected concerted activity. An administrative law judge (ALJ) ruled in favor of the NLRB, and the Board adopted the ALJ’s findings with minor adjustments. The Board ordered Hiran to cease its unfair labor practices, reinstate the employees, and compensate them for lost earnings and all other direct or foreseeable pecuniary harms resulting from the terminations.Hiran Management petitioned the United States Court of Appeals for the Fifth Circuit for review, while the NLRB sought enforcement of its order. The Fifth Circuit held that the NLRB lacks statutory authority under the NLRA to award full compensatory damages for all direct or foreseeable pecuniary harms, as such damages are legal rather than equitable remedies. The court granted Hiran’s petition in part, denied the NLRB’s enforcement petition in part, and remanded the case for further proceedings consistent with its opinion, limiting the NLRB’s remedial authority to equitable relief such as reinstatement and backpay. View "Hiran Management v. National Labor Relations Board" on Justia Law

North Mountain Foothills Apartments (NMFA), a company managing a large apartment complex in Phoenix, Arizona, hired Jasper Press as a maintenance technician during a period of increased workload due to a heatwave. Press discussed his compensation and the poor conditions at the complex with several coworkers. Management became aware that other employees knew about Press’s pay and housing benefits, leading to a meeting where Press was reprimanded for these discussions and told not to talk about pest issues with residents. The day after this meeting, Press was terminated, allegedly for failing to complete work orders. Press filed a complaint with the National Labor Relations Board (NLRB), alleging unfair labor practices.An administrative law judge held an evidentiary hearing and found that NMFA violated Section 8(a)(1) of the National Labor Relations Act by interrogating Press about his wage discussions, issuing overly broad directives restricting such discussions, threatening reprisals, and discharging Press for engaging in protected activities. The NLRB adopted these findings and ordered remedies including reinstatement and back pay for Press. NMFA appealed, raising for the first time constitutional challenges to the NLRB’s structure and process, and also contested the Board’s factual findings.The United States Court of Appeals for the Ninth Circuit held that it had jurisdiction to consider NMFA’s unexhausted constitutional claims because such structural challenges are not suited to agency resolution. The court rejected NMFA’s Article II removal protection challenge for lack of demonstrated harm, found no Seventh Amendment right to a jury trial in NLRB proceedings, and held that the combination of investigatory and adjudicatory functions within the NLRB does not violate due process. On the merits, the court found substantial evidence supported the NLRB’s finding that Press was discharged for protected activity and granted enforcement of the NLRB’s order. View "NATIONAL LABOR RELATIONS BOARD V. NORTH MOUNTAIN FOOTHILLS APARTMENTS, LLC" on Justia Law

A flight attendant employed by an airline and represented by a labor union was terminated after sending graphic anti-abortion images and messages to the union president and posting similar content on social media. The employee, a pro-life Christian and vocal opponent of the union, had previously resigned her union membership but remained subject to union fees. The union’s leadership had participated in the Women’s March, which the employee viewed as union-sponsored support for abortion, prompting her messages. The airline investigated and concluded that while some content was offensive, only certain images violated company policy. The employee was terminated for violating social media, bullying, and harassment policies.Following termination, the employee filed a grievance, which the union represented. The airline offered reinstatement contingent on a last-chance agreement, which the employee declined, leading to arbitration. The arbitrator found just cause for termination. The employee then sued both the airline and the union in the United States District Court for the Northern District of Texas, alleging violations of Title VII and the Railway Labor Act (RLA), among other claims. The district court dismissed some claims, allowed others to proceed, and after a jury trial, found in favor of the employee on several Title VII and RLA claims. The court awarded reinstatement, backpay, and issued a broad permanent injunction against the airline and union, later holding the airline in contempt for its compliance with the judgment.On appeal, the United States Court of Appeals for the Fifth Circuit reversed the judgment for the employee on her belief-based Title VII and RLA retaliation claims against the airline, remanding with instructions to enter judgment for the airline on those claims. The court affirmed the judgment against the airline on practice-based Title VII claims and affirmed all claims against the union. The court vacated the permanent injunction and contempt sanction, remanding for further proceedings, and granted the employee’s motion to remand appellate attorney’s fees to the district court. View "Carter v. Transport Workers Union of America Local 556" on Justia Law

Two police officers employed by a city were injured in separate incidents while on duty. After their injuries, both received payments from the city under section 1(b) of the Illinois Public Employee Disability Act, which provides that eligible employees unable to work due to a duty-related injury must continue to be paid “on the same basis” as before the injury, without deductions from sick leave, compensatory time, or vacation. The city continued to pay their salaries as before, including withholding federal and state income taxes, Social Security, and Medicare taxes. The officers filed suit, alleging that the city violated the Disability Act by withholding employment taxes and, for one officer, by deducting accrued leave time.The Circuit Court of Tazewell County granted summary judgment for the officers, finding that section 1(b) prohibited the withholding of employment taxes and required payment of “gross pay.” The court also found the city had improperly deducted leave time and held that the ten-year statute of limitations for breach of contract applied, awarding damages and fees to the plaintiffs. On appeal, the Illinois Appellate Court, Fourth District, reversed, holding that section 1(b) does not prohibit withholding employment taxes, and that the five-year statute of limitations applied. The appellate court also found a genuine issue of fact regarding whether leave time was improperly deducted and remanded for further proceedings.The Supreme Court of Illinois reviewed the case and affirmed the appellate court’s judgment. The court held that section 1(b) of the Disability Act does not prohibit a public employer from withholding employment taxes from payments made to an injured employee under that provision. The court reasoned that the statute’s language requires payment “on the same basis” as before the injury, which includes continued tax withholding, and expressly prohibits only certain deductions, not taxes. The case was remanded for further proceedings on the leave time deduction claim. View "Bitner v. City of Pekin" on Justia Law

A police officer employed by a city in Kentucky worked a rotating schedule of 36 and 44 hours per week, but was paid for 40 hours each week without overtime for hours worked beyond 40 in a given week. After a state audit revealed the city’s payroll practices violated overtime requirements, the city issued back pay to affected employees and revised its procedures. The officer, believing the back pay was insufficient and that certain categories of compensation were miscalculated, rejected the payment and filed suit for unpaid overtime, vacation, and sick leave, as well as liquidated damages and attorney’s fees. The relevant period for the claim was limited by statute to the officer’s last three years of employment.The Bullitt Circuit Court, after a bench trial, found the city liable for unpaid overtime and vacation pay, but denied liquidated damages and retirement hazardous duty pay, and initially awarded sick leave. Upon the city’s motion to amend, the trial court corrected calculation errors, eliminated the sick leave award based on a city ordinance, and reduced the overtime award. The court also awarded only $2,500 in attorney’s fees, far less than the amount requested and supported by detailed billing records. The Kentucky Court of Appeals affirmed the denial of liquidated damages, sick leave, and retirement hazardous duty pay, but reversed and remanded for reconsideration of statutory interest and attorney’s fees.The Supreme Court of Kentucky affirmed the Court of Appeals in full. It held that the trial court properly amended its judgment to correct errors based on evidence presented at trial, that liquidated damages under the wage statute are discretionary when the employer acts in good faith, that statutory interest applies from the date of judgment, and that the trial court abused its discretion by arbitrarily reducing attorney’s fees without explanation. The case was remanded for proper calculation of interest and attorney’s fees. View "WHEELER V. CITY OF PIONEER VILLAGE, KENTUCKY" on Justia Law