Justia Government & Administrative Law Opinion Summaries

A dispute arose regarding the National Labor Relations Board’s (NLRB) rule on when one entity is considered a joint employer of another entity’s employees. The NLRB determined that Google was a joint employer of Cognizant employees working on Google’s YouTube Music platform and ordered both companies to bargain with the employees’ union, the Alphabet Workers Union-Communication Workers of America, Local 9009 (AWU). Google and Cognizant refused to bargain, leading the NLRB to conclude that this refusal violated the National Labor Relations Act (NLRA). The employers petitioned for review, arguing they were not joint employers, but the contract under which the employees provided services to Google expired, rendering the petitions and the Board’s cross-applications for enforcement moot. The Union also petitioned for review, contending that the NLRB’s remedies were insufficient.The United States Court of Appeals for the District of Columbia Circuit reviewed the case. The court found that the expiry of the Google-Cognizant contract meant there was no longer any relationship to support the joint-employer finding, making the case moot. The court dismissed Google’s and Cognizant’s petitions and the Board’s cross-applications as moot and vacated the order below. The court also dismissed as jurisdictionally barred the part of AWU’s petition seeking review of the NLRB’s decision to sever the issue of a make-whole remedy for employees and dismissed as moot those parts of AWU’s petition seeking prospective remedies.The court denied the remainder of AWU’s petition, concluding that the NLRB did not abuse its discretion by ordering only the customary remedies. The court emphasized that the Board’s choice of remedies is primarily within its province and subject to very limited judicial review. View "Alphabet Workers Union-Communication Workers v. NLRB" on Justia Law

Dr. Blake Vanderlan, a physician at a hospital operated by Jackson HMA, LLC, alleged that the hospital systematically violated the Emergency Medical Treatment and Labor Act (EMTALA). He reported these violations to the Department of Health and Human Services, prompting an investigation by the Center for Medicare and Medicaid Services (CMS). CMS confirmed the violations and referred the matter to the Office of Inspector General (OIG) for potential civil monetary penalties. Vanderlan then filed a qui tam lawsuit under the False Claims Act (FCA) against Jackson HMA, alleging five FCA violations, including a retaliation claim.The United States District Court for the Southern District of Mississippi handled the case initially. The government investigated Vanderlan’s claims but declined to intervene. The case continued for six and a half years, during which the district court severed Vanderlan’s retaliation claims. The government eventually moved to dismiss the qui tam claims, arguing that the lawsuit interfered with administrative settlement negotiations and lacked merit. The district court granted the dismissal based on written filings and reaffirmed its decision after reconsideration.The United States Court of Appeals for the Fifth Circuit reviewed the case. The court held that the district court did not err in denying Vanderlan an evidentiary hearing, as the FCA only requires a hearing on the briefs. The court also determined that the government’s motion to dismiss fell under Rule 41(a)(1), which allows for dismissal without a court order, and thus, the district court had no discretion to deny the dismissal. The Fifth Circuit affirmed the district court’s judgment, concluding that the government’s decision to dismiss the case was justified and that the district court applied the correct standard. View "Vanderlan v. Jackson HMA" on Justia Law

James Stefanski, a former employee of Saginaw County 911 Communications Center Authority, alleged that he was constructively discharged in retaliation for reporting his supervisor's gross negligence. The incident in question involved a 911 call where the supervisor coded the call as "shots fired" instead of "someone shot," resulting in a delayed emergency medical response and the subsequent death of a woman. Stefanski reported his concerns to the director, who dismissed them as a judgment call. Following this, Stefanski experienced increased stress, missed work, and eventually resigned after being suspended for excessive absences, which he believed was a pretext for retaliation.The Saginaw Circuit Court granted summary disposition to the defendant, ruling that reporting gross negligence, a common law violation, was not protected under the Whistleblowers' Protection Act (WPA). The Court of Appeals affirmed this decision, relying on a precedent that reporting common law violations, such as malpractice, does not fall under the WPA's protections.The Michigan Supreme Court reviewed the case and held that the term "law" in the WPA includes the common law. The court reversed the Court of Appeals' decision and remanded the case to determine whether gross negligence is a violation of "a" law under the WPA and whether Stefanski's actions constituted a report under the statute. The Supreme Court emphasized that the WPA should be liberally construed to protect whistleblowers and that excluding common law from its scope would undermine its purpose. View "Stefanski v. Saginaw County 911 Communications Center Authority" on Justia Law

In 2019, the Rhode Island Department of Corrections (DOC) implemented changes to its Absenteeism Management Program (AMP), citing abuse of the existing sick-time policy. The changes included new discipline tracks, sanctions for absenteeism, stricter sick note requirements, and closer scrutiny of pattern sick time use. The Rhode Island Brotherhood of Correctional Officers (RIBCO) requested bargaining over these changes, which the DOC refused, leading RIBCO to file an unfair labor practice charge.The Rhode Island State Labor Relations Board (SLRB) found that the DOC had committed an unfair labor practice by making substantial changes to working conditions without bargaining. The board rejected the DOC's defenses, including the argument that the changes were within the director’s statutory authority and the management-rights clause of the collective bargaining agreement (CBA).The DOC appealed to the Superior Court, which reversed the SLRB's decision. The Superior Court found that the board's decision was not supported by substantial evidence and that the changes were within the DOC director’s statutory authority under Rhode Island law.The Rhode Island Supreme Court reviewed the case and affirmed the Superior Court's judgment. The Court held that the SLRB's decision was not supported by reliable, probative, and substantial evidence. It also agreed that the changes to the AMP were within the DOC director’s statutory authority under sections 42-56-10(2), (5), and (7) of the Rhode Island General Laws, which grant the director broad discretion in managing the department, maintaining safety and order, and disciplining employees. Thus, the DOC was not obligated to bargain over the AMP changes. View "State of Rhode Island v. Rhode Island State Labor Relations Board" 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

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

Dr. Jeffery D. Milner, a physician, brought a qui tam action under the False Claims Act (FCA) against Baptist Health Montgomery, Prattville Baptist, and Team Health. Milner alleged that while working at a hospital owned by the defendants, he discovered that they were overprescribing opioids and fraudulently billing the government for them. He claimed that he was terminated in retaliation for whistleblowing after reporting the overprescription practices to his superiors.Previously, Milner filed an FCA retaliation lawsuit against the same defendants in the U.S. District Court for the Northern District of Alabama, which was dismissed with prejudice for failure to state a claim. The court found that Milner did not sufficiently allege that he engaged in protected conduct under the FCA or that his termination was due to such conduct. Following this dismissal, Milner filed the current qui tam action in the U.S. District Court for the Middle District of Alabama. The district court dismissed this action as barred by res judicata, relying on the Eleventh Circuit's decisions in Ragsdale v. Rubbermaid, Inc. and Shurick v. Boeing Co.The United States Court of Appeals for the Eleventh Circuit reviewed the case and affirmed the district court's dismissal. The court held that Milner's qui tam action was barred by res judicata because it involved the same parties and the same cause of action as his earlier retaliation lawsuit. The court found that both lawsuits arose from a common nucleus of operative fact: the defendants' alleged illegal conduct and Milner's discovery of that conduct leading to his discharge. The court also noted that the United States, which did not intervene in the qui tam action, was not barred from pursuing its own action in the future. View "Milner v. Baptist Health Montgomery" on Justia Law

Sycamore Cross Solar LLC applied for certificates of public convenience and necessity (CPCN) to construct and operate a solar facility in Isle of Wight County and Surry County, Virginia. The project aimed to generate up to 240 megawatts of power and included transmission lines and associated facilities. The West Virginia & Appalachian Laborers’ District Council (WVALDC) participated in the case, arguing that the State Corporation Commission (Commission) failed to consider the benefits to specific groups as required by the Virginia Clean Economy Act (VCEA) and did not impose a local hiring condition.The Commission conducted an evidentiary hearing where Sycamore, WVALDC, and Commission staff presented their cases. Sycamore's witness testified about the project's economic benefits and commitment to local hiring, though no firm commitment was made. The Hearing Examiner recommended issuing the CPCNs without a local hiring condition but suggested notifying WVALDC about hiring timelines. The Commission adopted the Hearing Examiner's findings but declined the notification requirement, leading WVALDC to seek reconsideration.The Supreme Court of Virginia reviewed the case and affirmed the Commission's decision. The Court held that the VCEA only required the Commission to consider the benefits to specified groups, not make specific findings. The Commission's consideration of the evidence and its decision not to impose a hiring-related condition were within its discretion. The Court found no abuse of discretion, as the Commission reasonably concluded that the statutory requirements were met without the need for additional hiring conditions. View "WVALDC v. State Corporation Commission" on Justia Law

Nicholas Guthneck was hired by Qlarant Integrity Solutions, LLC, a Maryland company working on federally funded contracts, as a health fraud investigator in September 2020. He worked remotely from Montana. In response to the COVID-19 pandemic, President Biden issued Executive Order 14042 in September 2021, mandating that federal contractors ensure their employees were vaccinated against COVID-19. Qlarant implemented a vaccination policy in October 2021, requiring employees to submit proof of vaccination by November 24, 2021. Guthneck refused to disclose his vaccination status, citing Montana law (House Bill 702, codified as § 49-2-312, MCA), which prohibits employment discrimination based on vaccination status. Consequently, Qlarant terminated his employment on November 4, 2021.Guthneck filed a discrimination complaint with the Montana Human Rights Bureau (HRB), which found reasonable cause to support his claim. The case was set for a hearing before the Office of Administrative Hearings (OAH). Qlarant moved to dismiss the complaint, arguing that Executive Order 14042 preempted Montana law. The OAH hearing officer agreed and dismissed the complaint. Guthneck appealed to the Montana Human Rights Commission (HRC), which vacated the dismissal, stating that the hearing officer lacked authority to determine preemption.Qlarant sought judicial review in the First Judicial District Court, Lewis and Clark County. The District Court reversed the HRC's decision, ruling that the hearing officer had the authority to determine preemption and correctly found that Executive Order 14042 preempted § 49-2-312, MCA. Guthneck appealed to the Montana Supreme Court.The Montana Supreme Court affirmed the District Court's decision. The Court held that the OAH hearing officer had the authority to determine whether Executive Order 14042 preempted Montana law, as it involved statutory interpretation rather than a constitutional question. The Court also held that Executive Order 14042 expressly preempted § 49-2-312, MCA, for federal contractors like Qlarant during the relevant period. Thus, Qlarant was required to comply with the federal mandate, and Guthneck's termination for refusing to disclose his vaccination status was lawful. View "Qlarant v Guthneck" on Justia Law

Jason Earlywine was employed as a teacher by the Board of Education of Paris Independent School District (BEP) from August 2007 to June 2019. In 2011, a student accused him of inappropriate conduct, leading to his placement on paid administrative leave, which was later changed to unpaid leave. He faced a criminal charge of Sexual Abuse in the First Degree, but the trial court granted him a directed verdict in January 2015, and the charge was expunged. Earlywine was reinstated in February 2015 but was terminated in 2019 for unspecified reasons. In 2020, he sued BEP to recover lost wages during his unpaid leave.The Bourbon Circuit Court initially handled the case, determining that BEP was within the waiver of immunity under KRS 45A.245(1) but transferred the case to Franklin Circuit Court due to venue appropriateness. BEP appealed, arguing governmental immunity and failure to exhaust administrative remedies. The Court of Appeals ruled that BEP's immunity was waived under KRS 45A.245(1) but concluded that Earlywine's failure to exhaust administrative remedies deprived the court of subject matter jurisdiction.The Supreme Court of Kentucky reviewed the case, affirming that BEP is subject to the waiver of immunity under KRS 45A.245(1). However, it reversed the Court of Appeals' conclusion regarding the exhaustion of administrative remedies, stating that this issue is subject to exceptions and should not have been addressed on interlocutory appeal. The Supreme Court remanded the case to Franklin Circuit Court for further proceedings, allowing Earlywine to argue any applicable exceptions to the exhaustion requirement. View "BOARD OF EDUCATION OF PARIS, KENTUCKY V. EARLYWINE" on Justia Law