Justia Government & Administrative Law Opinion Summaries

Miller Plastic Products Inc. fired Ronald Vincer in March 2020, during the early weeks of the COVID-19 pandemic. Vincer had expressed concerns about the company's pandemic protocols and its operating status, believing it was not an essential business. The National Labor Relations Board (NLRB) determined that Vincer’s termination violated Section 8(a)(1) of the National Labor Relations Act (NLRA) because it was motivated, at least in part, by his protected concerted activity.The Administrative Law Judge (ALJ) found that Vincer’s conduct was protected under the NLRA and that his termination was motivated by his protected activity. The ALJ also disallowed testimony regarding after-acquired evidence at the liability stage of the proceeding. Miller Plastic petitioned for review of the Board’s order, and the Board cross-applied for enforcement.The United States Court of Appeals for the Third Circuit reviewed the case. The court concluded that substantial evidence supported the Board’s determination that Vincer’s conduct was protected under the NLRA and was a motivating factor for his termination. The court also agreed with the ALJ’s decision to disallow testimony regarding after-acquired evidence at the liability stage, noting that such evidence is typically considered during compliance proceedings.However, the court found that the NLRB failed to adequately address certain evidence related to Miller Plastic’s affirmative defense that it would have fired Vincer even absent his protected conduct. The court remanded the case to the Board to address the significance of that evidence. The court denied Miller Plastic’s petition for review in part and granted the Board’s cross-application for enforcement in part, affirming the finding that Vincer was terminated because of his concerted activity. View "Miller Plastic Products Inc v. NLRB" on Justia Law

The case involves a dispute between several plaintiffs, who are foreign nationals participating in an au pair program, and Cultural Care, Inc., a Massachusetts company that places au pairs with host families in the U.S. The plaintiffs allege that Cultural Care violated their rights under the Fair Labor Standards Act (FLSA) and various state wage and hour laws by failing to pay them legal wages. They also claim violations of state deceptive trade practices laws.The United States District Court for the District of Massachusetts denied Cultural Care's motion to dismiss the complaint, including its defense of derivative sovereign immunity under Yearsley v. W.A. Ross Construction Company. Cultural Care appealed, but the United States Court of Appeals for the First Circuit affirmed the District Court's decision, concluding that Cultural Care had not established entitlement to protection under Yearsley. After the case returned to the District Court, Cultural Care filed a motion to compel arbitration based on agreements in contracts signed by the au pairs with International Care Ltd. (ICL), a Swiss company. The District Court denied this motion, ruling that Cultural Care had waived its right to compel arbitration and that it could not enforce the arbitration agreement as a nonsignatory.The United States Court of Appeals for the First Circuit reviewed the case and affirmed the District Court's denial of the motion to compel arbitration. The court held that Cultural Care, as a nonsignatory to the ICL Contract, could not enforce the arbitration agreement under either third-party beneficiary theory or equitable estoppel. The court emphasized that the arbitration agreement did not demonstrate with "special clarity" that the signatories intended to confer arbitration rights on Cultural Care. Additionally, the plaintiffs' statutory claims did not depend on the ICL Contract, making equitable estoppel inapplicable. View "Posada v. Cultural Care, Inc." on Justia Law

A jurisdictional dispute arose between the International Longshore and Warehouse Union (ILWU) and the International Association of Machinists and Aerospace Workers (IAM) over maintenance work at SSA Terminals in the Port of Seattle. Both unions claimed the right to perform the work under their respective collective bargaining agreements. SSA initially assigned the work to ILWU, but IAM threatened economic action, prompting SSA to seek a resolution from the National Labor Relations Board (NLRB). The NLRB assigned the work to IAM, leading ILWU to pursue a grievance against SSA, which an arbitrator upheld.SSA then filed an unfair labor practice charge against ILWU, alleging that ILWU's pursuit of the grievance violated section 8(b)(4)(D) of the National Labor Relations Act. ILWU defended itself by invoking the work-preservation defense, which protects primary union activity. The NLRB rejected this defense, stating it was not applicable in pure jurisdictional disputes where multiple unions have valid contractual claims. The NLRB ordered ILWU to cease and desist from pursuing the maintenance work at Terminal 5.The United States Court of Appeals for the Ninth Circuit reviewed the case. The court held that the NLRB's position was foreclosed by its previous decision in International Longshore and Warehouse Union v. NLRB (Kinder Morgan), which established that a valid work-preservation objective provides a complete defense against alleged violations of section 8(b)(4)(D). The court vacated the NLRB's order and remanded the case for the NLRB to evaluate the merits of ILWU's work-preservation defense. The court also denied the petitions for review by IAM and the NLRB's cross-petition for enforcement. View "International Longshore and Warehouse Union v. National Labor Relations Board" on Justia Law

A psychiatric hospital in Florida, Suncoast Behavioral Health Center, and its management company, UHS of Delaware, Inc. (UHS-DE), were cited by the Secretary of Labor for violating the Occupational Safety and Health Act’s General Duty Clause by failing to protect employees from patient-on-staff violence. The citation followed an OSHA investigation that revealed numerous instances of workplace violence at the hospital.The Occupational Safety and Health Review Commission (the Commission) affirmed the citation, concluding that Suncoast and UHS-DE operated as a single employer and that the Secretary of Labor had proven the feasibility and effectiveness of the proposed abatement measures. The Commission did not address the economic feasibility of two specific abatement measures related to hiring additional security staff, as the feasibility and efficacy of the other six measures were undisputed.The United States Court of Appeals for the Eleventh Circuit reviewed the case. The court upheld the Commission’s finding that Suncoast and UHS-DE operated as a single employer, noting that they shared a common worksite, integrated operations, and common management. However, the court found that the Secretary of Labor failed to prove the economic feasibility of the two security staffing-related abatement measures. Consequently, the court set aside the ALJ’s finding regarding these two measures but upheld the citation based on the six undisputed abatement measures.The court denied in part and granted in part the petition for review, affirming the citation but clarifying that Suncoast and UHS-DE are not obligated to implement the two security staffing measures. View "UHS of Delaware, Inc. v. Secretary of Labor" on Justia Law

The U.S. Department of Education announced a reduction in force (RIF) on March 13, 2025, affecting about half of its employees. Subsequently, twenty-one states and several labor organizations and school districts filed lawsuits against the Secretary of Education, the Department, and the President, claiming that the RIF violated the U.S. Constitution and the Administrative Procedure Act (APA). They also sought an injunction against the transfer of certain functions out of the Department, announced by the President on March 21, 2025.The U.S. District Court for the District of Massachusetts consolidated the cases and granted the plaintiffs' motions for a preliminary injunction. The court found that the plaintiffs were likely to succeed on the merits of their claims, determining that the RIF and the transfer of functions were likely ultra vires and violated the APA. The court concluded that the actions were arbitrary and capricious, lacking a reasoned explanation and failing to consider the substantial harms to stakeholders.The United States Court of Appeals for the First Circuit reviewed the case. The court denied the appellants' motion for a stay pending appeal. The court found that the appellants did not make a strong showing that they were likely to succeed on the merits, particularly regarding the APA claims. The court also determined that the plaintiffs would suffer substantial injury without the injunction, as the RIF made it effectively impossible for the Department to carry out its statutory functions. The court concluded that the public interest favored maintaining the injunction to ensure the Department could fulfill its legal obligations. View "New York v. McMahon" on Justia Law

In August 2022, a bin full of phosphate rock collapsed at the Lee Creek Mine in Beaufort, North Carolina, injuring three miners. Industrial TurnAround Corporation (ITAC), the independent contractor responsible for checking the structural integrity of the bin's support columns, was cited by the Mine Safety and Health Administration (MSHA) for failing to take defective equipment out of service. MSHA sent a notice of proposed penalty to ITAC's outdated address of record, and ITAC did not contest the penalty, which became final 30 days later. ITAC subsequently filed a motion to reopen the penalty, claiming it had inadvertently failed to update its address of record.The Federal Mine Safety and Health Review Commission granted ITAC's motion to reopen the penalty, citing excusable neglect under Federal Rule of Civil Procedure 60(b). The Commission noted that ITAC had not occupied the address since 2009 and had only discovered the MSHA notice when an employee checked for missing packages. The Secretary of Labor, representing MSHA, opposed the motion, arguing that ITAC's failure to update its address could not be excused under FRCP 60(b).The United States Court of Appeals for the District of Columbia Circuit reviewed the case. The court held that the Commission’s order to reopen the penalty was not an appealable collateral order and dismissed the Secretary’s petition for lack of jurisdiction. The court emphasized that the order did not impose an obligation, deny a right, or fix a legal relationship, and that the interest in immediate review did not meet the high threshold required under the collateral order doctrine. The court concluded that the Commission’s decision to reopen the penalty did not involve a substantial public interest or a particular value of a high order that justified immediate appeal. View "Secretary of Labor v. Industrial TurnAround Corporation" on Justia Law

In 2023, Kenneth Bresler, a former Appeals Court staff attorney, filed a lawsuit in the Superior Court against three Appeals Court employees, Lynn Muster, Mary Bowe, and Gina DeRossi, alleging intentional interference with advantageous relations. Bresler claimed that the defendants engaged in a campaign that led to his termination. The defendants moved to dismiss the complaint, arguing that Bresler failed to establish the "actual malice" required for such a claim and that they were entitled to common-law immunity as public officials.The Superior Court judge granted the motion to dismiss for Bowe and DeRossi but denied it for Muster. Bresler appealed the dismissal of Bowe and DeRossi, while Muster cross-appealed the partial denial of her motion to dismiss. The Supreme Judicial Court granted Bresler's application for direct appellate review.The Supreme Judicial Court reviewed the case and concluded that the allegations in the complaint, when taken as true, plausibly suggested that Muster and Bowe acted with "actual malice," which is necessary to state an intentional interference claim. The court found that Muster's actions, motivated by jealousy and hostility, and Bowe's subsequent negative evaluations and actions against Bresler, supported the inference of actual malice. However, the court held that the complaint did not contain sufficient factual allegations to establish actual malice or defeat common-law immunity for DeRossi.As a result, the Supreme Judicial Court affirmed the Superior Court's order as to Muster and DeRossi and reversed it as to Bowe, allowing the claims against Muster and Bowe to proceed while dismissing the claims against DeRossi. View "Bresler v. Muster" on Justia Law

Cannabis Green, a company operating three cannabis retail stores in Spokane, Washington, was investigated by the Department of Labor & Industries (L&I) following a wage complaint by a former employee in January 2019. The employee alleged that Cannabis Green failed to pay her overtime for hours worked across all three stores. L&I's investigation revealed additional wage and hour violations affecting other employees. Despite requests for payroll records and work schedules, Cannabis Green did not fully comply, leading L&I to propose a settlement agreement in August 2021, which Cannabis Green rejected.The Spokane County Superior Court dismissed L&I's complaint, agreeing with Cannabis Green that L&I needed to issue a formal order directing the employer to pay a specific sum before filing suit. The Court of Appeals affirmed this decision, holding that L&I must determine and order the payment of wages owed before initiating legal action.The Supreme Court of the State of Washington reviewed the case and reversed the lower courts' decisions. The court held that while L&I must order an employer to pay wages owed before filing a lawsuit, the statute does not require a formal administrative order or a demand for a specific sum. The court found that L&I's proposed compliance agreement and related communications provided sufficient information to constitute an informal directive to Cannabis Green to address the alleged violations. The case was remanded to the trial court for further proceedings consistent with this opinion. If L&I prevails on remand, it is entitled to attorney fees. View "Department of Labor & Industries v. Cannabis Green, LLC" on Justia Law

Dominique Robison, a bus operator for the Washington Metropolitan Area Transit Authority (WMATA), was suspended from her job after bringing her own bottle of urine to a scheduled drug test, which was deemed an automatic failure under WMATA’s policy. She was suspended without pay for 180 days and subsequently filed for unemployment benefits, which were initially granted by the claims examiner due to WMATA's failure to provide evidence of misconduct.WMATA appealed to the Office of Administrative Hearings (OAH), where an administrative law judge (ALJ) found that Robison had committed simple misconduct, not gross misconduct, and was disqualified from benefits for the first eight weeks of her unemployment. The ALJ reasoned that Robison’s violation was her first drug-related offense and that WMATA’s decision to suspend rather than terminate her undercut the severity of the offense. The ALJ did not consider WMATA’s argument that Robison was ineligible for benefits because she was merely suspended, not terminated.WMATA then appealed to the District of Columbia Court of Appeals. The court reviewed whether the ALJ made findings of fact on each materially contested issue, whether substantial evidence supported each finding, and whether the ALJ’s conclusions flowed rationally from its findings. The court concluded that Robison’s actions did not rise to the level of gross misconduct, as there was no direct evidence of drug use or impairment, no demonstrable impact on passenger safety or WMATA’s operations, and it was her first offense. The court also determined that Robison was "unemployed" within the meaning of the statute because she was suspended without pay and did not work during the suspension period.The District of Columbia Court of Appeals affirmed the ALJ’s decision. View "WMATA v. Robison" on Justia Law

AllService Plumbing and Maintenance, Inc. is a small, family-owned plumbing company in Baton Rouge, Louisiana. In 2009, a union organizer named Charles LeBlanc began efforts to unionize AllService’s workforce. An employee, Joe Lungrin, opposed the unionization and informed the company’s Vice President, Luke Hall, about LeBlanc’s activities. The union filed a petition with the National Labor Relations Board (NLRB) to hold an election among AllService’s employees. After agreeing on an election date, AllService laid off three employees. The union lost the election, and subsequently filed a complaint with the NLRB alleging that AllService violated the National Labor Relations Act (NLRA) by surveilling, threatening, and interrogating employees, and by laying off employees due to their union activities.An NLRB administrative law judge (ALJ) found in 2011 that AllService violated the NLRA and ordered the reinstatement of the laid-off employees with backpay. AllService did not file timely exceptions, and the NLRB adopted the ALJ’s findings in 2012. A second ALJ calculated damages in 2013, and the NLRB ordered AllService to pay over $100,000. However, the Supreme Court’s decision in NLRB v. Noel Canning in 2014 invalidated the NLRB’s quorum, leading the Board to set aside its decision and dismiss its enforcement petition.In 2022, the NLRB issued a notice to show cause for re-adopting the 2013 ALJ decision, blaming administrative oversight for the delay. AllService objected, citing significant business losses due to floods in 2016 and 2021. The NLRB ignored these objections and adopted the 2013 decision. The NLRB then applied to the United States Court of Appeals for the Fifth Circuit for summary enforcement of its 2022 order.The Fifth Circuit denied the NLRB’s request for summary enforcement, finding that the Board failed to prove that enforcement would be equitable. The court held that the Board’s delay and administrative neglect were extraordinary circumstances excusing AllService’s failure to exhaust specific objections. The court also granted AllService’s petition for review, finding that the Board lacked substantial evidence to attribute Lungrin’s activities to AllService and to find that the pre-election layoffs were related to union activity. View "National Labor Relations Board v. Allservice Plumbing" on Justia Law