Justia Government & Administrative Law Opinion Summaries

A group of non-convicted individuals detained at the Santa Rita Jail in Alameda County, California, filed a lawsuit against the county and a private contractor, Aramark Correctional Services, LLC. The detainees were working in the jail's kitchen, preparing meals for the jail population and staff under an agreement between the county and Aramark. They were not paid for their labor. The detainees sued for failure to pay minimum wage and overtime.The case was initially heard in a federal district court, which granted in part and denied in part the defendants' motions to dismiss. The court reasoned that while the Penal Code addresses employment and wages of state prisoners, it does not address such matters for pretrial detainees confined in county jails. The court also agreed with the County that government entities are exempt from state overtime laws and therefore granted the County's motion to dismiss the claim for overtime wages. The district court certified for interlocutory appeal the legal question of pretrial detainees’ entitlement to minimum and overtime wages.The Supreme Court of California was asked by the United States Court of Appeals for the Ninth Circuit to decide whether non-convicted incarcerated individuals working in a county jail for a private company have a claim for minimum wage and overtime under California law. The Supreme Court of California concluded that non-convicted incarcerated individuals performing services in county jails for a for-profit company do not have a claim for minimum wages and overtime under Section 1194 of the California Labor Code, even in the absence of a local ordinance prescribing or prohibiting the payment of wages for these individuals. View "Ruelas v. County of Alameda" on Justia Law

A scientist with physical disabilities, Dr. Andrew Mattioda, sued his employer, the National Aeronautics and Space Administration (NASA), under the Rehabilitation Act of 1973. He alleged that he suffered a hostile work environment after informing his supervisors of his disabilities and requesting upgraded airline tickets for work travel. He also claimed he was discriminated against due to his disability by being passed over for a promotion.The United States District Court for the Northern District of California dismissed Dr. Mattioda’s hostile-work-environment claim and granted summary judgment in favor of NASA on his disability-discrimination claim. The court concluded that Dr. Mattioda failed to allege a plausible causal nexus between the claimed harassment and his disabilities. It also held that NASA provided a legitimate nondiscriminatory reason for not selecting Dr. Mattioda for an available senior scientist position.On appeal, the United States Court of Appeals for the Ninth Circuit reversed the district court’s dismissal of Dr. Mattioda’s hostile-work-environment claim, affirming that a disability-based harassment claim is available under the Americans with Disabilities Act of 1990 and the Rehabilitation Act. The court held that Dr. Mattioda plausibly alleged a hostile-work-environment claim based on his disability. However, the court affirmed the district court’s order granting summary judgment for NASA on the disability-discrimination claim, agreeing that NASA had provided a legitimate nondiscriminatory reason for not selecting Dr. Mattioda for the senior scientist position. The case was remanded for further proceedings. View "MATTIODA V. NELSON" on Justia Law

Kevin D. Jones, an attorney, held a term position with the U.S. Department of Agriculture (USDA) before transferring to the Department of Justice’s (DOJ) Bureau of Alcohol, Tobacco, Firearms and Explosives (ATF). At the USDA, Jones primarily provided advice and counsel regarding discrimination complaints filed against the agency and litigated ensuing discrimination claims before the Equal Employment Opportunity Commission (EEOC). At the ATF, Jones served as an advisor to the Professional Review Board (PRB) as part of a team of attorneys in the Management Division of the ATF Office of General Counsel (OGC). After three months at the ATF, Jones was asked to resign due to his lack of contract law experience. Jones filed a complaint alleging discrimination and lack of due process in his termination.The Merit Systems Protection Board (MSPB) dismissed Jones's administrative appeal for lack of jurisdiction. The Administrative Judge (AJ) of the MSPB found that Jones was not an "employee" as defined by 5 U.S.C. § 7511(a)(1)(B) because his positions at the USDA and ATF were not the same or similar. The AJ noted several distinctions between the tasks Jones performed at each agency. Jones did not appeal the Initial Decision to the full Board, so the AJ’s Initial Decision became the Final Decision of the Board.The United States Court of Appeals for the Federal Circuit affirmed the Board's decision. The court found that the AJ did not err in her determination that Jones's positions at the USDA and ATF were not similar. The court also found that the AJ's decision was supported by substantial evidence. Therefore, the court affirmed the Board's determination that it lacked jurisdiction to hear Jones's appeal. View "Jones v. Merit Systems Protection Board" on Justia Law

The case revolves around Arno Kuigoua, a registered nurse who was employed by the California Department of Veterans Affairs (the Department) at the Knight Veterans Home. Kuigoua was terminated in October 2018 after the Department found him guilty of sexually harassing women and providing substandard care that harmed patients. Kuigoua appealed his termination to the State Personnel Board, but his appeal was rejected. He then filed an administrative charge of employment discrimination with the California Department of Fair Employment and Housing and the federal Equal Employment Opportunity Commission, alleging discrimination based on sex and retaliation.The Superior Court of Los Angeles County reviewed Kuigoua's case after he sued the Department in state court on state statutory claims. His complaint included allegations of unlawful gender, sex, and/or sexual orientation discrimination and harassment, unlawful race, color, and/or national origin discrimination and/or harassment, failure to prevent unlawful discrimination and/or harassment based on gender, sex, sexual orientation, race, color, and/or national origin, and retaliation based on gender, sex, sexual orientation, race, color, and/or national origin.The Court of Appeal of the State of California Second Appellate District Division Eight reviewed the case after Kuigoua appealed the judgment of the Superior Court. The court found that Kuigoua's claims in court were not like, and were not reasonably related to, those in his administrative complaint. The court also found that an administrative investigation would not have uncovered the conduct that was the focus of Kuigoua's operative complaint. As a result, the court affirmed the judgment of the Superior Court, ruling that Kuigoua failed to exhaust his administrative remedies. View "Kuigoua v. Dept. of Veteran Affairs" on Justia Law

The case revolves around the procedural interplay between two Mississippi statutes—the Mississippi Tort Claims Act (MTCA) and the Mississippi Whistleblower Protection Act (MWPA). Mark Johnson, the plaintiff, filed a retaliation complaint under the MWPA, alleging that he was fired from his position as general manager of the Clarksdale Public Utilities Authority (CPU) for reporting inefficiency and incompetence. Johnson later added claims for First Amendment retaliation and breach of contract.The district court held that the procedural requirements of the MTCA applied to Johnson’s MWPA claim, and because the court concluded he didn’t comply with them, it dismissed his claim. The district court also concluded that Johnson’s First Amendment retaliation and breach-of-contract claims were time-barred because the three-year statute of limitations for these claims ran after Johnson filed his first complaint but before he amended to add these claims—and neither claim relates back. Johnson appealed.The United States Court of Appeals for the Fifth Circuit was unable to make a reliable Erie guess as to whether the MTCA’s procedural requirements apply to MWPA claims because it lacked clear guidance from Mississippi courts on how the two statutes interrelate. Therefore, the court certified this question to the Supreme Court of Mississippi: When a plaintiff brings a claim against the government and its employees for tortious conduct under the MWPA, is that claim subject to the procedural requirements of the MTCA? View "Johnson v. Miller" on Justia Law

The case revolves around a workers' compensation claim filed by Dale Brooks, an employee of Benore Logistics Systems, Inc. Brooks claimed that he suffered a work-related repetitive trauma injury to his back due to the nature of his job as a "switcher" truck operator, which involved moving semitruck trailers and ocean freight containers to various points in a shipping yard. He substantiated his claim with medical evidence and testimony. However, his employer commissioned an ergonomics report that concluded his injury was statistically unlikely to have been caused by his work activities.The single commissioner ruled in Brooks's favor, but an appellate panel of the Workers' Compensation Commission relied on the ergonomics report, reversed the single commissioner, and denied Brooks's claim. The appellate panel concluded that Brooks's job was not repetitive and that it was statistically unlikely that his back injury was caused by his work duties. The court of appeals reversed this decision, holding that the appellate panel did not have the authority to determine whether Brooks's job was repetitive and that any reliance on the ergonomics report was impermissible.The Supreme Court of South Carolina affirmed the decision of the court of appeals as modified. The court agreed that the appellate panel erred in its reliance on the ergonomics report to deny Brooks's claim. The court held that while the Commission does have the authority to determine whether an employee's job is repetitive, the appellate panel's decision that Brooks's job was not repetitive was unsupported by the substantial evidence in the record. Furthermore, the court ruled that any reliance on an ergonomics report in a work-related repetitive trauma injury case is contrary to the rule of law and constituted reversible error by the appellate panel. The court remanded the matter to the Commission for it to calculate the benefits to which Brooks is entitled. View "Brooks v. Benore Logistics System, Inc." on Justia Law

This case involves a dispute between CP Anchorage Hotel 2, LLC, doing business as Hilton Anchorage, and Unite Here! Local 878, AFL-CIO, a union representing the hotel's housekeepers. The conflict arose in 2018 when the hotel underwent substantial renovations, including replacing old bathtub showers with walk-in, glass-walled showers in about half of the guest rooms. After the renovations, the hotel required the housekeepers to meet the same room-cleaning quotas as before, despite the housekeepers' claims that the rooms were now harder to clean and required different skills and equipment. The hotel also threatened to discipline housekeepers who failed to meet these quotas. The union filed an unfair labor practice charge with the National Labor Relations Board (NLRB), arguing that the hotel's unilateral actions affected bargaining unit employees.The NLRB found that the hotel had committed unfair labor practices by failing to provide the union with requested information relevant to bargaining, unilaterally changing its housekeepers' duties by increasing the work required per room but maintaining the same room-cleaning quota, and threatening its housekeepers with discipline if they failed to comply with the increased workload requirements. The NLRB ordered the hotel to rescind the unlawful changes to the housekeepers' working conditions and to compensate the housekeepers for any loss of earnings due to the hotel's unlawful conduct.The hotel petitioned the United States Court of Appeals for the District of Columbia Circuit for review, arguing that decisions like the renovation decision did not require bargaining with a union. The court disagreed, finding that the hotel had an obligation to give the union a meaningful opportunity to bargain over the changes to the housekeepers' duties. The court denied the hotel's petition for review and granted the NLRB's cross-application for enforcement of its order. View "CP Anchorage Hotel 2, LLC v. National Labor Relations Board" on Justia Law

The case involves Noah’s Ark Processors, LLC, and the United Food and Commercial Workers’ Union. After the expiration of their previous collective-bargaining agreement, the parties began negotiations for a new one. The company's representative, however, had no decision-making authority, and the negotiations were brief and ineffective. Frustrated, the union filed charges with the National Labor Relations Board (NLRB). The NLRB filed a petition against Noah’s Ark in federal district court for injunctive relief, which was granted, ordering the company to return to the negotiating table. However, the company declared it was unwilling to negotiate and presented another final offer. The district court issued a contempt finding, and the NLRB determined that Noah’s Ark had failed to bargain in good faith.The parties met seven more times over the next two months, but the negotiations were unsuccessful. Noah’s Ark extended another final offer, which included terms the union had already rejected. The company declared another impasse and made changes unilaterally. The union filed another complaint, and an administrative-law judge found that Noah’s Ark had both bargained in bad faith and prematurely declared an impasse. The NLRB ordered Noah’s Ark to continue negotiating, provide backpay to its employees, reimburse the union for its bargaining expenses, and have its CEO read a remedial notice at an all-employee meeting.The United States Court of Appeals for the Eighth Circuit ruled that substantial evidence supported the NLRB's order and granted enforcement. The court found that Noah’s Ark did not take the negotiations seriously and did not approach the renewed negotiations with an open mind and sincere intention to reach an agreement. The court also agreed with the NLRB's finding that there was no good-faith impasse. The court did not consider Noah’s Ark's objections to the remedies imposed by the NLRB, as the company had not raised these specific objections before the NLRB. View "National Labor Relations Board v. Noah's Ark Processors, LLC" on Justia Law

In the case between the National Labor Relations Board (NLRB) and Bannum Place of Saginaw, LLC and Bannum, Inc., the court ruled in favor of the NLRB.Bannum Place of Saginaw, a provider of reentry services for formerly incarcerated individuals, had been found to have engaged in unfair labor practices, including the termination of two union supporters. The NLRB sought enforcement of its decision to award specific backpay amounts to the two affected employees. Bannum contested this decision, arguing that Bannum, Inc. and Bannum Place of Saginaw were not a single employer and that the backpay calculation was erroneous.The court, however, upheld the NLRB's decision, noting that substantial evidence supported the finding that Bannum, Inc. and Bannum Place of Saginaw constituted a single employer. The court also rejected Bannum's argument that the backpay calculation was erroneous, stating that the burden was on the employer to establish facts that would mitigate that liability. The court also dismissed Bannum’s claims that its due process rights were violated, explaining that the relationship between Bannum, Inc. and Bannum Place of Saginaw was so interrelated that they actually constituted a single integrated enterprise.In conclusion, the court granted the NLRB's application for enforcement and denied Bannum's cross-petition. View "NLRB v. Bannum Inc." on Justia Law

The court case involves Ferrellgas, L.P., which was appealing against an order enforcing a subpoena issued by the Equal Employment Opportunity Commission (EEOC). The subpoena was part of an EEOC investigation into a discrimination charge filed by an employee, alleging that Ferrellgas had engaged in discriminatory hiring, pay, and termination practices.Ferrellgas contended that the subpoena was improperly served, was facially invalid due to procedural errors, was overly broad, and would impose an undue burden. Ferrellgas also argued that the subpoena sought information on hiring practices, which was irrelevant to the specific discrimination charge. The United States Court of Appeals for the Sixth Circuit rejected all of Ferrellgas's arguments.The Court found that the subpoena was served properly, despite Ferrellgas's claims to the contrary. It also ruled that the procedural errors in the subpoena were harmless and did not preclude its enforcement. The Court concluded that the subpoena was not overly broad, as the information sought could shed light on the alleged discriminatory practices. The Court also held that Ferrellgas failed to demonstrate that complying with the subpoena would impose an undue burden.In conclusion, the Court affirmed the district court's order enforcing the EEOC's subpoena, deciding that the lower court did not abuse its discretion in doing so. View "EEOC v. Ferrellgas, L.P." on Justia Law