Justia Government & Administrative Law Opinion Summaries

In 2008 Miller was appointed by the Department of the Interior, National Park Service, as Park Superintendent, GS-13, for Sitka National Historical Park (SNHP). In 2010, Miller was removed from her position after she refused a management-directed reassignment to a different position at the same grade and pay in Anchorage, Alaska. The Merit Systems Protection Board sustained the removal action, but later vacated the Initial Decision, reversed Miller’s removal, and ordered Miller’s reinstatement to her position as Park Superintendent. The Office of Personnel Management sought review. The Federal Circuit reversed. Substantial evidence supported the Initial Decision that the agency established, by a preponderance of the evidence, that it had legitimate management reasons for Miller’s reassignment; and that Miller failed to rebut the agency’s prima facie case. View "Cobert v. Miller" on Justia Law

Shapiro began working for the Social Security Administration as an administrative law judge in 1997. As early as 1998, the Agency informed Shapiro that his performance was lacking. Shapiro’s poor performance continued and, in early 2000, “a tremendous backlog” of cases in his docket became apparent. The Agency began to take an active role in assisting Shapiro, including reviewing cases, drafting decisions, and returning them for signature. Shapiro’s performance, however, did not improve. The Agency continued to provide assistance and issue warnings until Shapiro’s supervisor concluded that “despite the extraordinary efforts to assist him, to mentor him, [and] to train him,” Shapiro could not manage his docket to meet expectations. The Agency filed a complaint under 5 U.S.C. 7521, with the Merit System Protection Board seeking a finding of good cause to remove Shapiro based on “unacceptable performance” and “neglect of duty.” The Federal Circuit affirmed the finding of good cause, noting that Shapiro’s production was dramatically lower than similarly situated ALJs, and that this failure to manage his caseload constituted good cause for removal. View "Shapiro v. Soc. Sec. Admin." on Justia Law

In 2011, the Board hired plaintiff Juanita Burch-Clay as principal of West Rutland School with a two-year contract beginning July 1, 2011. Plaintiff’s contract authorized the Board to not renew her contract by providing written notice of its reasons for non-renewal on or before March 15. By letter dated March 14, the Board notified plaintiff of its decision not to renew her contract, citing “school climate” as the reason for non-renewal. The letter also stated that the Board would be willing to reconsider its decision upon plaintiff’s successful participation in a remedial plan developed and approved by the superintendent and the Board. Plaintiff followed up with a letter dated March 19 expressing her desire to work collaboratively with the Board to address its concerns. While plaintiff and the Board made inroads into fixing "deficiencies" raised by a review of her performance, plaintiff refused to stipulate to those deficiencies as characterized by the evaluation. The Board affirmed its earlier decision not to renew plaintiff's contract. Plaintiff filed a motion at the superior court for review under Vermont Rule of Civil Procedure 74, raising claims of both procedural defects and a lack of just cause for her termination. The superior court found no error in the conduct of the hearing and concluded that the Board had just and sufficient cause for termination. Finding no error in the superior court's judgment, the Supreme Court affirmed. View "Burch-Clay v. Taylor" on Justia Law

In an attempt to curtail attrition within the Los Angeles Police Department, the City required all newly hired police officers who graduated the Los Angeles Police Academy to reimbuse the LAPD a prorated portion of the cost of training at the Academy if s/he voluntarily left after serving less than 60 months following graduation (and going to work for another law enforcement agency within a year of terminating employment with the LAPD). Officers signed an "acknowledgement" of this reimbursement requirement. This case was a coordinated action involving 43 former officers of the LAPD, all but three of whom were successfully sued by the city for breach of the acknowledgment. On appeal in case No. E058460, the officers contended that the acknowledgement failed as a contract for lack of consideration, but that if there was a contract, it was unenforceable as contrary to multiple state and federal laws. The Court of Appeal agreed in part with appellants’ contention that LAAC section 4.1700 violated Labor Code section 2802, and concluded that, under the particular circumstances of this case, the acknowledgment was entirely void pursuant to Labor Code section 2804. Because these conclusions were dispositive, the Court did not address the remaining issues appellants raised. The Court also affirmed the judgment in favor of the city on appellants’ cross-complaint. While the appeal in case No. E058460 was pending, the city filed an appeal of the trial court’s ruling denying its motion for attorney fees. (Case No. E060572.) The Court of Appeal consolidated the two cases. Because the Court reversed judgment on the city’s complaint and order entry of judgment in favor of all defendants, the Court dismissed dismiss the appeal in case No. E060572 as moot. View "In re Acknowledgment Cases" on Justia Law

Steven Brown suffered a back injury while working as a school bus driver for the Washington County School District. Brown received workers’ compensation for this injury. In 2007, Brown was reinjured while attending a local festival. The School District denied workers’ compensation liability. An administrative law judge with the Labor Commission concluded that the prior industrial injury was a contributing cause to the second injury and awarded benefits. The Commission and court of appeals affirmed. After clarifying the causation standard under the direct and natural results test for interpreting the Workers’ Compensation Act, the Supreme Court remanded the case back to the Commission to determine whether Brown’s injury met this standard. View "Washington County Sch. Dist. v. Labor Comm'n" on Justia Law

In 2004, Employee was working for Employer when she fell, injuring her left knee and back. In 2009, Employee filed a claim for lifetime income benefits (LIBs) pursuant to section 408.161 of the Texas Workers’ Compensation Act claiming that her 2004 injury caused the total loss of use of both her feet at or above the ankle and that the loss of use was permanent. A hearing officer with the Division of Workers’ Compensation determined that Employee was not entitled to LIBs. The district court reversed and awarded LIBs. The court of appeals affirmed. The Supreme Court reversed and rendered judgment denying Employee’s claim for LIBs, concluding that the court of appeals erred in determining that the evidence was sufficient to support the trial court’s judgment. View "Dallas Nat’l Ins. Co. v. De La Cruz" on Justia Law

Defendant Jimmy Walker petitioned for mandamus relief following the circuit court's denial of his motion for summary judgment. While plaintiff Jeremy Deason was was incarcerated, he participated in a Department of Corrections work-release program and was assigned to an inmate construction detail; Walker, who was employed as a "carpenter supervisor" with DOC's Correctional Industries Division, served as Deason's work-release supervisor. In 2010, Deason suffered an on-the-job injury when scaffolding he and Walker were dismantling collapsed. Before both Deason and Walker's ascent onto the scaffolding, Walker had performed a visual inspection of the scaffolding and the "mud plates," which prevent scaffolding from settling, in order to assess the stability of the scaffolding; according to Walker, the scaffolding appeared secure before Deason started ascending. As a result of his injuries, Deason sued, among other defendants, numerous DOC officials, including Walker, whom Deason sued only in his individual capacity. Specifically, as to Walker, Deason contended that Walker "started climbing the scaffold on the same side as [Deason] knowing that the scaffold was not set up properly for workers to climb the same side at the same time." The Supreme Court granted relief: "the record is devoid of any evidence indicating - and Deason does not establish - either that Walker violated any applicable DOC rule or regulation governing his conduct or that Walker was acting 'willfully, maliciously, fraudulently, [or] in bad faith' in the exercise of judgment in regard to the scaffolding when Deason was injured. Therefore, Walker has successfully demonstrated that he is entitled to State-agent immunity as to Deason's tort claims." View "Ex parte Jimmy Walker." on Justia Law

The Escambia County Board of Education terminated the employment of John Lambert, a tenured teacher, as the band director at Flomaton High School for leaving a pistol in his school office, which was locked. During the course of his teaching career and military service, Lambert was never charged with neglect of duty, insubordination, or failure to perform duties in a satisfactory manner. Before this incident, no school board had ever taken disciplinary action against Lambert, nor had Scott Hammond, the principal of Flomaton High School, ever disciplined Lambert. Before getting on a bus for a band trip where the students were waiting for Lambert to join them, Lambert placed a small bag on the desk in his office. The bag contained personal items, including clothing, tools, Lambertís checkbook, and 10 20-dollar bills in a folded bank envelope. The bank envelope was in the side pocket of the bag, which was zipped. Lambert placed the bag in his office because he did not want to leave it in his truck overnight while he was away on the trip. According to Lambert, he forgot that a loaded .380 automatic pistol and an additional loaded magazine were in a small case at the bottom of the bag. Both the case containing the pistol and the bag were zipped. The bag was black, and it was impossible to identify the contents of the bag from the exterior of the bag. Lambert, who had a permit for the pistol, testified that both his office door and the door to the band room were locked when he left for the band contest at approximately 8:00 a.m. Around noon that same day, a school custodian notified school administrators that a gun was found on school premises. Only Lambert, the custodian, and the principal had keys to Lambert's office. Lambert acknowledged the pistol was his, and discovered that $80 was missing from the bag. Lambert was placed on administrative leave, then later terminated. He appealed the Board's decision. The Court of Civil Appeals affirmed the decision of the hearing officer. The Supreme Court, however, reversed. "In light of the fact that this Court has resolved, as a material question of first impression, the standard of review a hearing officer is to apply to an employer's decision to terminate the employment of a tenured teacher, we reverse the judgment of the Court of Civil Appeals and remand the cause to that court to, in turn, reverse the judgment of the hearing officer and remand the cause to him with instructions to review the sanction imposed against Lambert under the arbitrary-and-capricious standard of review as that standard [was] articulated in this opinion." View "Ex parte John Lambert." on Justia Law

Edward Gorre was a firefighter employed by the city of Tacoma (City), who suffered from valley fever (coccidioidomycosis). Gorre's diagnosis was not disputed. At issue was whether valley fever was considered a "respiratory disease" or an "infectious disease" under RCW 51.32.185(1)(a) or (d) that shifts the burden of proving the disease's proximate cause from Gorre to the employer City. The Supreme Court reversed the Court of Appeals and reinstated the superior court's judgment in the City's favor. The Supreme Court concluded that "respiratory disease," as used in RCW 51.32.185(1 )(a), referred only to diseases that medical experts diagnose as respiratory diseases. The Court also concluded that the "infectious diseases" qualifying for RCW 51.32.185(1)(d)'s evidentiary presumption were limited to those diseases specifically enumerated in RCW 51.32.185( 4 ). Because medical experts in Gorre's case testified that valley fever was an infectious disease, not a respiratory one, and because it was not one of the infectious diseases enumerated in RCW 51.32.185(4), the presumption did not apply. View "Gorre v. City of Tacoma" on Justia Law

Calvin Anderson appealed a judgment affirming a Workforce Safety and Insurance ("WSI") decision approving a vocational rehabilitation plan. In January 2005, after slipping on an icy driveway and injuring his right shoulder and left hip while working as an inspector-tester for Finley Engineering, Anderson reported the injury to WSI. On January 28, 2005, WSI accepted liability for the right shoulder and left hip injury and paid benefits to Anderson. During the following three years, Anderson worked in similar positions with different companies. After his injury, and throughout 2010, Anderson sought medical and chiropractic care from numerous providers to address complications with his right shoulder, neck, and left hip. In April 2010, WSI issued a notice of its decision to deny further liability for Anderson's left hip injury on the grounds that the arthritis of which he complained had been present before he sustained the work injury in 2005. After finding no objective medical evidence indicating Anderson's hip condition was caused by his work injury, WSI issued its order denying liability for his hip condition. Anderson argued on appeal to the Supreme Court that WSI's selection of a vocational rehabilitation plan under N.D.C.C. ch. 65-05.1 was not physically appropriate because no reasoning mind, after a review of his medical conditions, could conclude he was capable of completing the work required in his vocational rehabilitation plan. Anderson argued WSI failed to properly consider his difficulties with driving when it formed his vocational rehabilitation plan. "A vocational rehabilitation plan is appropriate if it meets the statutory requirements and gives the injured worker a reasonable opportunity to obtain substantial gainful employment." After review of the record, the Supreme Court concluded a reasoning mind reasonably could have determined the vocational rehabilitation plan would return Anderson to substantial gainful employment that was reasonably attainable in light of his injury.The Court therefore affirmed the district court judgment. View "Anderson v. WSI" on Justia Law