Justia Government & Administrative Law Opinion Summaries

Noncitizens can qualify for employment-based U.S. visas by investing in designated commercial enterprises that create jobs in the United States. After making a qualifying investment, a noncitizen must petition the United States Citizenship and Immigration Services (USCIS) for the visa. In these two consolidated appeals, investors who have waited several years for USCIS to approve their petitions sue the agency for what they see as unreasonably delayed action in violation of the Administrative Procedure Act. The district courts in both cases granted USCIS’s motions to dismiss, holding that the investors’ allegations do not show USCIS’s delay to be unreasonable under the circumstances.   The DC Circuit affirmed. The court explained that Plaintiffs do not state a claim of unreasonable delay. The availability-screened queue is a rule of reason, and the complaints do not allege that USCIS follows a process other than its officially stated policy. Ruling in favor of Plaintiffs would require USCIS to process Plaintiffs’ petitions ahead of those of other petitioners who have been waiting as long or longer for their EB-5 petitions to be adjudicated. Congress did not set a deadline for agency action, Plaintiffs allege primarily financial harm, and the allegations do not point to government impropriety. View "Adrian Da Costa v. Immigration Investor Program Office" on Justia Law

The statute at issue in this appeal, 19 Del. C. § 2322F, provided a mechanism for employers and their workers’ compensation carriers to challenge proposed or provided health care services relating to compensable work injuries. An employer sought review of a superior court opinion reversing a decision by the Industrial Accident Board (the “IAB” or “Board”) regarding the reasonableness of a prescribed course of treatment. The IAB initially dismissed this case as moot, but the superior court reversed and remanded that decision in 2019. On remand, the IAB held that the claimant-employee’s ongoing narcotics treatment after June 2017 was unreasonable, unnecessary, and therefore not compensable under the Workers’ Compensation Act. The superior court then reversed the IAB again, holding there was no justiciable issue before the Board because the claimant employee had not submitted any medical claims to his employer for ongoing treatment. The employer argued the superior court erred as a matter of law in concluding that the IAB could not consider the compensability of an employee’s ongoing narcotics treatment until the employee submitted invoices for payment to the employer and the employer disputed those invoices in the statutory review process. Because the superior court incorrectly interpreted 19 Del. C. § 2322F with respect to the justiciability of the employer’s petition, the Delaware Supreme Court reversed the superior court’s decision, vacated the attorneys’ fees award, and reinstated the IAB’s determination. View "This and That Services Co. Inc. v. Nieves" on Justia Law

The district court dismissed with prejudice a suit brought by Plaintiff against the Louisiana Twenty-First Judicial District and its former Chief Judge Robert Morrison, concluding that: (1) the Twenty-First Judicial District lacked the capacity to be sued; (2) McLin failed to plausibly allege that she was treated differently from anyone else; and, (3) Chief Judge Morrison was entitled to qualified immunity. Plaintiff argued that the district court erred in dismissing her Section 1981 and Title VII claims.   The Fifth Circuit affirmed. The court explained that Plaintiff sought to meet the racial causation element with the comments made by Brumfield that her “hands are tied” as well as the Chief Judge’s tone and comment stating, “in today’s world that we live in, I have no other choice but to terminate you. You need to watch what you say and do.” The court wrote that these speculative allegations do not carry the day. Plaintiff issued the public statement “#IWillrunYouOver” in reference to driving her truck over peaceful protestors. Taking all the factual allegations as true, a more reasonable and obvious interpretation than the one put forth by Plaintiff is that her termination had to do with her public threat to run over people. While the district court erred in requiring Plaintiff to make allegations that satisfy the McDonnell Douglas standard, Plaintiff still failed to plead one ultimate element a plaintiff is required to plead: that the termination was taken against her because of her protected status. The court concluded that Plaintiff has not asserted plausible facts meeting the elements of this claim. View "McLin v. Twenty-First Judicial Dist" on Justia Law

Claimant Fran Rancourt appealed a Compensation Appeals Board (CAB) decision granting the request of the carrier, AIM Mutual — NH Employers Ins. Co., for a reduction of the claimant’s benefits from the Temporary Total Disability (TTD) rate to the Diminished Earning Capacity (DEC) rate. At the time of her injury, the claimant was employed as the “vice president of academic and community affairs” for the Community College System of New Hampshire (CCS). The injury occurred when the claimant slipped on ice, hitting her head. She was taken to the hospital where she received 11 staples to close a wound in her head. Three months later, the claimant was assessed by Dr. Glassman, an independent medical examiner, who recommended “partial duty modified work part-time” and physical therapy, and that the claimant see a concussion specialist. He concluded that claimant did “not have the ability to return to full duty work at this time,” but opined that “she could be evaluated for partial duty work, working three to four hours a day, two to three days a week.” In July 2019, claimant was visiting a friend in Maine when she fell stepping into a boat. As a result of the fall, the claimant severely injured her left hamstring, resulting in surgery. She reported that the fall was a result of problems with her depth perception related to her head injury. In March 2020, Glassman performed another independent medical examination to evaluate the extent of claimant’s continuing disability. Glassman reported that claimant continued to suffer from “postconcussion syndrome” as a result of the work injury in 2017. He concluded that claimant “has not returned to her pre-accident status” and “still has ongoing deficits and ongoing symptoms.” He reported that claimant feels about “60% improved,” and that, while “she is being seen by neuro-optometry and speech therapy,” she “has reached maximum medical improvement” for her post-concussion syndrome. It was his opinion that “no further treatment is indicated for the date of injury of November 20, 2017.” In May 2020, the carrier requested a hearing, pursuant to RSA 281-A:48 (2010), seeking to reduce or terminate the TTD indemnity benefits claimant had been receiving. The hearing officer granted the carrier’s request to reduce benefits as it related to claimant’s changed condition. Finding no reversible error in that decision, the New Hampshire Supreme Court affirmed. View "Appeal of Rancourt" on Justia Law

Appellant, a former employee of the Office of the Director of National Intelligence (“ODNI”), asserts that ODNI violated the Family and Medical Leave Act of 1993 (“FMLA”),by delaying her leave request and not hiring her for a permanent position. The district court determined that Appellant failed to meet her burden of proof to demonstrate that she was not selected for the permanent position “by reason of” ODNI’s FMLA interference.   The Fourth Circuit affirmed. The court concluded that t the record supports the district court’s finding that Appellant’s non-selection for the permanent position was the result of the hiring official’s poor impression of Appellant as a prospective employee and Appellant’s attendance problems prior to the FMLA interference. View "Hannah P. v. Avril Haines" on Justia Law

Ponderay Police Department Officer Michael Watkins injured his knee while chasing a suspect. Because Watkins was injured during the performance of his duties as a police officer, he was eligible to receive his full base salary during the period of his disability under the Peace Officer and Detention Officer Temporary Disability Act. Rather than receive payments under the Act, Watkins accepted worker’s compensation benefits from the Idaho State Insurance Fund. Nearly a year later, Watkins filed a complaint against the City of Ponderay seeking payment of his full base salary. The Commission fashioned a remedy which required the City to pay Watkins his full base salary, but reduced that amount by the worker’s compensation payments Watkins had already received. Watkins appealed, arguing the Commission failed to follow the Act and exceeded its authority by ordering that the City receive a credit for benefits Watkins received. Finding the Commission erred in ordering the City receive a credit for the worker's compensation benefits, the Idaho Supreme Court reversed. View "Watkins v. City of Ponderay" on Justia Law

The Supreme Court affirmed the judgment of the circuit court granting Defendant's motion to dismiss Petitioner's petition for judicial review of a decision of a hearing examiner with the Fire and Police Employees' Retirement System for the City of Baltimore denying Petitioner's request for line-of-duty disability retirement, holding that the petition was untimely.Petitioner, a police officer, sustained an injury during a car accident that occurred while he was responding to an emergency call. A copy of the hearing examiner's decision denying line-of-duty disability retirement but granting him non-line-of-duty disability retirement. At issue was whether former Chief Judge Mary Ellen Barbera's administrative tolling order issued in response to the COVID-19 pandemic applied to Defendant's case. The circuit court concluded that the extension applied only to deadlines that were tolled during the closure of the clerks' offices between March 16, 2020 and July 20, 2020. The appellate court certified the question of whether the fifteen-day extension applied to all cases whose statute of limitations and deadlines related to initiation expired between those dates. The Supreme Court answered the question in the negative, holding that the fifteen-day extension under the administrative tolling orders applied only to cases with deadlines that were suspended during the closure of the clerks' offices between the relevant dates. View "In re Hosein" on Justia Law

While at his job as a correctional officer at the Lancaster State Prison in August 2002, respondent Michael Ayala was severely injured in a preplanned attack by inmates. He filed a workers’ compensation claim and alleged that the injury was caused by the serious and willful misconduct of his employer, petitioner California Department of Corrections and Rehabilitation (CDCR). Such an allegation was significant because Labor Code section 4553 provided that “[t]he amount of compensation otherwise recoverable shall be increased one-half . . . where the employee is injured by reason of serious and willful misconduct” by the employer. Ayala and CDCR agreed that the injury caused Ayala 85 percent permanent disability, but they could not agree whether CDCR engaged in serious and willful misconduct. Over a dissent, a Board majority found that CDCR “failed to act on a credible threat of inmate violence that was specifically reported to be planned for the day of the attack and took the facility off lockdown despite this threat even though it possessed additional information . . . that this had long been planned.” Ayala contended that, for the period before his permanent disability, his base compensation was his full salary. He was paid his full salary because he was on industrial disability leave and enhanced industrial disability leave, which were alternatives to temporary disability. CDCR contended the base compensation was only what Ayala would have been entitled to on temporary disability. Assuming that Ayala would have been entitled to temporary total disability, the base compensation would have been two-thirds of his salary, subject to statutory limits. The workers’ compensation judge agreed with CDCR and found that the base compensation was what Ayala would have been paid in temporary disability. But on reconsideration, the Board again rescinded and reversed the workers’ compensation judge’s decision, this time finding that the base compensation was what Ayala was paid on industrial disability leave and enhanced industrial disability leave. The Court of Appeal held that industrial disability leave and enhanced industrial disability leave were not “compensation” as that term was used in section 4553 and annuled the Board’s contrary decision. View "Cal. Dept. Corrections & Rehabilitation v. Workers' Comp. App. Bd." on Justia Law

Gregory Lowell appealed the Idaho Industrial Commission’s decision affirming the Idaho Department of Labor’s determination that Lowell was ineligible for unemployment benefits because he had been discharged for employee-related misconduct. After review, the Idaho Supreme Court affirmed the Industrial Commission’s decision because Lowell failed to provide a sufficient record or sufficient argument and authority to support his claims. View "Lowell v. Human Dynamics & Diagnostics, PLLC" on Justia Law

Andrew Hennessey appealed a district court order dismissing with prejudice his action against the Milnor School District (“District”). The District employed Hennessey as a teacher for the 2021-2022 school year. In October 2021, the District placed Hennessey on paid administrative leave for immoral conduct and conduct unbecoming his position. The District requested Hennessey sign a resignation letter, which would have immediately terminated his employment, salary, and benefits. He declined to sign the resignation letter and requested an administrative hearing. The District then converted Hennessey’s leave from paid to unpaid leave and recommended his dismissal for cause. Hennessey subsequently signed a severance agreement providing him salary through October 2021 and insurance benefits through December 2021, and waiving his rights to challenge the dismissal. He later learned through an open records request that the District’s legal counsel had advised the District in an email, in part, to convert his leave to unpaid to have “some leverage over this guy.” In December 2022, Hennessey filed this action seeking to rescind the agreement’s release and waiver section to allow him to challenge his dismissal. He claimed the District exerted undue financial pressure on him to secure the waiver of his rights to an administrative hearing and to challenge his termination in district court when it converted his paid leave to unpaid leave. The North Dakota Supreme Court affirmed, finding Hennessey failed to allege facts sufficient to support rescinding a contract for undue influence under N.D.C.C. § 9-09-02. View "Hennessey v. Milnor School District" on Justia Law