Justia Government & Administrative Law Opinion Summaries

Page Bender Jr. worked as an underground coal miner for twenty-one years and suffered from a totally disabling respiratory condition. Bender filed a claim for black lung benefits. An administrative law judge (ALJ) applied to Bender’s claim the rebuttable presumption of total disability due to pneumoconiosis, under which the burden shifted to the coal mine operator to disprove Bender’s entitlement to benefits. The ALJ awarded black lung benefits to Bender based on the ALJ’s conclusion that the operator had failed to rebut the presumption by showing that Bender’s pneumoconiosis did not in any way contribute to his disability. The Benefits Review Board affirmed. The Fourth Circuit affirmed, holding (1) the Department of Labor acted within its regulatory authority in requiring the coal mine operator to show, where Bender met the statutory criteria for the presumption, that “no part of the miner’s respiratory or pulmonary total disability was caused by pneumoconiosis”; and (2) the ALJ’s decision was supported by substantial evidence. View "W. Va. CWP Fund v. Bender" on Justia Law

Appellee filed a workers’ compensation claim from a work-related injury that occurred in 2007 while he was employed as a bricklayer for Appellant. Appellee had three other workers’ compensation claims from work-related injuries that occurred in 1992 and 2005. His claim was allowed. Appellee later applied for permanent-total-disability compensation. Appellee’s treating physician and a psychologist opined that Appellee was incapable of working due to his psychological condition caused by the 2007 injury. A staff hearing officer with the Industrial Commission granted Appellee’s application and ordered permanent total disability compensation. The hearing officer apportioned the cost of the award entirely to the 2007 claim. Appellant filed a complaint for a writ of mandamus. The court of appeals denied the writ, holding that Commission did not err by allocating the entire award to the 2007 claim. The Supreme Court affirmed, holding that the Commission did not abuse its discretion when it attributed the entire award to the 2007 claim. View "State ex rel. Turner Constr. Co. v. Indus. Comm’n" on Justia Law

Appellant was injured during the scope of his employment. In 2010, the Industrial Commission of Ohio found that Appellant had a six percent permanent partial disability and granted him compensation accordingly. In 2010, the Commission increased the award by four percent for a total of ten percent permanent partial disability. In 2011, the Commission again amended Appellant’s claim to include an additional condition and increased the award by an additional four percent. Appellant filed a complaint in mandamus alleging that the Commission’s order awarding only a four percent increase was not supported by the evidence. The court of appeals denied the writ. The Supreme Court affirmed, holding that the Commission did not abuse its discretion in adopting a percentage of disability that fell within the range suggested by two doctors. View "State ex rel. Romero v. River City Drywall Supply, Inc." on Justia Law

Appellant, then a teacher for the Washoe County School District (WCSD), pleaded guilty to possessing marijuana in his residence. Before Appellant completed his probation, the WCSD terminated his employment for immorality and conviction of a felony or of a crime involving moral turpitude. Appellant sought unemployment benefits. The Employment Security Division (ESD) denied benefits, finding that Appellant’s guilty plea established that the WCSD had terminated him for “workplace misconduct.” Under Nev. Rev. Stat. 453.3363, certain first-time drug offenders may avoid a criminal conviction if the offender pleads guilty and then successfully completes a probationary period, after which time the charges are dismissed. The Supreme Court reversed, holding that unemployment benefits for workplace misconduct were erroneously denied where the WCSD relied on a felony conviction that didn’t exist to establish that Appellant committed disqualifying misconduct for which he was terminated. View "Hohenstein v. State, Employment Sec. Div." on Justia Law

Dr. Mosen Khani, the owner and operator of Alliance Chiropractic, LLC (Alliance), filed an application for resolution of injury claim alleging that he suffered injuries while he was moving or assisting patients. Kentucky Employers’ Mutual Insurance (KEMI), which provided workers’ compensation insurance to Alliance, provided a defense on behalf of Alliance and presented a separate defense in its own name. Both KEMI and Alliance contested Dr. Khani’s claim, arguing that his conditions were preexisting and unrelated to the alleged work injuries. An administrative law judge (ALJ) found that Dr. Khani had not suffered a work-related injury and dismissed his claim. The Board affirmed. The Court of Appeals affirmed the Board, concluding that there was sufficient evidence to support the ALJ’s finding that Dr. Khani had not suffered a work-related injury. The Supreme Court affirmed, holding (1) the ALJ’s determination to treat Dr. Khani as a lay rather than an expert witness was not erroneous; (2) the ALJ’s finding that Dr. Khani had not suffered a work-related injury was supported by substantial evidence; and (3) there was no error in the ALJ’s failure to award temporary benefits. View "Khani v. Alliance Chiropractic" on Justia Law

After exhausting their administrative remedies, Plaintiffs, six employees of Husco International, Inc., brought this wage claim case behalf of themselves and others similarly situated seeking back pay for unpaid twenty-minute meal breaks taken during the two-year period preceding the filing of their complaint. The union had previously agreed to unpaid meal breaks in every collective bargaining agreement (CBA) negotiated since 1983 at the company’s Waukesha plant. This provision, however, was in conflict with a Department of Workforce Development (DWD) regulation that requires employers to pay employees for meal breaks that are shorter than thirty minutes. The practice was later ended. The circuit court denied both parties’ summary judgment motions. The court of appeals granted summary judgment for Plaintiffs, reasoning that the CBA could not trump the DWD meal-break regulation. The Supreme court reversed, holding that the employees were not entitled, under the DWD regulation, to back pay for the unpaid meal breaks in this case. View "Aguilar v. Husco Int’l, Inc." on Justia Law

Karen Baker, represented by an attorney with Schiavoni, Bush & Muldowney Co, L.P.A. (“the law firm”), filed an application for an increase in her permanent-partial-disability compensation. The Bureau of Workers’ Compensation awarded a total amount of $24,649.50. The law firm subsequently filed a motion with the Bureau seeking payment of its attorney fees out of Baker’s permanent-partial-disability-compensation award. The matter was referred to the full Industrial Commission, which denied the law firm’s motion, determining that it lacked jurisdiction to resolve a fee dispute between a claimant’s counsel and the Bureau and lacked jurisdiction to order the Bureau to pay the requested attorney fees. Baker then filed a complaint in mandamus against the Commission. The Court of Appeals denied the writ. The Supreme Court affirmed, holding that Baker and the law firm failed to demonstrate that they had a clear legal right to the relief requested or that the Bureau had a clear duty to pay the fees. View "State ex rel. Baker v. Indus. Comm’n" on Justia Law

In 2007, Employee suffered compensable work injuries. Five years later, Employee sought worker’s compensation benefits to cover medical expenses related to his chronic obstructive pulmonary disease (COPD). The Wyoming Workers’ Compensation Division denied benefits on the basis that the COPD was unrelated to Employee’s work injuries. The Office of Administrative Hearings (OAH) upheld the denial of benefits, concluding that Employee’s COPD was a preexisting condition and that Employee had not met his burden of showing that his work injuries materially aggravated his preexisting COPD. The district court affirmed. The Supreme Court reversed, holding that the OAH’s conclusions were not supported by substantial evidence. Remanded for entry of an order awarding benefits. View "Vandre v. State ex rel. Dep’t of Workforce Servs." on Justia Law

After voluntarily leaving his job with Employer, Respondent applied for unemployment benefits. The Department of Labor, Licensing, and Regulation (DLLR) denied the claim for benefits, determining that Respondent quit his job without good cause. The hearing examiner upheld the DLLR’s findings. The DLLR Board of Appeals declined to hear Respondent’s appeal, thereby adopting the hearing examiner’s decision as its own decision. Thereafter, Respondent filed a petition for judicial review. Instead of filing an answering memorandum, the DLLR Board requested that the circuit court remand the case back to the Board before the court conducted its review. The circuit court granted the Board’s motion for remand. The Court of Special Appeals dismissed Employer’s appeal, concluding that the remand order was was not a final judgment or otherwise appealable. The Court of Appeals affirmed, holding that the remand order was not a final, appealable judgment. View "Metro Maint. Sys. South, Inc. v. Milburn" on Justia Law

The New England Police Benevolent Association (NEPBA) appealed the Vermont Labor Relations Board's dismissal of NEPBA's petition for election of a collective-bargaining representative for NEPBA's failure to provide justification for its untimely filing. On January 30, 2014, NEPBA filed a petition for the election of a collective-bargaining representative to represent the sworn law enforcement officers of the Vermont Department of Fish and Wildlife, Vermont Department of Liquor Control, and Vermont Department of Motor Vehicles (collectively "the officers"). The officers seeking new representation were among those in the Non-Management Bargaining Unit, which was covered by a collective-bargaining agreement between the Vermont State Employees Association (VSEA) and the State of Vermont. The existing collective-bargaining agreement was set to expire on June 30, 2014, and the Non-Management Bargaining Unit was scheduled to conduct a ratification vote on a successor agreement on January 31, 2014, the day after the petition was filed. On appeal, NEPBA argued that the Board failed to consider its proffered justification and instead improperly concluded that the NEPBA provided no justification. Moreover, NEPBA asserted that the Board failed to conduct any analysis in support of its position, explain its findings, or define the applicable legal standard. NEPBA also argued that its proffered justification that the pending ratification of the successor agreement would foreclose the officers' opportunity to select a collective-bargaining representative ­is sufficient to waive the normal period for timely filing. The Supreme Court disagreed with NEPBA on the first issue and held that the Board did not err in dismissing the petition for NEPBA's failure to provide a justification for the untimely filing. View "In re New England Police Benevolent Association Petition for Election of Collective Bargaining Representative" on Justia Law