Justia Government & Administrative Law Opinion Summaries

Semper worked as a probation officer for the District Court of the Virgin Islands until he was removed from his position on August 6, 2010. The reason given for his termination was that he was negligent in supervision of a convicted defendant who was killed while on release pending sentencing. . Semper filed a complaint in the Claims Court against the United States, the Chief Judge, and the court’s Chief Probation Officer. The Claims Court dismissed, holding that it lacked jurisdiction. The Federal Circuit affirmed, first holding that the Civil Service Reform Act of 1978, 5 U.S.C. 7501-7543, applied to Semper, regardless of which governmental branch employed him. He was classified as a member of the “excepted service,” not the “competitive service,” and was not among those excepted service employees whom the statute makes eligible for judicial or administrative review of adverse agency action. View "Semper v. United States" on Justia Law

The Montana Public Employees' Retirement Board (MPERB) denied death benefits to Petitioner Erene Briese (Erene) because her deceased husband, who had originally named her as his beneficiary under the Montana Sheriffs’ Retirement System (SRS), had later filed a new designation, dropping her as a beneficiary, while marital dissolution proceedings were pending. Erene appealed to the District Court, which affirmed the MPERB’s order. Erene then appealed the District Court’s order to the Supreme Court. "At a minimum," the Supreme Court agreed with those courts that have held that "a court has equitable power to order a return to the status quo when a party violating a temporary restraining order has died. Thus, in this case, the District Court should have invalidated the husband's 2006 change of beneficiaries because it was made in violation of the statutorily-mandated restraining order, and should have determined that his 2001 designation of Erene was "the most recent membership card filed with the board." View "Briese v. MPER Board" on Justia Law

Appellant, a classified civil-service employee, filed a writ of mandamus to compel appellees, the Miami County Sheriff's Office and Sheriff Charles Cox, to reinstate him pursuant to Ohio Rev. Code 145.362 to his previous deputy-sheriff position and salary or to a similar position and salary and to award him back pay and benefits. The court of appeals held that Appellant had an adequate remedy by way of a civil-service appeal to the State Personnel Board of Review (SPBR) from the sheriff's office's refusal to perform the requested actions. The Supreme Court affirmed, holding (1) classified civil-service employees like Appellant have an adequate remedy by administrative appeal to SPBR from an employer's refusal to reinstate them to their salaries and former positions; and (2) Appellant waived his claim that the collective-bargaining agreement between the sheriff's office and the employee union prevented him from instituting an appeal to SPBR. View "State ex rel. Byers v. Sheriff'Âs Office" on Justia Law

At issue in this case was whether the workers' compensation courts had the authority to hear a petition filed by Insured to determine whether Insurer had a duty to defend and indemnify Insured under a policy for workers' compensation insurance. Insurer moved to dismiss Insured's petition, arguing that the compensation judge did not have subject matter jurisdiction to hear the petition because it asserted a breach of contract claim rather than one arising under the workers' compensation laws. The compensation judge disagreed and denied Insurer's motion to dismiss. The workers' compensation court of appeals (WCCA) affirmed, concluding that Insured was seeking a declaration that its insurance coverage with Insurer was still "in effect," a question within the compensation judge's authority to decide. The Supreme Court affirmed, holding that the workers' compensation courts had jurisdiction to decide the issues presented in Insured's petition for declaration of insurance coverage, as the real nature of the claim was whether Insured's insurance coverage was in effect, a question that was within the authority of the compensation judge to answer. View "Giersdorf v. A & M Constr., Inc." on Justia Law

Ernest Murphy was employed by the Commonwealth as a superior court judge for eight years. Following the publication of libelous articles about Murphy's performance of his judicial duties, and his subsequent receipt of hate mail and death threats, Murphy was diagnosed with PTSD and major depressive disorder and was unable to continue performing the essential duties of his job. The state board of retirement rejected his application for accidental disability retirement benefits pursuant to Mass. Gen. Laws 32, 7, and this denial was upheld by the contributory retirement appeal board (CRAB). At issue before the Supreme Court was whether Murphy was entitled to receive accidental disability retirement benefits on the grounds that he was permanently disabled from performing the essential duties of his job by reason of a personal injury sustained as a result of, and while in the performance of, his duties. The Court affirmed, holding that Murphy did not sustain his disabling injuries while in the performance of his judicial duties, as (1) Murphy was not engaged in judicial work during the time he opened and read the death threat; and (2) the act of opening and reading his mail was, in itself, not a judicial duty. View "Murphy v. Contributory Ret. Appeal Bd." on Justia Law

Employee was injured while working for Employer. Five years later, Employee was fired for violating the company's attendance policy. Employee's termination was later the basis for the Industrial Commission of Ohio's denial of his request for temporary total disability compensation (TTC). The Commission found that Employee's discharge amounted to a voluntary abandonment because it was consequence of behavior that Employee willingly undertook. The court of appeals reversed, holding that the deliberate misconduct necessary to support a finding of voluntary abandonment could not be imputed to Employee. The Supreme Court affirmed and issued a limited writ of mandamus that vacated the Commission's order and returned the cause to it for further consideration, as the hearing officer did not carefully examine the totality of the circumstances in finding that a simple allegation of misconduct existed to preclude temporary total disability compensation. View "State ex rel. Brown v. Hoover Universal, Inc." on Justia Law

Petitioner Catherine Robert had worked as supervisor of released adult offenders for ten years when she developed sacroiliac joint dysfunction. After a lengthy leave of absence, including a period authorized by the Family and Medical Leave Act (FMLA), Petitioner remained unable to perform all of her required duties, and she was terminated. She appealed her employer's, the Brown County, Kansas Board of Commissioners, decision. Upon review, the Tenth Circuit concluded that Petitioner's discharge did not constitute discrimination in violation of the Americans with Disabilities Act, retaliation in violation of the FMLA, breach of contract, or abridgment of procedural due process. View "Robert v. Board of County Commissioners, et al" on Justia Law

This case arose out of the Boeing Company’s 2005 sale, to Spirit AeroSystems, Inc. of facilities in Wichita, Kansas, and Tulsa and McAlester, Oklahoma. Boeing terminated the Division's entire workforce of more than 10,000. The next day, Spirit rehired 8,354 employees, who had been selected by Boeing’s managers. Although older employees predominated in the workforce both before and after the sale, a lower percentage of older workers than younger ones were rehired. The plaintiffs sued, seeking to be declared a class of about 700 former Boeing employees who were not hired by Spirit. The Employees alleged, among other things, that Boeing, Onex, and Spirit violated the Age Discrimination in Employment Act (ADEA), the Employee Retirement Income Security Act (ERISA), Title VII of the Civil Rights Act of 1964 (Title VII), and the Americans with Disabilities Act (ADA). In two separate orders, the district court granted summary judgment on the Employees’ Title VII and ADA claims, and their ERISA and ADEA claims. The court denied the Employees’ motion for reconsideration. Upon review of the Employees' claims on appeal, the Tenth Circuit found no error in the district court's judgment and affirmed the grant of summary judgment. View "Apsley v. Boeing Co." on Justia Law

A compensation judge found Respondent was barred from receiving workers' compensation benefits because his written notice of injury, given nearly two years after his last day of work, was not timely and because Respondent's employer did not have actual knowledge that Respondent's back problems were work-related. The workers' compensation court of appeals (WCCA) reversed, concluding that a reasonable person in Respondent's position would not have known his injury was compensable until Respondent's doctors provided written reports to Respondent's attorney establishing a relationship between Respondent's back problems and his job duties. The Supreme Court reversed the WCCA and affirmed the denial of benefits, holding (1) the WCCA erred in overturning the compensation judge's finding that Respondent failed to give timely notice to his employer of his work-related injury; and (2) the compensation judge did not err in finding that the employer did not have actual knowledge of such an injury. View "Anderson v. Frontier Commc'ns" on Justia Law

The Fraternal Order of Police, Lodge No. 64, and three employees of the Jefferson County Sheriff's Office appealed the grant of summary judgment in favor of the Personnel Board of Jefferson County, and Jefferson County Sheriff Mike Hale in the employees' action regarding the suspension of merit pay raises for classified employees of the Jefferson County Sheriff's Office. Upon review of the matter, the Supreme Court affirmed the judgment of the circuit court. View "Fraternal Order of Police, Lodge No. 64 v. Personnel Board of Jefferson Cty." on Justia Law