Justia Government & Administrative Law Opinion Summaries

In 2014, National Park Service (NPS) entered a contract with Perini to perform work on Ellis Island and hired Jacobs to provide contract management services on that contract. Jacobs assigned Weber to the project. Weber observed what he believed to be discrepancies between Perini’s work and its billing practices and disclosed those discrepancies to the Office of the Inspector General (OIG), which concluded that there was no misconduct. In 2015, the NPS informed Jacobs that it would not extend its contract, purportedly because there was not enough work. Weber told OIG that he believed NPS’s decision was due to his reports and that he feared Jacobs would not retain him. Jacobs ultimately discharged Weber, who filed an OIG complaint in December 2015. In April 2016, Weber agreed to, an extension of OIG’s 180-day statutory deadline to complete its investigation. In February 2017, beyond the 360-day extended deadline, OIG completed and transmitted its report, with redacted copies to Weber and Jacobs. More than three years later, Jacobs asserted that it had never received the report.Jacobs subsequently declined to respond, asserting that the report was issued after the statutory deadline, 41 U.S.C. 4712, and that OIG lacked jurisdiction. The final determination and order were issued in December 2021, well beyond the 30-day deadline, and concluded that Jacobs had engaged in a prohibited reprisal against Weber. The Third Circuit denied an appeal, holding that the deadlines are not jurisdictional. View "Jacobs Project Management Co v. United States Department of the Interior" on Justia Law

Rueter worked for NOAA under his supervisor, Dr. Bolden. In November 2014, two female employees of agency contractors informed Bolden of incidents that had occurred at a Halloween costume party and the following morning, when Rueter engaged in inappropriate conduct directed at them. In June 2015, Rueter loudly yelled disrespectful accusations at Bolden in her office. In November 2016, Rueter’s second-level supervisor issued a letter to Rueter proposing that he be removed from his position for misconduct. Rueter filed a complaint with the Office of Special Counsel (OSC). The agency stayed the removal action for several months at OSC’s request. In September 2017, Rueter’s third-level supervisor rescinded the first proposed removal letter and issued a second notice of proposed removal, which charged conduct unbecoming a federal employee and disrespectful conduct toward a supervisor, explaining in detail the specifications supporting each charge.Rueter, claiming that his removal was retaliation for his complaints against Bolden, unsuccessfully appealed his subsequent removal to the Merit Systems Protection Board. The Federal Circuit affirmed, rejecting Rueter’s claims that three internal, ex parte emails deprived him of due process, that the Board improperly denied his request to have certain testimony at the removal hearing, and that he was improperly denied in camera inspection of certain documents. The emails did not provide new and material evidence nor apply undue pressure on the deciding official to remove Rueter. View "Rueter v. United States Department of Commerce" on Justia Law

The United Auto Workers union (“UAW”) and three pro-union Tesla employees filed multiple charges with the National Labor Relations Board (“NLRB”) alleging unfair labor practices against Tesla. An Administrative Law Judge (“ALJ”) found that Tesla had committed most of the alleged violations, and the NLRB issued an order largely affirming the ALJ. Both Tesla and the UAW filed petitions for review, and the NLRB filed a cross-application to enforce its order. Tesla and the UAW each challenged two of the NLRB’s findings through this appeal.   The Fifth Circuit denied the petitions for review. The court held that the NLRB’s findings were supported by substantial evidence, and it did not abuse its broad remedial discretion in declining to issue a notice-reading remedy. The court explained that the UAW cited no authority mandating a notice reading to remedy repeated violations in the absence of intervening cease-and-desist orders. And, as Tesla emphasizes, the company at most continued to commit violations after having a complaint filed against it, not after being ordered to cease its conduct. Moreover, given the deferential standard of review and the “special respect” given to the NLRB’s choice of remedy in light of its policy expertise and its broad, discretionary remedial powers, the court declined to disturb the NLRB’s order in this regard. View "Tesla v. NLRB" on Justia Law

The First Circuit affirmed the order of the district court granting summary judgment in favor of Kent County Memorial Hospital and Michael Dacey, M.D., in his individual capacity and as President of Kent Hospital, and dismissing Richard Gilbert, M.D.'s suit challenging the Hospital Board of Trustees' revocation of Dr. Gilbert's privileges at Kent Hospital, holding that dismissal was proper.In granting summary judgment for Defendants, the district court concluded that Dr. Gilbert had not rebutted the presumption that Defendants were immune from liability in damages under the Health Care Quality Improvement Act (HCQIA), 42 U.S.C. 11101-11152, and immune from suit under Rhode Island state law. The First Circuit affirmed, holding (1) the Board was entitled to HCQIA immunity; and (2) the Board was entitled to immunity under R.I. Gen. Laws 23-17-23(b). View "Gilbert v. Kent County Memorial Hospital" on Justia Law

The Supreme Court reversed the decisions of the district court and employment appeal board affirming the decision of the department of workforce development denying Appellant's claim for unemployment benefits, holding that Appellant's claims on appeal were unavailing.Appellant, an apprentice electrician, attended a week-long training as part of his apprenticeship curriculum, and his employer didn't pay him for that week. Appellant filed a claim for unemployment benefits under Iowa Code 96.4(3), arguing that he met the statute's criteria that he be able to work, available for work, and actively seeking work. The department of workforce development denied the claim, and the employment appeal board and district court affirmed. The Supreme Court affirmed, holding that the board's decision that Appellant had not established his eligibility for benefits was not an erroneous interpretation of the law, unsupported by substantial evidence in the record, or an abuse of the board's discretion. View "Dornath v. Employment Appeal Bd." on Justia Law

The Supreme Court reversed the order of the single justice of the appeals court reversing the denial of Plaintiffs' motion for a preliminary injunction and vacated the injunction, holding that the single justice abused her discretion in enjoining Defendants from enforcing their December 2021 amended COVID-19 vaccination policy.Plaintiffs - the Boston Firefighters Union, the Boston Police Superior Officers Federation, and others - filed a complaint challenging Defendants' unilateral amendment of the COVID-19 vaccination policy for all city of Boston employees, seeking declaratory and injunctive relief. The superior court denied Plaintiffs' motion for injunctive relief, but a single justice of the appeals court reversed and ordered the entry of a preliminary injunction. The Supreme Court reversed, holding that the single justice abused her discretion in issuing the preliminary injunction because the potential harm to the city resulting from the spread of COVID-19 clearly outweighed the economic harm to employees. View "Boston Firefighters Union, Local 718, Internat'l Ass'n of Fire Fighters, AFL-CIO v. City of Boston" on Justia Law

After the EEOC closed its investigation into Plaintiff’s charge of discrimination, the agency issued Plaintiff a right-to-sue notice. This notice, however, only reached Plaintiff’s attorney and not Plaintiff himself. The EEOC then sent a subsequent notice acknowledging that the first had not reached Plaintiff and advising him that his 90-day window in which to file suit began to run upon its—the second notice’s—receipt. Plaintiff filed his complaint 141 days after his attorney is presumed to have received the first notice and 89 days after Plaintiff and his attorney received the second. The district court dismissed Plaintiff’s suit as untimely and held that equitable tolling was unavailable.   The Fifth Circuit vacated the district court’s order dismissing Plaintiff’s complaint. The court explained that Plaintiff’s case did not present the kind of exceptional circumstances that may warrant equitable tolling; the district court failed to consider controlling precedent from this court that tolling may be available when the EEOC affirmatively misleads a claimant about the time in which he must file his federal complaint. The court wrote that this was an abuse of discretion. Further, the court found that the district court did not proceed beyond this first prong of the tolling analysis the record at this motion to dismiss stage does not disclose whether Plaintiff diligently pursued his rights. View "Bernstein v. Maximus Federal Services" on Justia Law

Plaintiff, a federal inmate, sued Federal Bureau of Prisons (BOP) staff alleging, inter alia, discrimination and retaliation under the Rehabilitation Act. The district court dismissed the action for failure to exhaust available administrative remedies. According to the court, the Prison Litigation Reform Act (PLRA) required Plaintiff to exhaust both the BOP’s Administrative Remedy Program and an additional remedy, particular to prison discrimination claims, administered by the Department of Justice’s Director of Equal Employment Opportunity. Plaintiff appealed, arguing that he was only required to exhaust the BOP’s Administrative Remedy Program under the Prison Litigation Reform Act. Plaintiff asserted in the alternative that the Department of Justice remedies were not “available” to him.   The Fourth Circuit affirmed. The court explained that the PLRA’s exhaustion provision is plain. It requires prisoners to utilize all “available” administrative remedies. For Rehabilitation Act claimants, these remedies include both the BOP’s ARP and a separate EEO process administered by the DOJ. Here, Plaintiff failed to exhaust these remedies despite them being “available” to him under the PLRA. Accordingly, the court affirmed the district court’s dismissal of Plaintiff’s complaint without prejudice to his ability to exhaust the EEO remedies “available” to him within the meaning of the PLRA. View "Webster Williams, III v. Michael Carvajal" on Justia Law

Plaintiff began working for McDonnell Douglas in 1985. He stayed there until it merged with The Boeing Company (Boeing) in 1997. In 2017 and 2018, Plaintiff unsuccessfully applied for promotions within Boeing. Both times, the promotion was given to younger candidates who scored better in the interview. In 2017, the promotion went to an employee aged 33; in 2018, to one aged 34. Plaintiff alleged that Boeing discriminated against him on the basis of age, in violation of the Missouri Human Rights Act (MHRA). Plaintiff brought two separate lawsuits, now consolidated, alleging age discrimination in relation to the 2018 opening and a claim for constructive discharge.  The district court granted summary judgment in favor of Boeing on both claims, holding that Plaintiff (1) failed to demonstrate a material dispute as to whether Boeing’s stated rationale for the hiring decision was a mere pretext for age discrimination and (2) failed to timely file a complaint with the Missouri Commission on Human Rights within six months of when his constructive-discharge claim accrued.   The Eighth Circuit affirmed. The court concluded that Plaintiff failed to rebut the non-age-based, legitimate reasons offered by Boeing for its choice to hire the other applicant instead of him. Further, Plaintiff alleged that his termination paperwork started the clock, not his email. The court explained that Plaintiff gave his employer a little more than five weeks’ notice. But his claim still accrued then—on the day he gave notice, not the day he filed the paperwork. Because May 28, 2020, falls 185 days after November 25, 2019, Plaintiff’s complaint was untimely and thus barred. View "Jeff Bonomo v. The Boeing Company" on Justia Law

The Supreme Court reversed the decision of the court of appeals reversing the order issued by the Ohio Bureau of Workers' Compensation classifying the in-home direct-care workers of Friendship Supported Living, Inc. as employees rather than independent contractors, holding that the Bureau abused its discretion.Friendship protested the findings of the Bureau in its 2017 premium audit for the 2014-2015 period, arguing that Friendship's in-home direct-care workers were independent contractors rather than employees. The findings were affirmed. Thereafter, Friendship filed a complaint for a writ of mandamus seeking an order directing the Bureau to classify its in-home direct-care workers as independent contractors and reimburse Friendship for premiums it had made as a result of the Bureau's classification. The court of appeals granted a writ of mandamus. The Supreme Court reversed and granted a limit writ of mandamus ordering the Bureau to issue an amended order, holding that the Bureau abused its discretion by failing sufficiently to account for the pertinent factors bearing on the relationship between Friendship and its direct-care workers. View "State ex rel. Friendship Supported Living, Inc. v. Ohio Bureau of Workers' Compensation" on Justia Law