Justia Government & Administrative Law Opinion Summaries

During an investigation into possible violations of California overtime laws by appellant Nor-Cal Venture Group, Inc. (Nor-Cal), respondent Labor Commissioner for the State of California (Commissioner) subpoenaed Nor-Cal's business records. The Commissioner ultimately issued a wage citation to Nor-Cal, seeking over $900,000 in penalties and unpaid wages for alleged misclassification of about 40 restaurant managers. Nor-Cal challenged the wage citation in an “informal” adjudicatory hearing, and while that adjudication was pending, Commissioner issued a subpoena directing Nor-Cal’s “Person(s) Most Knowledgeable” on certain topics to testify at a deposition. When Nor-Cal refused, Commissioner filed a petition to a trial court to compel Nor-Cal to comply. The trial court agreed with Commissioner and ordered Nor-Cal to comply with the deposition subpoena. On appeal, Nor-Cal challenged the trial court’s order, arguing: (1) the California Government Code did not contemplate parties to adjudicatory informal hearings taking depositions for the purpose of discovery; and (2) because, under the trial court’s reasoning, only Commissioner could issue deposition subpoenas during the pendency of an informal adjudication, the trial court’s order permitting non-reciprocal discovery violated due process. The Court of Appeal reversed the trial court's order, finding that while Commissioner had broad power to issue investigative subpoenas to a company for suspected violations of the law, "that broad power ends upon initiation of adjudicative proceedings against the company." View "Garcia-Brower v. Nor-Cal Venture Group" on Justia Law

The Supreme Court vacated the order of the intermediate court of appeals (ICA) dismissing Appellant's appeal in this workers' compensation case for lack of a final, appealable order, holding that the ICA erred when it dismissed this appeal for lack of jurisdiction.These consolidated cases consisted of the decision of the Director of the Department of Labor and Industrial Relations (DCD) determining that Appellant sustained compensable work-related injuries but denying her claim for compensation relating to her alleged neck injury and sleep disorder. Following years of proceedings before the Labor and Industrial Relations Appeals Board (LIRAB) and DCD, the LIRAB issued several orders, including an order granting Employer/Insurer's two motions to compel and denying Appellant's motion for partial summary judgment. The ICA dismissed Appellant's appeal. The Supreme Court reversed, holding that the ICA had jurisdiction to review the LIRAB's order granting the motions to compel and denying partial summary judgment as to the order compelling Appellant to undergo an independent medical examination. View "Suzuki v. American Healthways, Inc." on Justia Law

Plaintiff asked the Foreign Service Grievance Board to review the Foreign Service’s decision to deny her tenure. While the Board was considering her grievances, Plaintiff asked the Board to grant “interim relief.” That relief would have let Plaintiff keep working for the Foreign Service until her case was decided. But the Board refused to grant it. So Plaintiff filed suit, claiming that the Board should have given her relief. After Plainitff in lost in the district court and appealed to this court, the Board reached final decisions on her grievances. 
 The DC Circuit affirmed the district court’s decision to dismiss Plaintiff’s backpay claim, and the court dismissed Plaintiff’s appeal of her interim-relief claims as moot. The court explained backpay is not an available remedy on judicial review of the Board’s orders. Nothing in the Foreign Service Act authorizes a court to issue backpay. Plus, under the Act, judicial review is adjudicated “in accordance with the standards set forth in [the Administrative Procedure Act].” Here, the Board found no merit to four of Plaintiff’s grievances. As for the fifth grievance, the Board held that Plaintiff’s claim had merit, but it still denied her backpay. And because Plaintiff has not petitioned for judicial review of the Board’s decision to deny backpay in that grievance, the court wrote it cannot direct the Board to reconsider it. View "Julie Beberman v. Antony Blinken" on Justia Law

The Supreme Court reversed the order of the circuit court denying Defendant's motion to dismiss the complaint brought by Plaintiff for injuries he sustained in the course and scope of his employment with Defendant, holding that the circuit court erred in denying the motion to dismiss.Plaintiff severely injured his left leg while he was employment at a pipeline construction project and received workers' compensation benefits for his injury. Plaintiff brought this complaint alleging negligence, vicarious liability, and negligent hiring, retention, and supervision. Defendant filed a motion to dismiss for failing to state a claim on the ground that it was entitled to workers' compensation immunity. The circuit court denied the petition. The Supreme Court reversed, holding that the common law tort claims alleged in Plaintiff's complaint fell within the scope of immunity afforded by West Virginia's Workers' Compensation Act, W. Va. Code 23-2-1 et seq. View "Precision Pipeline, LLC v. Weese" on Justia Law

The International Organization of Masters, Mates & Pilots, ILA, AFL-CIO (“the Union” or “IOM”), has been the lawful bargaining agent for the Licensed Deck Officers (“LDOs”) on four container ships that carry goods between ports in California and Hawaii. The Pasha Group purchased the ships, and its wholly owned subsidiary, Sunrise Operations, LLC (“Sunrise”), now operates the vessels and is the most recent successor employer of the LDOs. The Union filed unfair labor practice (“ulp”) charges with the National Labor Relations Board (“Board” or “NLRB”). The Board’s General Counsel then filed a complaint alleging that Sunrise had violated sections 8(a)(1) and 8(a)(5) of the National Labor Relations Act (“NLRA” or “Act”), when it failed to provide information to the Union and declined to participate in arbitration proceedings in Maryland.   The DC Circuit granted the petition for review, vacated the Board’s decision, and remanded the case for reconsideration. The court held that it is clear that the majority opinion for the Board purports to decide the case without regard to the parties’ principal claims presented to the ALJ, and it rests on a position that was never advanced by Sunrise either before the ALJ or in its exceptions to the Board. Sunrise never argued that the disposition of this case should turn on the employer’s subjective beliefs about whether the LDOs were supervisors. Thus, the court found that the Board’s holding, in this case, lacks support in the record, defies established law, and creates a new rule without reasoned justification. It thus fails substantial evidence review and is arbitrary and capricious for want of reasoned decision-making. View "International Organization of Masters, Mates & Pilots, ILA, AFL-CIO v. NLRB" on Justia Law

Plaintiff served as the Chief of Police for the Sneads Police Department from March 2006 until October 2018. On October 9, 2018, the five-member Town Council terminated Plaintiff’s employment by a 4-to-1 vote. The Town Council did so under the charge that Plaintiff was disrespectful at best and insubordinate at worst. Plaintiff, on the other hand, claims his firing was in retaliation for things he said, disclosed, and reported, all regarding various matters related to the newer Councilmembers with whom he had a contentious relationship.   Plaintiff filed an eight-count action against the Town of Sneads, the Town Manager, Town Councilmembers, Town Council President, and Town Clerk (collectively, “Defendants”). He brought unlawful-retaliation claims against the Town of Sneads under the Florida Whistle-blower’s Act (“FWA”), the Family and Medical Leave Act (“FMLA”), and the First Amendment. And he brought identical retaliation claims under the First Amendment against each of the five individual defendants. The district court granted summary judgment in favor of Defendants on all eight counts, and Plaintiff appealed.   The Eleventh Circuit affirmed. The court held that Plaintiff has not established that he satisfied all three of these requirements for each instance of his speech that he claims were protected under the FWA. Further, the court wrote that because the record evidence shows that the Town of Sneads terminated Plaintiff for insubordination, not his invocation of the FMLA, the court concluded that the district court’s grant of summary judgment as to Plaintiff’s FMLA interference claim was also proper. View "John "Burt" McAlpin v. Town of Sneads Florida, et al" on Justia Law

In this workers' compensation case, the Supreme Court affirmed the judgment of the circuit court dismissing Employee's appeal of the decision of the the administrative law judge (ALJ) dismissing Employee's petition claiming entitlement to workers' compensation benefits, holding that the circuit court correctly dismissed the appeal for lack of subject matter jurisdiction.Employee petitioned the Department of Labor for a hearing on his claim that he was entitled to additional workers' compensation benefits. When Employee did not disclose and identify his experts by the date set in the scheduling order, Employer/Insurer moved for summary judgment. The ALJ granted the motion, concluding that Employee did not create a genuine issue of material fact in dispute precluding summary judgment. View "Hussein v. Showplace Wood Products Inc." on Justia Law

In May 2020 Rehm expressed concern that Haven was not doing enough to protect her and other employees from COVID. Dillett, Haven’s Director of Operations and co-owner, did not appreciate Rehm’s suggestions. Rehm sent a staff-wide email criticizing Dillett’s handling of COVID health risks. Dillett fired her. After Rehm complained to the NLRB, Dillett threatened legal action. An ALJ found that Haven had unlawfully terminated and threatened Rehm, National Labor Relations Act, 29 U.S.C. 158(a)(1). The Board ordered Haven to compensate Rehm for lost pay and expenses, offer to rehire her, notify her that it had removed references to her unlawful termination from her employee file, post notices of employee rights, and file a sworn certification of compliance.The Seventh Circuit summarily enforced that order in September 2021. Haven did not comply. In December 2022, the Seventh Circuit directed Haven to respond to the Board’s contempt petition. Haven disregarded a subsequent “show cause” order. The Seventh Circuit entered a contempt order, requiring Haven to pay a fine of $1,000, plus a fine of $150 per day for every day of the next week that Haven fails to comply, beginning on February 28, 2023. The daily fine will increase by $100 each day that Haven fails to comply beyond the next week. The court will forgive the fines if Haven files a sworn statement within seven days demonstrating full compliance. View "National Labor Relations Board v. Haven Salon + Spa, Inc" on Justia Law

The Supreme Court held that the Iowa Public Employee Relations Board (PERB) and the district court misinterpreted Iowa Code 20.32 by extending broader bargaining rights to nontransit employees in the same bargaining unit as public transit employees, holding that the plain meaning of the statute protects only transit employees, not nontransit employees in the same bargaining unit.The City of Ames sought guidance as to whether section 20.32 requires broader bargaining rights for nontransit employees in the same bargaining unit. PERB concluded that broader bargaining rights must be extended under the statute to nontransit employees in a bargaining unit consisting of at least thirty percent transit employees, and the district court affirmed. The Supreme Court reversed, holding that the City was not required to provide broader bargaining rights to nontransit employees, regardless of the percentage of transit employees in the bargaining unit. View "City of Ames v. Iowa Public Employment Relations Bd." on Justia Law

Kluge, an Army Reserve commissioned officer and a civilian employee of the Department of Homeland Security (DHS), was ordered under 10 U.S.C. 12301(d) to report to active duty in support of a contingency operation, Operation Enduring Freedom. He was absent from his DHS job from January 15 to July 30, 2011. For the first few weeks, Kluge was on paid military leave; from February 27 until July 30, DHS did not pay him except for the July 4 holiday. Kluge sought to recover differential pay under 5 U.S.C. 5538 for himself and similarly situated service members employed by the federal government, naming the Office of Personnel Management (OPM) as the respondent.An administrative judge denied class certification and substituted DHS for OPM. DHS and Kluge stipulated that he was eligible for differential pay. The AJ determined that DHS owed Kluge $274.37 plus interest. The Federal Circuit affirmed. The court upheld a finding that putative class members lack commonality or that identifying class members and adjudicating their claims as a class would not be fairer or more efficient. There was no legal error or abuse of discretion in the substitution of DHS for OPM. Kluge failed to show any error in calculating the differential pay. View "Kluge v. Department of Homeland Security" on Justia Law