Justia Government & Administrative Law Opinion Summaries

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

The Supreme Court affirmed the judgment of the court of appeals affirming the decision of the Workers' Compensation Board affirming an administrative law judge's finding that Claimant's total knee replacement was compensable, holding that Claimant was not entitled to relief on his claims of error.Claimant injured his knee while at work and received workers' compensation benefits. Claimant continued to experience knee pain after surgery and ultimately underwent a total knee replacement. Employer filed a medical fee dispute, and an ALJ found that the total knee replacement was compensable. The Board and court of appeals affirmed. The Supreme Court affirmed, holding that the ALJ had sufficient evidence to conclude that Claimant's total knee replacement was reasonable and necessary and was within his discretion to make inferences. View "Perry County Bd. of Education v. Campbell" on Justia Law

The Supreme Court reversed the judgment of the court of appeals in this employment action, holding that a civil service merit board does not act arbitrarily or capriciously by declining to allow an employee who is challenging his termination for just cause to inquire about more lenient discipline imposed on other employees.Plaintiff, a Shelby County Fire Department employee, participated in an altercation involving a firearm at a political rally and was subsequently investigated. Due to the altercation and Plaintiff's dishonesty during the investigation, Plaintiff was fired. Plaintiff appealed, requesting that the Shelby County Civil Service Merit Board ask questions about discipline imposed on other fire department employees. The Board affirmed. The court of appeals reversed and remanded the case, ruling that the Board arbitrarily and unreasonably excluded questions about other discipline. The Supreme Court reversed, holding that the Board's decision to decline to consider evidence of discipline imposed on other employees was nor arbitrary or capricious. View "Moss v. Shelby County Civil Service Merit Bd." on Justia Law

On November 22, 2021—the day federal employees were required to be vaccinated—Appellant filed suit in District Court, challenging the mandate’s constitutionality. Characterizing Appellant’s suit as a “workplace dispute involving a covered federal employee,” the District Court found Appellant’s claims were precluded under the CSRA and dismissed the suit for lack of subject matter jurisdiction. On appeal, Appellant insisted that he challenges the vaccine mandate’s constitutionality, as opposed to contesting a workplace dispute under the CSRA. According to his complaint, however, he alleged that the vaccine mandate is unconstitutional—at least in part—because it requires that he obtain the vaccine to avoid adverse employment action.   The DC Circuit affirmed. The court explained that all attempts to characterize his argument as anything but a challenge to adverse employment action fail for jurisdictional purposes because Appellant himself admitted that his standing to challenge the vaccine mandate is rooted in the looming disciplinary action he now faces as a result of his continued noncompliance. In other words, Appellant challenges the vaccine mandate to maintain his employment while continuing to defy the mandate that he views as unlawful. And while his constitutional arguments are relevant to the merits, they do not change the fact that one of Appellant’s interests in this suit is to avoid the impending adverse employment action. Appellant’s claims are not wholly collateral because challenges to adverse employment actions are the type of claims that the MSPB regularly adjudicates. Thus, the court found that should Appellant choose to continue challenging the vaccine mandate, he must do so through the CSRA’s scheme. View "Jason Payne v. Joseph Biden, Jr." on Justia Law

The Supreme Judicial Court affirmed the order of the superior court judge allowing the State police's motion for summary judgment and denying Plaintiff's request for back pay under Mass. Gen. Laws ch. 30, 59 (the Perry Law), holding that Plaintiff was not entitled to back pay or other relief under the terms of the Perry Law.Perry Law mandates back pay for a State employee who has been indicted on criminal charges due to job-related misconduct and, consequently, suspended from his position without pay if the charges are subsequently terminated without a finding or verdict of guilty. At issue was whether Plaintiff, who had been suspended from his position without pay pursuant to article 6.2 of the State police rules and regulations, was entitled to back pay under the Perry Law. The Supreme Judicial Court held (1) when the colonel of the State police opted to suspend Plaintiff, he had discretion to choose whether to invoke the Perry Law or to proceed under article 6.2, which is unique to the State police; and (2) because the colonel decided to suspend Plaintiff in accordance with article 6.2 Plaintiff was not entitled to relief under the Perry Law. View "Perez v. Dep't of State Police" on Justia Law

Petitioner, an employee of the Immigration and Customs Enforcement division of the Department of Homeland Security (“ICE” or “Agency”), petitions for review of the final judgment of the Merit Systems Protection Board (the “Board”), which rejected Petitioner’s claim that the Agency suspended him for two days in retaliation for his disclosures of misconduct.   The Fourth Circuit denied the petition. The court explained that after conducting a hearing and considering the evidence, the administrative judge denied the corrective action sought by Petitioner, concluding that Petitioner’s protected disclosures were not contributing factors to the discipline imposed and, alternatively, that the Agency proved by clear and convincing evidence that it would have taken the action even in the absence of the disclosures. The court denied the petition explaining that the administrative judge committed no legal error and his factual findings are supported by substantial evidence. View "Yuriy Mikhaylov v. Dept. of Homeland Security" on Justia Law

The Supreme Court held that Claimant was not entitled to workers' compensation benefits after the date on which he no longer had a diagnosis of post-traumatic stress disorder (PTSD) by a licensed professional using the most recent edition of the Diagnostic and statistical Manual of Mental Disorders (DSM-5).From 2007 to 2020 Claimant was employed as a Mower County Deputy Sheriff. From September 25, 2019 to March 30, 2021, Claimant had a diagnosis of PTSD by a licensed professional, making him eligible for workers' compensation benefits. In this action, Claimant argued that he was entitled to benefits after March 30, 2021, the date that he no longer had a diagnosis of PTSD, because he remained disabled from a mental illness. The compensation court awarded benefits from April 1, 2020 into the present. The court of appeals reversed in part, concluding that Claimant was not entitled to benefits after March 30, 2021. The Supreme Court affirmed, holding that Claimant was not entitled to workers' compensation benefits after March 30, 2021. View "Chrz v. Mower County" on Justia Law

Pro se Plaintiff filed a whistleblower claim against his former employer, the Federal Energy Regulatory Commission, and his former supervisors in the United States District Court for the Southern District of New York. But before doing so, Plaintiff failed to exhaust his administrative remedies as required by the Whistleblower Protection Act of 1989 (WPA) and the Civil Service Reform Act of 1978. The district court thus dismissed the claim for lack of subject-matter jurisdiction.
The Second Circuit affirmed the district court’s dismissal of Plaintiff’s whistleblower claim under Federal Rule of Civil Procedure 12(b)(1) for failure to exhaust administrative remedies. Plaintiff did not file a complaint with the Office of Special Counsel or the Merit Systems Protection Board, as required by the CSRA. Instead, he went straight to federal court. The district court thus lacked “jurisdiction to entertain a whistleblower cause of action . . . in the first instance” because Plaintiff failed to follow the proper administrative process. Second, the court wrote that Plaintiff’s argument that his failure to exhaust should be excused on equitable grounds is meritless. The court noted that it has “no authority to create equitable exceptions to jurisdictional requirements.” And, in any event, Plaintiff offers no reason why he should be granted such an equitable exception. View "Chinniah v. Fed. Energy Regul. Comm'n" on Justia Law

Smucker’s is a federal contractor that supplies food items to the federal government. In 2021, by Executive Order, President Biden directed all federal contractors to “ensure that all [their] employees [were] fully vaccinated for COVID-19,” unless such employees were “legally entitled” to health or religious accommodations. The order made contractors “responsible for considering, and dispositioning, such requests for accommodations.” In September 2021, Smucker’s notified its U.S. employees that it would “ask and expect” them to “be fully vaccinated.” A month later, in the face of “deadlines in the federal order,” Smucker’s announced a formal vaccine mandate with exemptions based on “sincerely held religious beliefs.”The plaintiffs unsuccessfully sought religious exemptions, then sued Smucker's under the First Amendment's free-exercise guarantee. The Sixth Circuit affirmed the dismissal of the suit. When Smucker’s denied the exemption requests, it was not a state actor. Smucker’s does not perform a traditional, exclusive public function; it has not acted jointly with the government or entwined itself with it; and the government did not compel it to deny anyone an exemption. That Smucker’s acted in compliance with federal law and that Smucker’s served as a federal contractor, do not by themselves make the company a government actor. View "Ciraci v. J.M. Smucker Co." on Justia Law