Justia Government & Administrative Law Opinion Summaries

The Supreme Judicial Court vacated the order of the superior court granting Stephen Witham's motion for an extension of time to file his notice of appeal and dismissed Witham's appeal as untimely, holding that Witham's notice of appeal was untimely.At issue was the decision of the Board of Trustees of the Maine Criminal Justice Academy adopting a hearing officer's recommended decision to revoke Witham's certificate of eligibility as a law enforcement officer. The superior court affirmed the decision. Witham filed a notice of appeal together with a motion for an extension of time to file a notice of appeal. The court granted Witham's motion for an extension. The Supreme Judicial Court vacated the order and dismissed Witham's appeal as untimely, holding that the lower court erred in granting Witham's motion for an extension under the circumstances. View "Witham v. Bd. of Trustees of Me. Criminal Justice Academy" on Justia Law

The Court of Appeals held that the Department of Civil Service's (DCS) unilateral implementation of application fees for promotional and transitional civil service exams was not a term and condition of employment, as defined in N.Y. Civ. Serv. Law 201(4), and therefore, the State had no obligation to negotiate those fees under the Taylor Law, N.Y. Civ. Serv. Law 200 et seq.The State offers the subject exams to provide qualified State employees an opportunity to seek other public employment. For at least ten years, DCS waived the application fees for employees represented by Respondents to take the exams. In 2009, DCS began assessing fees for the exams but did not collectively bargain with Respondents regarding the imposition of the fees prior to taking the action at issue. Respondents filed improper practices charges with the New York State Public Employment Relations Board (PERB), alleging that by unilaterally imposing the fees the State violated Civil Service Law 209-a(1). PERB determined that the subject was mandatorily negotiable and that the State's past practice of not charging such fees was enforceable. The Appellate Division dismissed the State's ensuing petition seeking to annul PERB's determinations. The Court of Appeals reversed, holding that PERB's determination conflicted with Civil Service Law 201(4) and this Court's precedent. View "State v. New York State Public Employment Relations Bd." on Justia Law

The Office of Personnel Management (OPM), promulgated regulations (5 U.S.C. 5545(d) and 5343(c)(4)), to provide hazardous duty and environmental differential pay to federal employees. Current and former employees of the Federal Bureau of Prisons filed suit, alleging that they were entitled to hazardous duty and environmental differential pay due to their “work [with] or in close proximity to objects, surfaces, and/or individuals infected with COVID-19 without sufficient protective devices.”The Federal Circuit affirmed the Claims Court’s dismissal of their claims for hazardous duty and environmental differential pay (plus related overtime, interest, and attorneys’ fees and costs). For the plaintiffs to prevail, it is not enough that COVID-19 can readily be characterized as “unusual”—one of the requirements of the statutory provisions; their case depends on whether their allegations come within OPM’s existing regulations, which are not challenged and which delimit particular situations in which federal employees are entitled to hazardous duty and environmental differential payments. OPM has not addressed contagious-disease transmission outside certain situations within laboratories and jungle-work situations. Although OPM might be able to provide for differential pay based on COVID-19 in various workplace settings, it has not to date adopted regulations that do so. View "Adams v. United States" on Justia Law

Under Health and Safety Code 101850, Alameda, a hospital authority was created as “a public agency for purposes of eligibility with respect to grants and other funding and loan guarantee programs.” The plaintiffs worked for Alameda and claim Alamed “automatically deducted ½ hour from each workday” to account for a meal period, although employees “were not allowed or discouraged from clocking out for meal periods.” The trial court dismissed their sis class action Labor Code claims, reasoning that Alameda was a “statutorily created public agency” beyond the reach of the Labor Code and Industrial Welfare Commission (IWC) Wage Order invoked in the complaint. The court held that a Private Attorneys General Act (PAGA) claim would not lie because Alameda is not a “person” within the meaning of section 18, there was no underlying statutory violation from which the PAGA claim could derive, and Alameda’s “public agency” status exempted it from punitive damages.The court of appeal affirmed the dismissal of the fourth claim but otherwise reversed. Alameda lacks many of the hallmarks of sovereignty. Subjecting Alameda to liability would not infringe upon any sovereign governmental powers. Alameda is not a “municipal corporation.” but is not excluded from the category of “governmental entit[ies].” There are at least some Labor Code violations for which a PAGA suit against Alameda may proceed. View "Stone v. Alameda Health System" on Justia Law

Plaintiffs, employees at the Maid-Rite meatpacking plant, were exposed to COVID-19 in 2020. Maid-Rite issued masks and face shields but allegedly forced workers to work shoulder-to-shoulder. Plaintiffs sent OSHA an inspection request on May 19. Two days later, OSHA requested a response from Maid-Rite within a week, treating the inspection request as “non-formal,” so that it initially proceeded through document exchange. On May 27, Plaintiffs asserted that they continued to face an imminent danger of COVID-19; they also contacted OSHA on June 2, requesting Maid-Rite’s response and reasserting that conditions had not changed. They sent OSHA another letter on June 29th. On July 8, OSHA informed Maid-Rite that OSHA would inspect the plant the following day. OSHA acknowledged that advance notice of an inspection was not “typical,” but cited the need “to protect [OSHA’s] employees” from COVID-19. Plaintiffs claimed the notice allowed Maid-Rite to direct its employees to change their conduct and created the appearance of compliance with mitigation guidance. OSHA determined that the plant's conditions did not constitute an imminent danger and did not seek expedited relief.Plaintiffs sued under the Occupational Safety and Health Act, 29 U.S.C. 662(d), limited private right of action. While OSHA’s motion to dismiss was pending, OSHA concluded its standard enforcement proceedings and declined to issue a citation. The Third Circuit affirmed the dismissal of the complaint, holding that the Act mandated the dismissal of the claim once enforcement proceedings were complete. View "Doe v. Scalia" on Justia Law

Petitioner Nicholas Casson was a firefighter for the City of Santa Ana for 27 years. In 2012, he retired and began collecting a pension from California Public Employees Retirement System (CalPERS). He immediately started a second career with the Orange County Fire Authority (OCFA), where he was eligible for a pension under respondent Orange County Employees Retirement System (OCERS). He did not elect reciprocity between the two pensions, which would have allowed him to import his years of service under CalPERS to the OCERS pension. He started as a first-year firefighter for purposes of the OCERS pension and immediately began collecting pension payments from CalPERS. Five years into the job, he suffered an on-the-job injury that permanently disabled him. He applied for and received a disability pension from OCERS, which, normally, would have paid out 50 percent of his salary for the remainder of his life. However, because he was receiving a CalPERS retirement, OCERS imposed a “disability offset” pursuant to Government Code section 31838.5, the statute central to this appeal. This resulted in a monthly benefit reduction from $4,222.81 to $1,123.87. After exhausting his administrative remedies, Casson filed a petition for a writ of mandate; court denied the petition, finding that the plain language of section 31838.5 required a disability offset. The Court of Appeal reversed: Casson’s service retirement from CalPERS was not a disability allowance and thus should not have been included in the calculation of Casson’s total disability allowance. OCERS should not have imposed an offset, and the trial court should have issued a writ of mandate. View "Casson v. Orange County Employees Retirement System" on Justia Law

The National Labor Relations Board (the Board) petitioned for enforcement of a final order issued against Aakash, Inc. d/b/a Park Central Care and Rehabilitation Center (Aakash). The Board ruled that Aakash had violated Sections 8(a)(5) and (1) of the National Labor Relations Act (the Act), 29 U.S.C. Section 158(a)(5) and (1), by refusing to recognize and bargain with Service Employees International Union, Local 2015 (the Union). Aakash cross-petitioned, admitting that it refused to bargain but asserted that the court should nonetheless vacate the Board’s order.   The Ninth Circuit granted the Board’s petition for enforcement. The panel rejected Aakash’s contentions. The panel held that the President may remove the Board’s General Counsel at any time and for any reason. The panel held that several canons of construction supported their conclusion. Even if history mattered here, past administrations have maintained that the General Counsel was removable at will. Finally, neither of the established two exceptions to the President’s plenary removal power applied here. The panel disagreed with Aakash’s claims that the RNs were supervisors because they held the authority to assign, discipline, and responsibly direct employees, and they exercised that authority using independent judgment. First, Aakash failed to present sufficient evidence to prove that the RNs assigned work using independent judgment within the meaning of 29 U.S.C. Section 152(11). Nor did the RNs discipline employees. The power to issue verbal reprimands or report to higher-ups did not suffice. Finally, Aakash did not prove that the RNs responsibly directed other employees using independent judgment. The panel, therefore, concluded the RNs were not statutory supervisors under the National Labor Relations Act. View "NLRB V. AAKASH, INC." on Justia Law

Plaintiffs-appellants Jennifer Bitner and Evelina Herrera were employed as licensed vocational nurses by defendant-respondent California Department of Corrections and Rehabilitation (CDCR). They filed a class action suit against CDCR alleging that: (1) while assigned to duties that included one-on-one suicide monitoring, they were subjected to acts of sexual harassment by prison inmates; and (2) CDCR failed to prevent or remedy the situation in violation of the California Fair Employment and Housing Act (FEHA), Government Code section 12940 et seq. The trial court granted summary judgment in favor of CDCR on the ground that it was entitled to statutory immunity under section 844.6, which generally provided that “a public entity is not liable for . . . [a]n injury proximately caused by any prisoner.” Plaintiffs appealed, arguing that, as a matter of first impression, the Court of Appeal should interpret section 844.6 to include an exception for claims brought pursuant to FEHA. Plaintiffs also argued that, even if claims under FEHA were not exempt from the immunity granted in section 844.6, the evidence presented on summary judgment did not establish that their injuries were “ ‘proximately caused’ ” by prisoners. The Court of Appeal disagreed on both points and affirmed the judgment. View "Bitner v. Dept. of Corrections & Rehabilitation" on Justia Law

Sanchez filed a whistleblower complaint with the U.S. Department of Education’s Office of the Inspector General (OIG) against his former employer, DuPage Regional Office of Education. Sanchez claimed that, after he made two protected disclosures concerning expenditures to DuPage, he suffered five reprisals in violation of the National Defense Authorization Act of 2013, 41 U.S.C. 4712. The OIG investigated and determined his claims to be unsubstantiated. An ALJ determined, contrary to the findings of the OIG, that Sanchez was entitled to relief for all five alleged reprisals and ordered DuPage to pay Sanchez compensatory damages of $210,000.The Seventh Circuit remanded the case to the Department of Education, “suggesting” assignment to a different ALJ. The court held that DuPage did not establish that it was entitled to sovereign immunity from the Department’s adjudication of Sanchez’s whistleblower complaint. On the merits, the court concluded that the actions described by Sanchez were not retaliatory. View "DuPage Regional Office of Education v. United States Department of Education" on Justia Law

Plaintiffs, six individuals employed by the County of Imperial, and the three unions representing them (the Imperial County Sheriff’s Association (ICSA), the Imperial County Firefighter’s Association (ICFA), and the Imperial County Probation and Corrections Peace Officers’ Association (PCPOA)), brought a class action lawsuit against the County of Imperial, the Imperial County Employees’ Retirement System, and the System’s Board alleging that the defendants were systematically miscalculating employee pension contributions. After two years of failed mediation, plaintiffs moved for class certification under Code of Civil Procedure section 382. The trial court denied the motion, finding that the conflicting interests of two primary groups of employees, those hired before the effective date of the Public Employee Pension Reform Act and those hired after, precluded the court from certifying a class. The court found that because the employees hired before PEPRA took effect were entitled to an enhanced pension benefit unavailable to those hired after, the two groups’ interests were antagonistic and the community of interest among the proposed class members required for certification could not be met. The trial court also concluded the proposed class representatives had failed to show they could adequately represent the class. On appeal, plaintiffs contended insufficient evidence supported the trial court’s finding that there was an inherent conflict among the class members that precluded class certification and that the court’s legal reasoning on this factor was flawed. The plaintiffs also argued they should have been given an opportunity to show they could adequately represent the interests of the class. The Court of Appeal disagreed with the trial court’s reasoning concerning the community of interest among the proposed class, and agreed with plaintiffs they should be provided an opportunity to demonstrate their adequacy. Accordingly, the order denying class certification was reversed and the matter remanded to the trial court with directions to allow the proposed class representatives to file supplemental declarations addressing their adequacy to serve in this role. Thereafter, if the trial court approves of the class representatives, the court was directed to grant plaintiffs’ motion for class certification, including the creation of the subclasses identified by the Court. View "Imperial County Sheriff's Assn. v. County of Imperial" on Justia Law