Justia Government & Administrative Law Opinion Summaries

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

The Supreme Court affirmed the judgment of the district court denying the petition and application filed by the State of Nebraska, Department of Health and Human Services (DHHS) to vacate an arbitration award resulting from a labor dispute and confirming the award, holding that the district court did not err.On appeal, DHHS argued that the arbitrator exceeded his powers under DHHS' labor contract the Nebraska Association of Public Employees, Local #61 of the American Federation of State, County, and Municipal Employees and that the district court erred in finding that the arbitrator did not exceed his powers. The Supreme Court affirmed, holding (1) whatever insufficiency existed in the findings of fact and conclusions of law, DHHS was instrumental in bringing about that insufficiency; and (2) the district court did not err by finding that the arbitrator did not add to or modify the labor contract and concluding that the arbitrator did not exceed his powers. View "State v. Neb. Ass'n of Public Employees" on Justia Law

The California Public Employment Relations Board (Board) refused to file an unfair labor practice complaint on behalf of plaintiff Rebecca Wu, a substitute teacher representing herself in propria persona, against real party in interest Twin Rivers United Educators (Union), a teachers’ union. In her unfair practice charge filed with the Board, Wu alleged the Union breached its duty to represent her in her claim against Twin Rivers Unified School District (School District), wherein she claimed to be misclassified as a substitute teacher. The Board declined to file a complaint against the Union based on Wu’s charge because Wu, as a substitute teacher, was not entitled to union representation given that substitute teachers were excluded from representation by virtue of the collective bargaining agreement between the Union and the School District. Wu argued she had a constitutional right to union representation as a misclassified teacher and as a substitute teacher. She further argued she had a statutory right to representation by the Union that could not be circumvented by a collective bargaining agreement. The Court of Appeal disagreed with Wu that she had a constitutional or statutory right to representation by the Union as an alleged misclassified employee or as a substitute teacher. Accordingly, the Court affirmed the trial court’s order. View "Wu v. Public Employment Relations Bd." on Justia Law

Adanna Car Wash Corporation (Adanna) appealed from the superior court’s dismissal of its trial de novo appeal from the Labor Commissioner’s award of back wages and other damages in favor of Adanna’s former employee, Respondent. The trial court dismissed the appeal for lack of jurisdiction because Adanna failed to post with the trial court an appeal bond required by section 98.2. Adanna contended that it, in fact, had complied with section 98.2, pointing to a surety bond that it had posted earlier under a different Labor Code provision, section 2055. The section 2055 undertaking is required of all car wash owners as a condition of operating a car wash business.   The Second Appellate District affirmed, holding that it agreed with the trial court that the section 2055 bond was not the appeal bond required under section 98.2. The court reasoned that the signature of Adanna’s insurer’s attorney is nowhere to be found. Execution by the surety is a prerequisite for a valid bond in an action or proceeding. Ultimately, the court held that a section 2055 car wash bond is not an appeal bond under section 98.2 subdivision (b). Because exhibit A to Adanna’s notice was not an appeal bond, Adanna failed to file the requisite undertaking per section 98.2, subdivision (b). The superior court lacked jurisdiction over the Adanna’s de novo appeal, and Respondent’s motion to dismiss was properly granted. View "Adanna Car Wash Corp. v. Gomez" on Justia Law

The American Federation of Labor and Congress of Industrial Organizations (AFL-CIO) challenges a rule governing the elections in which employees vote on whether to be represented by a union. The National Labor Relations Board (NLRB) promulgated the 2019 Rule without notice and comment, asserting that it falls within the Administrative Procedure Act’s (APA) exception. The NLRB argues that the National Labor Relations Act (NLRA or Act), mandates direct review from the Board to the circuit court. The Board also asserts that, even if the district court had jurisdiction, it erred in holding that five challenged provisions of the Rule fall outside the APA’s procedural exception. The AFL-CIO cross-appeals, arguing that the 2019 Rule as a whole is arbitrary and capricious and that the provision concerning ballot impoundment specifically is arbitrary and capricious and contrary to law.   The DC Circuit held that the statutory provision for direct review in federal appellate courts of NLRB orders regarding unfair labor practices did not divest the district court of jurisdiction over rules that are exclusively concerned with representation elections, as is the 2019 Rule. The court held that the district court erred in concluding that none of the five challenged provisions comes within the procedural exception; the court held that two of them do. Those two are rules of agency procedure, so were validly promulgated without notice and comment. The court affirmed the district court’s invalidation of the rules regarding the eligible employee-voters list, the timeline for certification of election results, and election-observer eligibility. The AFL-CIO’s challenge to the 2019 Rule as arbitrary and capricious fails. View "American Federation of Labor and Congress of Industrial Organizations v. NLRB" on Justia Law

Ed Davis sued the City of Montevallo ("the City") claiming that the City was in breach of contract because, in terminating his employment with the City, it failed to follow certain discharge procedures set out in an employee handbook it had issued to him. The City responded by arguing it was not required to follow the handbook's procedures because Davis was an at-will employee. After entertaining motions for summary judgment from both sides, the trial court ruled in favor of the City. Davis appealed. The Alabama Supreme Court reversed the trial court's summary judgment in favor of the City. "The Handbook was an offer for a unilateral contract, which Davis accepted by continuing his employment with the City. Because the Handbook constitutes a unilateral contract, we reverse the trial court's denial of Davis's motion for partial summary judgment and direct the trial court on remand to determine whether, in fact, the City violated the Handbook's terms." View "Davis v. Montevallo" on Justia Law

The Supreme Court affirmed the order of the district court that affirmed the decision of the Nebraska State Personnel Board upholding the termination of Scott Mollring's employment as a teacher for the Nebraska Department of Health and Human Services, holding that there was no error.On appeal, Mollring argued that the district court erroneously determined that because he had not completed two calendar years of employment at the time of his dismissal, he was a probationary employee who could be terminated without cause. The Supreme Court affirmed, holding (1) the district court did not err in concluding that "two years" under Neb. Rev. Stat. 79-845 means two calendar years, and cause was not required; and (2) the court correctly determined that Mollring was still in the probationary period and that his employment could be terminated without cause. View "Mollring v. Neb. Dep't of Health & Human Services" on Justia Law

The Supreme Court affirmed the decision of the Labor and Industrial Relations Commission affirming and adopting the ALJ's final award denying Appellant's claim for benefits from the Second Injury Fund, holding that the Commission did not abuse its discretion in affirming the ALJ's denial of Appellant's post-hearing motions to reopen the record and submit additional evidence.Before the ALJ issued her final award, the Supreme Court decided Cosby v. Treasurer of Missouri, 579 S.W.3d 202 (Mo. banc 2019), which reached a different interpretation of Mo. Rev. Stat. 287.220.3 than that reached by the court of appeals in Gattenby v. Treasurer of Missouri, 516 S.W.3d 859 (Mo. App. 2017). Before the ALJ's final award, Appellant filed a motion to reopen the record for a supplemental hearing based on Cosby. The ALJ overruled the motion and issued her award. The Commission affirmed. The Supreme Court affirmed, holding that the Commission did not abuse its discretion in overruling Appellant's motions to reopen the record and submit additional evidence. View "Weibrecht v. Treasurer of Mo. as Custodian of Second Injury Fund" on Justia Law