Justia Government & Administrative Law Opinion Summaries

In June 2021, the Occupational Safety and Health Administration (“OSHA”) promulgated an emergency temporary standard to mitigate the risk of COVID19 transmission in healthcare settings (“Healthcare ETS”). In December 2021, OSHA announced its intent to withdraw the Healthcare ETS while continuing to work on the permanent standard. National Nurses United and its co-petitioners (“the Unions”) seek a writ of mandamus compelling OSHA (1) to issue a permanent standard superseding the Healthcare ETS within 30 days of the writ’s issuance; (2) to retain the Healthcare ETS until a permanent standard supersedes it; and (3) to enforce the Healthcare ETS.The D.C. Circuit found that it lacked jurisdiction to compel OSHA to maintain the emergency standard put in place to mitigate the risk of COVID-19 in the healthcare setting. The decision rests squarely with OSHA. View "In re: National Nurses United" on Justia Law

The issue in this case revolves around which union—the International Association of Machinists (“IAM”) or the International Longshore and Warehouse Union (“ILWU”)—is entitled to represent the mechanic workforce at the Ben Nutter Terminal in Oakland, California.For many years, the Terminal’s mechanics were represented by the IAM. In 2015, Everport Terminal Services, Inc., took over the Terminal’s operation and decided to hire a new workforce. As a member of the multi-employer Pacific Maritime Association (“PMA”), Everport was party to a collective bargaining agreement negotiated between the PMA and the ILWU. As Everport read that agreement, it required Everport to prioritize ILWU applicants in hiring its new mechanics and to recognize the ILWU as their representative. Everport therefore gave qualified ILWU applicants first choice of the available mechanic positions, filling the remaining vacancies with applicants from the Terminal’s existing, IAM-represented workforce.The NLRB found that Everport had unlawfully discriminated against the Terminal’s incumbent mechanics on the basis of their IAM affiliation; that it had violated its statutory obligation to recognize and bargain with the incumbent mechanics’ chosen union, the IAM; and that it had prematurely recognized the ILWU as the representative of the Terminal’s mechanics. The NLRB also found the ILWU had unlawfully demanded and accepted recognition from Everport. In its order, the Board did not dispute—or even engage with— Everport’s reading of the PMA-ILWU agreement, instead dismissing it as a “red herring.”The D.C. Circuit held that the NLRB's action was arbitrary, granted Everport's petition for review, and vacated the NLRB's order. View "Everport Terminal Services Inc v. NLRB" on Justia Law

The Supreme Court reversed the decision of the district court determining that the procedures leading to the dismissal of Petitioner from the City of Rawlins Fire Department violated Petitioner's right to due process and ordering her to be reinstated with back pay, holding that the Rawlins Fire Department Civil Service Commission's decision terminating Petitioner's employment was supported by substantial evidence in accordance with law.The Commission concluded that the reason for Petitioner's discharge was "sufficient and established" pursuant to Wyo. Stat. Ann. 15-5-112(b) because Petitioner violated Civil Service Commission Rules 21.3 and 2.7 and ordered Petitioner's employment be terminated. In so concluding, the Commission explicitly rejected Petitioner's argument that she was denied due process. The trial court reversed, finding that Petitioner's due process rights were violated. The Supreme Court reversed, holding (1) Petitioner was afforded due process prior to her discharge by the Commission; and (2) the Commission's decision was supported by substantial evidence and was not arbitrary or capricious. View "City of Rawlins v. Schofield" on Justia Law

Northshore Mining Company filed a petition for review of a Mine Safety and Health Administration (MSHA) order stating that Northshore had failed to maintain the walkway in good condition after an employee was injured in 2016. The order attributed the violation to Northshore’s reckless disregard of and unwarrantable failure to comply with the walkway-maintenance mandatory standard. In addition, MSHA designated the violation as “flagrant.” Commission’s conclusions on reckless.The Secretary cross-petitioned for review of the Commission’s conclusions on the flagrant designation and individual liability. The Eighth Circuit denied Northshore’s petition on the issue of the company's reckless disregard and unwarrantable failure and granted the Secretary’s cross-petition for review of the Commission’s conclusions on the flagrant designation and individual liability. View "Northshore Mining Company v. Secretary of Labor" on Justia Law

Canyon County employed William Hartman as a heavy equipment operator at the Pickles Butte landfill in Nampa, Idaho, from 2012 until 2017. In February 2017, Hartman reported to Canyon County’s Human Resources Office that a female co-worker was being sexually harassed. The next month, Hartman, who was an army veteran, told both the director of the landfill, David Loper, and his immediate supervisor that he was taking narcotics prescribed to him for chronic pain. Canyon County requested Hartman provide, by a set deadline, medical documentation confirming his prescription and verifying that his use of narcotics would not adversely impact his ability to safely operate equipment. Hartman stated he was attempting to obtain the documentation, but he failed to provide it within the requested timeframe. On April 28, 2017, Loper sent Hartman a “Notice of Intent to Terminate,” informing him that his employment with Canyon County would be terminated effective May 2, 2017. The notice stated that pursuant to Rule 11.04 of the Canyon County Personnel Manual and “I.C. § 72-1701 et. seq. [sic],” Hartman could request a good faith hearing concerning the termination within two days of receiving the letter. Prior to Hartman’s receipt of the notice, Canyon County paid Hartman the balance of his accrued leave. Hartman did not request a good faith hearing. Hartman filed a notice of tort claim with Canyon County on July 27, 2017, alleging he had been unlawfully terminated. He filed a charge of discrimination with the Idaho Human Rights Commission on August 3, 2017. On November 28, 2018, Hartman filed a complaint against Canyon County, alleging: (1) disability-based discrimination in violation of the Idaho Human Rights Act (“IHRA”) and Americans with Disabilities Act (“ADA”); (2) unlawful retaliation in violation of Title VII of the Civil Rights Act (“Title VII”); and (3) unlawful termination in violation of the Uniformed Services Employment and Reemployment Rights Act (“USERRA”). Hartman later voluntarily dismissed his USERRA claim. After considering the parties’ supplemental briefing the district court issued a written decision, granting Canyon County’s motion for summary judgment. Finding that the district court erred in its grant of summary judgment, the Idaho Supreme Court reversed and remanded for further proceedings. View "Hartman v. Canyon County" on Justia Law

The Supreme Court affirmed the decision of the district court reversing the decision of the Office of Administrative Hearings (OAH) awarding Plaintiff permanent partial disability benefits (PPD) after she injured her back and left hip while working as a registered nurse, holding that the district court did not err.The OAH awarded Plaintiff benefits after finding that she had made a tangible effort to seek suitable employment given her health, education, training, and experience. The district court reversed, finding that Plaintiff did not present sufficient evidence that she actively sought work and did not present expert medical testimony showing she was incapable of working. The Supreme Court affirmed, holding that the OAH decision was not supported by substantial evidence because Plaintiff did not establish by a preponderance of the evidence that there was no suitable work given her health. View "McBride v. State, ex rel. Department of Workforce Services" on Justia Law

The Supreme Court affirmed the judgment of the appellate court upholding the trial court's determination affirming the decision of the Board of Review of The Employment Security Appeals Division that tattoo services are part of the usual course of business of a body art and piercing business for purposes of the statutory ABC test used to determined whether an individual is an employee for purposes of the Unemployment Compensation Act, Conn. Gen. Stat. 31-222 et seq., holding that there was no error.Plaintiff, a business that provides body piercing and body art services, argued on appeal that the Board acted unreasonably and arbitrarily in holding it liable for unpaid unemployment compensation contributions after concluding that the offering of tattoo services was within Plaintiff's usual course of business. The Supreme Court affirmed, holding that substantial evidence existed to support the Board's determination that tattoo services were within Plaintiff's "usual course of business" for purposes of part B of the ABC test. See Conn. Gen. Stat. 31-222(a)(1)(B)(ii)(II). View "Vogue v. Administrator, Unemployment Compensation Act" on Justia Law

Pennsylvania’s Public Employee Pension Forfeiture Act (“Act 140”) mandated the forfeiture of the pension of a public official or public employee when he or she was convicted of certain Pennsylvania crimes related to public office or public employment, or was convicted of federal offenses that were “substantially the same” as the forfeit-triggering state crimes. The Pennsylvania Supreme Court granted discretionary review to consider whether a federal conviction for false statements to a federal agent, 18 U.S.C. § 1001 was “substantially the same” as the Pennsylvania crime of false reports to law enforcement authorities, 18 Pa.C.S. § 4906, for purposes of Act 140. The Supreme Court concluded that the two offenses were not “substantially the same,” and, thus, the Commonwealth Court erred in affirming the forfeiture of the pension of Appellant, former Municipal Court of Philadelphia County Judge Joseph O’Neill. View "O'Neill v. SERS" on Justia Law

Petitioner The Lawson Group, the third-party administrator for the self-insured petitioner, Summit Packaging Systems (the employer), appealed a decision of the New Hampshire Compensation Appeals Board (CAB) that upheld a decision by respondent, the State Special Fund for Second Injuries (Second Injury Fund), to decline to reimburse The Lawson Group for benefits paid to the claimant. The employer hired the claimant in 2005 as a laborer and machine operator. The claimant was injured at work in January 2016, when she tried to catch a 65-pound spool of tubing as it fell. The claimant was out of work following the surgery, but returned in December 2016 in a modified duty capacity. In 2017, the CAB found that the claimant’s “surgery and subsequent treatment were and are related to the work injury” she suffered in January 2016. In August 2018, The Lawson Group applied to the Second Injury Fund for reimbursement. In a February 2019 letter, the Second Injury Fund denied The Lawson Group’s application because The Lawson Group had failed to: (1) establish that the claimant’s surgery constituted a subsequent disability by injury; and (2) demonstrate that the employer knew that the claimant had any permanent impairment before her surgery. Following a March 2020 hearing, the CAB upheld the Second Injury Fund’s denial of reimbursement. After a review of the CAB hearing record, the New Hampshire Supreme Court found no reversible error and affirmed the denial of reimbursement. View "Appeal of The Lawson Group, et al." on Justia Law

The Court of Appeals affirmed the decision of the court of special appeals affirming the circuit court's grant of summary judgment in favor of Montgomery County in this workers' compensation case, holding that there was no error in the proceedings below.In 2007, Petitioner, a firefighter in Montgomery County, experienced a service-related back injury, which led to his retirement three years later. Petitioner subsequently developed a compensable degree of occupational hearing loss related to his employment and sought workers' compensation benefits. Although the Workers' Compensation Commission awarded Petitioner compensation for his hearing loss the Commission determined that the entirety fo the award be offset under Md. Code, Lab. & Empl. (LE) 9-610. The Court of Appeals affirmed, holding that Petitioner's service-connected total disability retirement benefits arising from his back injury were "similar" to his permanent partial disability benefits, and the benefits related to his occupational hearing were offset under LE 9-610. View "Spevak v. Montgomery County" on Justia Law