Justia Government & Administrative Law Opinion Summaries

Claimant Elba Hawes appealed a decision of the New Hampshire Compensation Appeals Board (CAB) determining that he was not entitled to workers’ compensation benefits. Claimant was employed as a “ground man” for Asplundh Tree Expert, LLC. In November 2019, claimant and his fellow workers were working at a job site that was approximately 10-15 minutes away from a sandpit in Conway, where they punched in and punched out. On November 1, claimant reported to work for his regular 7:00 a.m. to 4:00 p.m. shift, punched in, left his personal vehicle at the sandpit, and traveled with his coworkers to the job site in company trucks. Because of an impending storm, the employer told its workers to stop work at noon, punch out, and go home and rest for the afternoon so they could return to the sandpit at 8:00 p.m. for storm cleanup activities through the night. It was not uncommon for the work schedule to change because of weather. As instructed, claimant left the job site with his coworkers, returned to the sandpit, and punched out at noon. Soon after driving away from the sandpit in his personal vehicle, the claimant was severely injured in a vehicular accident that was not his fault. Because of his accident-related injuries, the claimant was disabled from work from November 1, 2019, through February 9, 2020. The employer’s insurance carrier denied benefits on the ground that claimant’s injuries were not causally related to his employment. At claimant’s request, the matter was heard by a New Hampshire Department of Labor hearing officer, who ruled in the carrier’s favor. Claimant argued his injuries were compensable under the “special errand” exception to the coming and going rule. To this, the New Hampshire Supreme Court concurred: although it was not uncommon for the work schedule to change because of weather, the claimant’s trip home at noon was not part of his regular schedule. The claimant would not have left work at noon but for the employer’s direction to do so. Judgment was reversed and the matter remanded for further proceedings. View "Appeal of Hawes" on Justia Law

Defendants Township of Sparta, Paul Austin, and Sparta Department of Public Works (collectively, defendants) challenged a denial of workers’ compensation benefits to plaintiff Diane Lapsley under the Workers’ Compensation Act. Lapsley was employed by the Township as a librarian for the Sparta Public Library. On February 3, 2014, Lapsley’s husband arrived at the library to drive Lapsley home. As they walked from the library to the car through the parking lot, they were suddenly struck by a snowplow owned by the Township and operated by Paul Austin, a Township employee. As a result, Lapsley suffered injuries to her leg requiring multiple surgeries and leaving her permanently disfigured. Lapsley filed a complaint against defendants in court, and later, a claim for workers’ compensation benefits against the Township in the Law Division of Workers’ Compensation. The Division found that Lapsley’s injuries arose out of and in the course of her employment and were therefore compensable under the Workers’ Compensation Act. Lapsley appealed, and the Appellate Division reversed, finding Lapsley’s injuries were not compensable under the Act. The New Jersey Supreme Court concluded Lapsley’s injuries arose out of and in the course of her employment because the parking lot where she was injured was owned and maintained by the Township, adjacent to her place of work, and used by Township employees to park. Lapsley was therefore entitled to benefits under the Workers’ Compensation Act. View "Lapsley v. Township of Sparta" on Justia Law

The Supreme Court vacated in part the judgment of the superior court reversing the decision of the Board to revoke Plaintiff's pension, ordering the permanent reinstatement of the pension, and declaring the pension revocation ordinance of the Town of Narragansett to be unconstitutionally vague, holding that the Board failed to make findings of fact or conclusions of law to support its decision.Plaintiff was a police officer with the Narragansett Police Department for twenty-eight years prior to his retirement. After Plaintiff pled guilty to transferring obscene matter to a person under the age of sixteen years the Board voted to revoke his pension under the pension revocation ordinance. Plaintiff and his wife sued. The trial justice concluded that the Board had violated Plaintiffs' due process rights in several respects and erred in declaring the pension revocation ordinance to be unconstitutionally vague. The Supreme Court vacated the judgment in part and remanded the case, holding that the trial court failed to make competent factual findings on which to base an as-applied analysis of the constitutionality of the pension revocation ordinance. View "Riley v. Narragansett Pension Board" on Justia Law

Appellant is a pipeline-inspection company that hires inspectors and sends them to work for its clients. When Plaintiff was hired, Appellant had him sign an Employment Agreement that contained an arbitration clause. That arbitration provision explained that Plaintiff and Appellant agree to arbitrate all claims that have arisen or will arise out of Plaintiff’s employment. Appellant staffed Plaintiff on a project with Defendant, a diversified energy company that stores and transports natural gas and crude oil.   Alleging that the Fair Labor Standards Act entitled him to overtime pay, Plaintiff filed a collective action against Defendant; he brought no claims against Appellant. Appellant moved to intervene. The magistrate judge granted that motion, explaining that Appellant met the criteria for both permissive intervention and intervention as of right. Appellant claimed that it was an “aggrieved party” under Section 4 of the Federal Arbitration Act (“FAA”) and thus could compel arbitration. The magistrate judge rejected all the motions. The district court affirmed.   The Fifth Circuit dismissed for lack of jurisdiction Appellant’s appeal. The court held that Appellant is not an aggrieved party under Section 4 of the FAA and cannot compel arbitration. The court explained it is only where the arbitration may not proceed under the provisions of the contract without a court order that the other party is really aggrieved. Here, Plaintiff only promised to arbitrate claims brought against Appellant. Claiming that Plaintiff did not arbitrate its claims with Defendant is therefore not an allegation that he violated his agreement with Appellant. View "Hinkle v. Phillips 66 Company" on Justia Law

The Supreme Court reversed the decision of the Labor Commission Appeals Board dismissing Appellant's interlocutory objection to the appointment of the medical panel assigned to resolve this dispute, holding that the actual bias standard applied by the Board to resolve Appellant's conflict of interest objection did not comport with the statutory requirements.Appellant sought workers' compensation benefits after he injured his back in a work-related accident. The administrative law judge assigned to the case appointed a medical panel to resolve the dispute and appointed Dr. Jeremy Biggs, an occupational medicine physician, to serve as the panel chair. Appellant moved for interlocutory review, arguing that Dr. Biggs should be disqualified because he had a conflict of interest. The Board rejected Appellant's objections and concluded that the accident had not caused permanent injury. The Supreme Court reversed, holding (1) where a medical panelist's impartiality could be reasonably questioned the requirement of an impartial medical evaluation has not been met; and (2) remand was required on this basis. View "Gamez v. Utah Labor Commission" on Justia Law

The Supreme Court reversed the judgment of the district court affirming the determination of the Nebraska Department of Labor that Appellant was disqualified from receiving unemployment benefits for fourteen weeks after his employment at JBS Swift Beef ended because he was discharged for misconduct, holding that remand was required.In his appeal to the district court, Appellant argued that the appeal tribunal erred in finding that he was disqualified from receiving unemployment benefits because he was discharged for misconduct and in thus imposing a fourteen-week benefit disqualification upon him. The district court affirmed. The Supreme Court reversed, holding that there was no competent evidence to support the district court's finding that JBS met its burden to prove Appellant was discharged for misconduct. View "Badawi v. Albin" on Justia Law

O’Connell began working for the County in 1999 and became a participant in the Benefit Fund, with the County transferring a portion of his salary to the Fund as his employee contribution (40 ILCS 5/9-108). In 2001, O’Connell was diagnosed with multiple sclerosis. In 2017, after exhausting his paid leave, O’Connell obtained an ordinary disability benefit (50% of his salary). The Board stated that based on his years of service, the benefit would expire in August 2021. The County separated him from the position effective July 1, 2019. The Board ceased paying the ordinary disability benefit to O’Connell; the County ceased making contributions to the Fund on O’Connell’s behalf.O’Connell filed suit, alleging that the Illinois Pension Code and the pension protection clause of the Illinois Constitution (Ill. Const. 1970, art. XIII, 5) entitled him to continued ordinary disability benefit payments even though the County had terminated his employment. The appellate court reversed the dismissal of his complaint. The Illinois Supreme Court affirmed. O’Connell maintained standing to seek relief for reinstatement of his ordinary disability benefit by the Board and of contributions by the County and stated a sufficient cause of action for declaratory judgment and for mandamus. Once the Board grants the employee the ordinary disability benefit, Pension Code section 9-157 then enumerates triggering events, which do not include termination of employment, that halt the benefit. View "O'Connell v. County of Cook" on Justia Law

The Federal Employees’ Retirement System Act provides early retirement benefits to law enforcement officers (LEOs), 5 U.S.C. 8412(d) after obtaining sufficient "LEO credit," which may be awarded for time served in either a primary law enforcement position or secondary (supervisory or administrative) law enforcement position if an employee is “transferred directly” to a secondary position after serving in a primary position. Klipp worked for the TSA, 1991-2009. In a parallel case, Klipp was determined to be entitled to LEO credit for 1991–98, but not for 1998–2008; his 2004–2009 position was not eligible for LEO credit, although it was a secondary position, because there was a break in service between his primary position and his secondary position.Klipp then sought primary LEO credit for his post-2004 position. In 2004, TSA hired Klipp as a Supervisory Criminal Investigator-Assistant Federal Security Director-Law Enforcement (AFSD-LE) for the New Orleans International Airport. The government never hired subordinate officers or investigators for him to supervise. In 2005, Klipp’s position title changed to “nonsupervisory” criminal investigator. Klipp argued that LEO credit can be awarded if the applicant’s actual duties were primarily LEO duties, even if the position description denotes a secondary position. The Merit Systems Protection Board denied Klipp's request for retroactive LEO retirement coverage for 2005-2009. The Federal Circuit vacated. The Board did not properly analyze whether 50 percent or more of Klipp’s actual duties were LEO duties under circuit precedent. View "Klipp v. Department of Homeland Security" on Justia Law

The San Diego City Attorney brought an enforcement action under the California Unfair Competition Law, Business and Professions Code sections 17200, et seq. (UCL), on behalf of the People of California against Maplebear Inc. DBA Instacart (Instacart). In their complaint, the State alleged Instacart unlawfully misclassified its employees as independent contractors in order to deny workers employee protections, harming its alleged employees and the public at large through a loss of significant payroll tax revenue, and giving Instacart an unfair advantage against its competitors. In response to the complaint, Instacart brought a motion to compel arbitration of a portion of the City’s action based on its agreements with the individuals it hired (called "Shoppers"). The trial court denied the motion, concluding Instacart failed to meet its burden to show a valid agreement to arbitrate between it and the State. Instacart appealed, arguing that even though the State was not a party to its Shopper agreements, it was bound by its arbitration provision to the extent the State sought injunctive relief and restitution because these remedies were “primarily for the benefit of” the Shoppers. The Court of Appeal rejected this argument and affirmed the trial court’s order. View "California v. Maplebear Inc." on Justia Law

Daniel Sharp suffered an injury to his lower back from an accident at work in 2015. After surgery, he was repeatedly advised to lose weight by the medical providers treating his injury. However, Sharp gained considerable weight instead. The Industrial Commission found that Sharp’s functional ability had diminished between 2016, when he reached maximal medical improvement (MMI) after surgery, and 2019, when his permanent disability hearing was held. The Commission attributed the worsening of Sharp’s condition to his weight gain, which it held to be a superseding cause of any increase in Sharp’s disability post-MMI. Accordingly, the Commission evaluated Sharp’s disability based on his condition at MMI, despite the Idaho Supreme Court's opinion in Brown v. Home Depot, 272 P.3d 577 (2012), requiring that a claimant’s disability be evaluated based on circumstances at time of the hearing. After review in this case, the Supreme Court held that the Commission erred by departing from "Brown," by applying an incorrect standard to determine that Sharp was not entitled to compensation due to the aggravation of his injury, and by reaching certain factual conclusions not supported by substantial and competent evidence. Therefore, the Commission’s decision was vacated and the matter remanded for further proceedings. View "Sharp v. Thomas Bros Plumbing" on Justia Law