Justia Government & Administrative Law Opinion Summaries

The Supreme Court reversed in part and affirmed in part the order of the circuit court concluding that a "subsistence allowance" provided by the West Virginia Division of Natural Resources (DNR) to Natural Resources Police Officers is "compensation" for purposes of the Public Employees Retirement System (PERS), holding that the allowance was not compensation.Beginning in 1997, DNR reported the payments of the subsistence allowances to the Consolidated Public Retirement Board as part of the officers' "compensation," which is a key component in calculating the officers' retirement annuities under PERS. In 2014, the Board determined that the subsistence allowance was not compensation and that the error had led to the miscalculation of benefits paid to retired officers. Respondents - current and retired officers and their widowers and widows - appealed and requested declaratory relief with the Board, alleging that the Board's determination violated their vested pension rights. The Board denied relief, but the circuit court reversed. The Supreme Court reversed in part and affirmed in part, holding (1) the subsistence allowance was not compensation under PERS; and (2) the Board may not recover the excess retirement benefits already paid due to the error in treating the allowance as PERS compensation. View "W. Va. Consolidated Public Retirement Board v. Clark" on Justia Law

Vestal was an IRS Agent and routinely had access to personally identifiable and other taxpayer information. She received annual “Privacy, Information Protection and Disclosure training.” In 2018, Vestal received a notice of proposed suspension for displaying discourteous and unprofessional conduct and for failing to follow managerial directives. In preparing her defense, she sent her attorney a record from a taxpayer’s file, which included personally identifiable and other taxpayer information. Vestal’s attorney was not authorized to receive such information. Vestal sent the record without obtaining authorization, without making redactions, and without relying on advice from legal counsel. Dubois, the deciding official, decided to remove Vestal from service, explaining in his removal letter “that a removal will promote the efficiency of the Service and that a lesser penalty would be inadequate.”The Merit Systems Protection Board and the Federal Circuit affirmed an administrative judge in sustaining her removal. The disclosure was “very serious,” and intentional. The agency’s table of penalties recommends removal for any first offense of intentional disclosures of taxpayer information to unauthorized persons. While Vestal stated that she incorrectly believed that attorney-client privilege protected the disclosure, the administrative judge explained that Vestal nevertheless did “act[] intentionally.” Vestal’s prior suspension was aggravating; her job performance and her 10 years of service were mitigating though also supporting that she had ample notice of the seriousness of unauthorized disclosures of taxpayer information. View "Vestal v. Department of the Treasury" on Justia Law

This case stemmed from a dispute over the unemployment-insurance tax rate applicable to Great Oaks Country Club, Inc (Great Oaks). The Department of Talent and Economic Development/Unemployment Insurance Agency (the Agency) determined that Great Oaks was not entitled to the new-employer tax rate under the Michigan Employment Security Act (the MESA), specifically MCL 421.13m(2)(a)(i)(A) and (B). An ALJ determined that because Great Oaks had eight quarters of no employment or payroll before January 1, 2014, it was entitled to the new-employer tax rate. The ALJ further ruled that the phrase “beginning January 1, 2014” in MCL 421.13m(2)(a)(i)(A) and (B) was the date by when a client employer must have accrued eight quarters of not reporting employees or payroll. The Agency appealed the ALJ’s decision to the Michigan Compensation Appellate Commission (the MCAC), and the MCAC affirmed the ALJ’s decision. The Court of Appeals adopted the interpretation of Section 13m offered by the Agency, which maintained that a client employer must have switched to client-level reporting before January 1, 2014, to be assessed the new-employer tax rate (the conversion-date interpretation). The Michigan Supreme Court disagreed, holding that in this context, Section 13m was best understood according to the interpretation offered by Great Oaks: that a client employer must have accrued the relevant number of calendar quarters in which it reported “no employees or no payroll” by January 1, 2014, to be assessed the new-employer tax rate (the accrual-date interpretation). And because Great Oaks reported no employees or payroll for eight consecutive calendar quarters before January 1, 2014, the Supreme Court held that Great Oaks was entitled to be assessed the new-employer tax rate under Section 13m of the MESA. Accordingly, the Court of Appeals’ decision was reversed and the matter remanded to the Agency for further proceedings. View "Dept. of Talent & Econ. Dev. v. Great Oaks Country Club" on Justia Law

WSI appealed a judgment ordering payment of death benefits to Gloria Felan. In 2017, Fred Felan was injured when driving a loaded truck that tipped on its side. Julie Schulz of KBO Farms, Fred’s employer, arrived at the scene a short time later. Fred declined an ambulance but agreed to allow Schulz to drive him to the hospital. At the hospital Fred complained of left chest and rib pain. X-rays taken at the hospital did not reveal any fractures. The next morning, Schulz picked Fred up from the hotel. She noted Fred was falling asleep during the meal and expressed concern he should return to the hospital to get checked again. Fred declined. Fred was discovered dead in his hotel room two days after the accident. WSI accepted Fred’s claim for injuries relating to his truck accident for contusion of thorax. WSI also did not believe Fred died from his work-related injury because Fred had multiple health problems including some related to his heart and diabetes. An autopsy confirmed Fred died of congestive cardiomyopathy and arteriosclerotic heart disease. Gloria thereafter filed a claim for death benefits. WSI would deny this claim, but an ALJ reversed the agency’s denial. WSI argued the ALJ and the district court misapplied the law by failing to properly apply N.D.C.C. 65-01-02(11)(a)(3). The North Dakota Supreme Court reversed the ALJ and district court, finding the ALJ was not provided objective evidence of the claimed injury: Fred died of a cardiac arrhythmia caused by blunt force trauma to his chest cavity. However, a medical expert admitted there was no objective medical evidence that an arrhythmia occurred. Rather, the conclusion the expert reached was a result of deductive reasoning. “As our precedent indicates, objective medical evidence may be established by a physician’s medical opinion based on an examination, a patient’s medical history, and the physician’s education and experience. However, objective medical evidence may not be established solely by deductive reasoning. On this record, the ALJ erred in concluding there was objective medical evidence of a cardiac arrhythmia.” View "WSI v. Felan, et al." on Justia Law

M&K Construction (M&K) appealed a workers’ compensation court’s order (the Order) making it reimburse plaintiff Vincent Hager for the ongoing costs of the medical marijuana he was prescribed after sustaining a work-related injury while employed by M&K. Specifically, M&K contends that New Jersey’s Jake Honig Compassionate Use Medical Cannabis Act was preempted as applied to the Order by the federal Controlled Substances Act (CSA). Compliance with the Order, M&K claims, would subject it to potential federal criminal liability for aiding-and-abetting or conspiracy. M&K also claimed medical marijuana was not reimbursable as reasonable or necessary treatment under the New Jersey Workers’ Compensation Act (WCA). Finally, M&K argued that it fit within an exception to the Compassionate Use Act and was therefore not required to reimburse Hager for his marijuana costs. After review, the New Jersey Supreme Court determined: (1) M&K did not fit within the Compassionate Use Act’s limited reimbursement exception; (2) Hager presented sufficient credible evidence to the compensation court to establish that the prescribed medical marijuana represents, as to him, reasonable and necessary treatment under the WCA; and (3) the Court interpretsed Congress’ appropriations actions of recent years as suspending application of the CSA to conduct that complied with the Compassionate Use Act. As applied to the Order, the Court thus found the Act was not preempted and that M&K did not face a credible threat of federal criminal aiding-and-abetting or conspiracy liability. M&K was ordered to reimburse costs for, and reasonably related to, Hager’s prescribed medical marijuana. View "Hager v. M&K Construction" on Justia Law

Two police officers retired from the Anchorage Police Department (APD) due to discrimination and retaliation. Years later, a jury found that they had been constructively discharged and awarded them lost past wages and benefits. The officers requested that the Anchorage Police and Fire Retirement System (APFRS) increase their retirement benefits based on the award of lost wages. When the APFRS Board denied their request, they appealed to the superior court. The superior court affirmed the Board’s decision and awarded it attorney’s fees. The officers appealed the court’s decision denying them an increase in retirement benefits, arguing that the Anchorage Municipal Code required a recalculation of benefits. They also appealed the attorney’s fee award as unreasonably high. Because the Anchorage Municipal Code did not permit the requested increase in retirement benefits, the Alaska Supreme Court affirmed the superior court’s order denying the officers’ administrative appeal. Because the superior court did not abuse its discretion when it awarded fees, the attorney’s fee award was also affirmed. View "Kennedy et al. v. Anchorage Police & Fire Retirement System et al." on Justia Law

The Supreme Court affirmed the decision of Nebraska's Commission of Industrial Relations (CIR) dismissing a complaint brought by a bargaining agent against a public employer for prohibited labor practices, holding that the public employer did not commit any of the prohibited practices alleged in the complaint.Fraternal Order of Police Lodge 31 (FOP), the exclusive collective bargaining agent for a bargaining unit consisting of members of the York Police Department, brought this action against the City of York as the political subdivision that employed FOP's bargaining unit. FOP alleged that, in relation to a residency requirement for a promotion, the Department engaged in prohibited labor practices. The CIR dismissed the petition and refused to award attorney fees. The Supreme Court affirmed, holding that the Department did not commit any of the alleged prohibited labor practices. View "Fraternal Order of Police v. City of York" on Justia Law

The Supreme Court held that the court of appeals erred by affirming an award of permanent total disability benefits after Employee suffered an injury that was a compensable consequence of an earlier compensable injury.Merrick Vincent was injured during the course and scope of his employment and was awarded temporary total benefits. Vincent later fell down the stairs of his home and injured his left knee. A deputy commission awarded him benefits on the grounds that the knee injury was a compensable consequence of his previous injuries. Vincent then filed a change-in-condition claim seeking an award of permanent total disability benefits under Va. Code 65.2-503(C)(1). A deputy commission awarded the benefits, and the Workers' Compensation Commission affirmed. The court of appeals affirmed. The Supreme Court reversed, holding (1) section 65.2-503(C)(1) permits an award of permanent total disability only if two disabling injuries occurred "in the same accident"; and (2) because Vincent suffered his original injuries and his knee injury in different accidents, the court of appeals erred by affirming the Commission's ruling. View "Merck v. Vincent" on Justia Law

The First Circuit granted the application of the National Labor Relations Board for enforcement of one of its orders and struck those portions of the order requiring Maine Coast Regional Health Facilities, d/b/a Maine Coast Memorial Hospital (MCMH) to post repudiation notices at facilities operated by other corporate entities, holding that the Board improperly extended its remedy to MCMH's parent corporation.The Board concluded the MCMH violated violated federal labor laws but firing an employee after she wrote a letter to the editor of a local newspaper and committed a separate violation by maintaining a media policy prohibiting contact between employees and the media. The Board extended its remedy to Eastern Maine Healthcare Systems (EMHS), MCMH's parent corporation, which was not a party to the proceeding. The Board then sought enforcement of its order. The First Circuit granted the application but struck the pertinent portions of the order, holding that there was no basis for concluding that EMHS was joined as a party or that MCMH consented to extending the remedy beyond its corporate borders. View "National Labor Relations Board v. Maine Coast Regional Health Facilities" on Justia Law

In 2017, Appellant Darlene Johnson, a school cafeteria worker for the Midwest City Del City Public Schools, fell in the school parking lot sustaining injuries. Immediately prior to this fall, Johnson had walked off the employer's facility onto an adjacent city street to take an authorized work break to smoke a cigarette. It is undisputed that (1) no injury occurred to Johnson while she was outside of the employer's facility premises, (2) Johnson was "clocked in" when she fell in the parking lot, and (3) her supervisor authorized her work break. It is further undisputed that the location where Johnson smoked her cigarette complied with the employer/school policy with regard to tobacco products. Appellant’s employer denied her claims for workers’ compensation, arguing Johnson was not in the course and scope of employment because her injuries did not occur "inside the employer's facility" within the meaning of 85A O.S.Supp.2013, section 2(13)(d). The administrative law judge awarded benefits to Johnson, finding that her accidental personal injuries occurred inside the employer's facility and arose in the course and scope of employment as defined by Section 2(13)(d). The Workers' Compensation Commission reversed this decision finding the administrative law judge misapplied the law and determined that Johnson was not in the course and scope of employment at the time of her injuries because the parking lot was not "inside the employer's facility." The Court of Civil Appeals affirmed the Commission. After its review, the Oklahoma Supreme Court vacated the Court of Civil Appeals’ opinion, holding that the decision of the administrative law judge was neither against the clear weight of the evidence nor contrary to law and further that the decision of the Workers' Compensation Commission was in excess of statutory authority or jurisdiction and affected by other errors of law. View "Johnson v. Midwest City Del City Public Schools" on Justia Law