Justia Government & Administrative Law Opinion Summaries

After a boiler exploded at a refinery, the Occupational Safety and Health Administration (OSHA) cited the refinery’s owner, Wynnewood Refining Co., LLC, for violating 29 C.F.R. section 1910.119, which set forth requirements for the management of highly hazardous chemicals. The Occupational Safety and Health Review Commission (the Commission) upheld the violations, noting that the refinery had previously violated section 1910.119, but the prior violations occurred before Wynnewood LLC owned the refinery, and therefore occurred under a different employer. Accordingly, the Commission did not classify the violations as “repeat[] violations” under 29 U.S.C. 666(a), which permitted increased penalties for “employer[s] who willfully or repeatedly violate[]” the regulation. Wynnewood appealed the Commission’s order, arguing that section 1910.119 did not apply to the boiler that exploded. The Tenth Circuit found section 1910.119’s plain text unambiguously applied to the boiler, and affirmed that portion of the Commission’s order upholding the violations. The U.S. Secretary of Labor also appealed the Commission's order, arguing the Commission erred by failing to characterize the violations as repeat violations. To this, the Tenth Circuit agreed Wynnewood was not the same employer as the refinery's previous owner, thus affirming that portion of the Commission's order relating to the repeat violations. View "Scalia v. Wynnewood Refining" on Justia Law

In this workers' compensation action, the Court of Appeals held that the Workers' Compensation Commission did not err in calculating the deduction of decibels from Claimants' total average hearing losses under Md. Code Ann., Lab. & Empl. (LE) 9-650(b)(3) by counting the number of years between each firefighter's fiftieth birthday and the dates that they each retired from employment with Montgomery County, Maryland.Anthony Cochran and Andrew Bowen, former firefighters, developed hearing loss, and Bowen also developed tinnitus. Both men filed a claim under LE 9-505. The Commission awarded compensation to both claimants, finding that each had sustained hearing loss arising in and out of the course of their employment and that Bowen had sustained tinnitus arising in and out of the course of his employment. The Court of Special Appeals held that the Commission correctly calculated the deduction set forth in LE 9-650(b)(3) but erred in awarding permanent partial disability benefits to Bowen for tinnitus. The Court of Appeals affirmed in part and reversed in part, holding (1) the Commission properly calculated the deduction set forth in LE 9-650(b)(3) by counting the number of years between each man's fiftieth birthday and the date of retirement; and (2) the Court of Special Appeals erred in reversing the Commission's decision as to tinnitus. View "Montgomery County v. Cochran & Bowen" on Justia Law

Plaintiff Kathleen Carroll sued her former employer, defendant California Commission on Teacher Credentialing (Commission), for terminating her employment in retaliation for her reporting Commission mismanagement to the state auditor. Prior to bringing this action, plaintiff appealed her termination to the State Personnel Board (Board), claiming the Commission fired her in retaliation for her whistleblower activities. She also filed a separate whistleblower retaliation complaint with the Board. The Board denied her claims. After the Commission removed the matter to federal court, the district court dismissed the section 1983 claim and remanded the matter to state court. A jury found for plaintiff and awarded her substantial damages. The Commission appealed, contending: (1) the district court’s judgment was res judicata as to this action; (2) the Board’s decisions collaterally estopped this action; (3) the trial court abused its discretion in evidentiary matters by (a) permitting plaintiff’s counsel to question witnesses on and asking the jury to draw negative inferences from the Commission’s exercise of the attorney-client privilege, (b) denying the admission of the Board’s findings and decisions, (c) denying the admission of after-acquired evidence, and (d) denying the admission of evidence mitigating plaintiff’s emotional distress; and (4) the damages award was unlawful in numerous respects. Although the district court’s judgment was not res judicata and the Board’s decisions did not collaterally estop this action, the Court of Appeal reversed, finding the trial court committed prejudicial error when it allowed plaintiff’s counsel to question witnesses on and ask the jury to draw negative inferences from the defendants’ exercise of the attorney-client privilege and did not timely instruct the jury with the mandatory curative instruction provided in Evidence Code section 913. Because judgment was reversed on this ground, the Court did not address the Commission’s other claims of error. View "Carroll v. Commission on Teacher Credentialing" on Justia Law

The Jefferson County, Alabama Board of Education ("the Board") and several of its employees sought to avoid the application of an occupational tax imposed by the City of Irondale ("City"). The Board and its employees argued that public-school employees were exempt from the occupational tax because, they contended they provided an essential government service. "But the importance of a state employee's role, even a role as important as a public-school employee, does not remove that employee's obligation to pay a duly owed occupational tax." The Alabama Supreme Court affirmed the trial court's judgment in favor of the City. View "Blankenship et al. v. City of Irondale" on Justia Law

The Supreme Court affirmed the ruling of the district court dismissing an employee's gross negligence claim against a coemployee, holding that settlement documents submitted to and approved by the workers' compensation commissioner extinguished the employee's gross negligence claim.Plaintiff, an employee of Lutheran Services in Iowa (LSI) was attacked by one of LSI's clients, causing injuries. Plaintiff filed a workers' compensation claim against LSI and its workers' compensation carrier. The parties settled, and the two settlement documents were approved by the Iowa Workers' Compensation Commissioner. Plaintiff subsequently filed a petition in district court seeking to recover damages from Defendant, Plaintiff's supervisor when he worked at LSI, on a theory of gross negligence. Defendant moved to dismiss the action, relying on release language in the settlement documents. The district court granted summary judgment for Defendant on both contract and statutory grounds. The court of appeals reversed, concluding that a settlement with the commissioner did not release a common law claim of gross negligence against a coemployee. The Supreme Court vacated the court of appeals' judgment and affirmed the district court's summary judgment, holding that the district court properly ruled that, as a matter of contract, the language in the terms of settlement extinguished Plaintiff's gross negligence claim. View "Terry v. Dorothy" on Justia Law

Washington ballot initiative 1501 prohibits public access to certain government-controlled information, including the personal information of in-home care providers, but permits that information to be disclosed to the providers’ certified exclusive bargaining representatives. The law was challenged under 42 U.S.C. 1983 by in-home providers, required by Washington law to participate in statewide collective bargaining, who are not members of their respective unions and do not pay agency fees. They wanted to inform other individual in-home providers of their right to not pay union agency fees and were unable to obtain the necessary contact information.The Ninth Circuit affirmed summary judgment in favor of the defendants. The First Amendment does not guarantee a general right of access to government-controlled information. Whether to disclose government-controlled information is generally left to the political processes but the First Amendment forbids a state from discriminating invidiously among viewpoints. A state does not engage in viewpoint discrimination by disclosing the personal information of public or quasi-public employees to the employees’ certified bargaining representative while denying equal access to the public. Initiative 1501 does not implicate the plaintiffs’ associational freedom; the plaintiffs lack standing to assert the rights of other in-home care providers. Initiative 1501 does not violate the Equal Protection Clause; the challenged provisions satisfy rational-basis review. The state has a legitimate interest in protecting seniors and other vulnerable individuals from identity theft and other financial crimes. There was no evidence that those who voted in favor of Initiative 1501 were motivated by an irrational prejudice or desire to harm the plaintiffs or their message. View "Boardman v. Inslee" on Justia Law

Cook County Sheriff Dart instituted disciplinary proceedings against several Sheriff’s officers (plaintiffs) by filing charges with the Cook County Sheriff’s Merit Board under Counties Code, 55 ILCS 5/3-7011. The plaintiffs filed motions with the Board to dismiss the charges. While the administrative proceedings were pending, the plaintiffs filed suit, seeking declaratory, injunctive, and monetary relief against the Sheriff, Cook County, the Board, and the Cook County Board of Commissioners, asserting that the Board was not legally constituted because several of its members were appointed to or served terms that did not comply with the Code section 3-7002 requirements.The Illinois Supreme Court reversed the dismissal of the suit for failure to exhaust administrative remedies. Because the plaintiffs challenged the authority of the Board to address the charges, the “authority” exception to the exhaustion requirement applied. The circuit court can adjudicate the requests for back pay and other claims, which do not fall within the particular expertise of the Board. The plaintiffs raised the issue before the Board, which refused to hear them until after the disciplinary proceedings were complete. Given that the Board had not taken any substantive action regarding the disciplinary charges before the filing of the lawsuit, the “de facto officer doctrine” does not apply. View "Goral v. Dart" on Justia Law

Workforce Safety and Insurance (“WSI”) appealed a district court judgment affirming an administrative law judge’s (“ALJ”) order that affirmed WSI’s April 2018 order awarding permanent impairment benefits to Jason Tolman and that reversed WSI’s July 2018 order denying benefits for his depression and anxiety conditions. In September 2014, Tolman was injured when he was driving a tanker truck and involved in a single vehicle roll-over accident. WSI accepted his claim for benefits. In April 2018, WSI issued an order awarding Tolman $4,905 in permanent impairment benefits based on a determination that he had sustained a 16 percent impairment of the whole body. In July 2018, WSI issued an order denying benefits in connection with his depression and anxiety, deciding these conditions were not caused by his physical injury and existed before the work injury. Tolman requested an administrative hearing on the orders, and a hearing was held before an independent ALJ in April 2019. The North Dakota Supreme Court concluded the ALJ erred in applying N.D.C.C. 65-01-02(10)(a)(6) and concluding Tolman established his depression and anxiety conditions were compensable. The Court affirmed that part of the ALJ’s order affirming WSI’s April 2018 order; but reversed that part of the ALJ’s order reversing WSI’s July 2018 order, and reinstated WSI’s July 2018 order. View "WSI v. Tolman" on Justia Law

The Supreme Court vacated a portion of the court of appeals opinion affirming the judgment of the trial court denying Appellant's petition for judicial review of the summary judgment granted by the State Employees' Appeals Commission (SEAC) against Appellant on his claim that his alleged protected activity was related to his termination, holding that the court of appeals reached too broad a conclusion to resolve the issue in this case.Appellant appealed his termination, claiming he was a protected whistleblower. SEAC dismissed the complaint, but the superior court reversed. On remand, SEAC granted summary judgment in favor of Appellant's employer. Appellant sought judicial review, claiming that most of his employer's arguments were barred by the law-of-the-case doctrine. The trial court denied the petition, concluding that the law-of-the-case doctrine did not apply. The court of appeals affirmed, agreeing that the law-of-the-case doctrine did not apply but going further to find that the law-of-the-case doctrine "is applicable only when an appellate court determines a legal issue, not a trial court." The Supreme Court vacated that portion of the court of appeals' opinion and otherwise affirmed, holding that the court of appeals need not have reached so broad a conclusion to resolve the issue. View "Brown v. Indiana Department of Environmental Management" on Justia Law

Frederick Meiners, III was employed as Assistant Fire Chief with the St. Tammany Parish Fire Protection District No. 4 (“District”). In early 2016, Meiners agreed to retrieve a repaired ambulance unit from Hattiesburg, but informed his supervisor, provisional fire chief Kenneth Moore, that he first had to attend a speaking engagement with a ladies’ group that would last approximately thirty minutes. At 1:08 p.m. that day, Jennifer Glorioso, the wife of Fire Equipment Operator Glorioso (hereinafter referred to as “FEO Glorioso”), photographed Meiners sitting at a table at the La Madeleine restaurant with his wife and his lawyer. She later sent a text message containing this photograph to her husband. At 2:30 p.m., District Fire Chief Brady Anderson advised Chief Moore that Meiners was not yet back from his meeting and offered to pick up the ambulance himself. Chief Moore declined Anderson’s offer. After being reassured by Meiners he was on his way back to the District, Chief Moore received a text from an unknown phone number that contained a photograph of Meiners taken at the restaurant. Chief Moore then provided a written notice of investigation to Meiners, stating that he was “initiating an investigation into an incident involving you in a matter which occurred on February 19, 2016, specifically, conflicting details regarding a speaking engagement while on duty.” The notice of investigation also stated the “persons conducting this investigation will be Corianne Green and a PMI representative.” Chief Moore then placed Meiners on administrative leave with pay. After a hearing, Meiners was terminated from his employment with the district based on his conduct on the date of the ambulance pickup. The termination was affirmed by the St. Tammany Parish Fire Protection District No. 4 Civil Service Board (“Board”). Upon review, a district court reversed and remanded, finding that untruthfulness alone, did not mandate termination, where the misconduct did not result in a detrimental effect on the efficient and orderly operation of the fire department. The Louisiana Supreme Court found the district court erred in remanding the case to the Board to impose discipline other than termination. The Court reversed judgment and reinstated the Board's decision. View "Meiners v. St. Tammany Parish Fire Protection Dist. No. 4 et al." on Justia Law