Justia Government & Administrative Law Opinion Summaries

A veteran who served during the Vietnam Era was awarded service connection for PTSD in 1993, effective from May 1991, with a 10% disability rating. In 2019, the Board of Veterans’ Appeals found clear and unmistakable error in the earlier decision and granted an earlier effective date of May 1983. The Board remanded the claim to the regional office to implement the earlier date and determine whether a higher rating was warranted. After the regional office denied a higher rating in a supplemental statement of the case, the Board preemptively issued its own denial before the veteran filed a required notice of disagreement.The United States Court of Appeals for Veterans Claims reviewed the Board’s action after the appellant argued the Board lacked jurisdiction, seeking vacatur and remand. The government conceded the Board lacked jurisdiction but argued for vacatur and dismissal, not remand. The Veterans Court vacated the Board’s decision and dismissed the appeal, concluding it lacked jurisdiction since no notice of disagreement had been filed. The court emphasized the veteran had a separate, properly noticed appeal pending regarding the merits of the regional office’s denial, and thus removed the ultra vires Board decision as an obstacle.The United States Court of Appeals for the Federal Circuit reviewed whether the veteran qualified as a “prevailing party” under the Equal Access to Justice Act for purposes of seeking attorney’s fees. The Federal Circuit held that vacatur of the ultra vires Board decision materially altered the legal relationship between the parties and constituted success on the merits of the judicial review action, conferring prevailing party status. The court reversed the Veterans Court’s denial of fees and remanded for further proceedings consistent with its opinion. View "GREENIDGE v. COLLINS " on Justia Law

A legal advocacy organization petitioned for a writ of mandamus to compel the Department of Veterans Affairs (VA) to update its mailing addresses, alleging that the VA continued to send correspondence to incorrect addresses despite repeated notifications of changes. The petitioner requested court intervention to ensure the VA updated its address records, ceased sending correspondence to wrong addresses, and imposed financial penalties for future errors.The United States Court of Appeals for Veterans Claims dismissed the petition as moot after the VA voluntarily corrected the addresses and created a policy to guide attorneys on updating their addresses. The VA also provided affidavits and a fact sheet to confirm these corrections. The petitioner subsequently sought attorney fees under the Equal Access to Justice Act (EAJA), asserting that the Veterans Court’s order requiring affidavits constituted the necessary “judicial imprimatur” for prevailing-party status. The Veterans Court denied the application, relying on Cavaciuti v. McDonough, and found there was no court-mandated decision on the merits and no material alteration to the parties’ legal relationship.On appeal, the United States Court of Appeals for the Federal Circuit reviewed whether the Veterans Court erred in denying attorney fees under EAJA. The Federal Circuit held that a court order requiring a party only to confirm voluntary corrective actions for the purpose of assessing mootness does not constitute sufficient judicial imprimatur to confer prevailing-party status under EAJA. The court found that the Veterans Court’s order did not address the merits of the petition or alter the legal relationship between the parties. The Federal Circuit therefore affirmed the Veterans Court’s denial of the EAJA application. View "VETERANS LEGAL ADVOCACY GROUP v. COLLINS " on Justia Law

The petitioner began working as an Operational Support Technician with the Federal Bureau of Investigation in Miramar, Florida, in 1987. Her duties required her physical presence at the office, and she commuted daily from her home. In December 2016, she was found to have engaged in workplace misconduct—specifically, being under the influence while on duty—and was removed from her position in July 2018. In April 2019, she applied for Federal Employees’ Retirement System (FERS) disability retirement benefits, claiming that recurring seizures prevented her from commuting to work and performing the essential duties of her position.The Office of Personnel Management denied her application and subsequent request for reconsideration, determining that she had not established that her medical condition rendered her unable to provide “useful and efficient service” in her position. The petitioner appealed to the Merit Systems Protection Board. An administrative judge affirmed OPM’s determination, finding insufficient evidence that she was unable to perform the essential functions of her job. The judge also rejected her argument that her inability to commute, due to seizures and lack of transportation options, should be considered in assessing her disability status. The full Board adopted the administrative judge’s findings.The United States Court of Appeals for the Federal Circuit reviewed the Board’s final decision. The court held that, under 5 U.S.C. § 8451(a)(1)(B), the statutory definition of disability for FERS benefits does not include an employee’s ability to commute; only the refusal of reassignment to a position within the commuting area is governed by such considerations under § 8451(a)(2)(A). The court also ruled that it is statutorily barred from reviewing factual determinations underlying OPM’s disability findings. Accordingly, the Federal Circuit affirmed the Board’s decision. View "CHAFIN v. OPM " on Justia Law

An employee of the United States Postal Service (USPS) worked as an Operations Industrial Engineer beginning in 2013. He alleged that, shortly after starting, he was harassed by a mentor on the basis of his national origin, race, and religion, and that after he complained, his work environment became more hostile. He also claimed to have faced retaliation for whistleblowing about safety violations and wastefulness. Over time, he received a Letter of Warning, was placed on a Performance Improvement Plan, and issued a Letter of Concern, all of which he believed were retaliatory. The situation resulted in medical issues, leading him to take medical leave, request reasonable accommodation, and ultimately remain on leave for several months. During this time, he filed an Equal Employment Opportunity Commission (EEOC) complaint, and while it was pending, he resigned, attributing his departure to the intolerable environment and alleged retaliation.The EEOC eventually granted summary judgment in favor of USPS, finding no evidence of unlawful discrimination or that the employee suffered an adverse employment action. Nearly four years after resigning and shortly after the EEOC’s decision, he appealed to the Merit Systems Protection Board (the Board), asserting that his resignation was involuntary due to duress and coercion by USPS. The Board’s administrative judge found that he failed to non-frivolously allege that his resignation was coerced, misinformed, or otherwise involuntary, noting he could have continued to pursue remedies instead of resigning. The Board affirmed the dismissal for lack of jurisdiction.The United States Court of Appeals for the Federal Circuit reviewed the case to determine if the employee had made non-frivolous allegations of involuntary resignation that would entitle him to a hearing. The court held that he had not, emphasizing that the facts did not show the agency effectively imposed his resignation or deprived him of reasonable alternatives. The court affirmed the Board’s dismissal for lack of jurisdiction. View "TAVAKKOL v. MSPB " on Justia Law

An employee of the Department of Veterans Affairs (VA), serving as an Associate Director, was removed from his position following allegations of inappropriate conduct, including harassment and creating a hostile work environment. After the agency conducted an investigation and found lapses in professionalism, the acting director proposed removal based on these findings. The employee, who had previously raised concerns about personnel decisions and filed whistleblower complaints, alleged that his removal was in retaliation for his protected disclosures and challenged the process as procedurally flawed.The initial challenge was reviewed by an administrative judge of the Merit Systems Protection Board (MSPB), who sustained the charge of inappropriate conduct, finding that the VA had proved its case by a preponderance of the evidence. The administrative judge also found that, although the employee engaged in protected whistleblower activity, the VA demonstrated by clear and convincing evidence that it would have removed him regardless of his disclosures. Additionally, the administrative judge found no harmful procedural error in the agency’s investigation and removal process. The full MSPB denied the employee’s petition for review, adopting the administrative judge’s findings and affirming the removal.Upon appeal, the United States Court of Appeals for the Federal Circuit reviewed the MSPB’s decision. The court applied the appropriate standards of review, considering whether the agency’s actions were supported by substantial evidence and adhered to proper legal procedures. The court held that substantial evidence supported the findings that the VA would have removed the employee independent of his whistleblower activity and that there was no harmful procedural error in the removal process. The Federal Circuit affirmed the MSPB’s decision, upholding the removal. View "OLIVA v. DVA " on Justia Law

A company that had previously operated a federal warehouse under contract with the government challenged the government’s decision to override an automatic statutory stay that halted performance of a newly awarded contract to a competitor. After the incumbent’s contract expired, the government solicited new bids and awarded the contract to another company. The incumbent protested this decision to the Government Accountability Office, which triggered an automatic stay under the Competition in Contracting Act (CICA) that prevented the new contractor from beginning performance. A few weeks into the stay period, however, the government determined that urgent and compelling circumstances warranted overriding the stay, and it allowed the new contractor to begin work.The incumbent then filed suit in the United States Court of Federal Claims, contending that the government’s override was arbitrary and capricious in violation of the Administrative Procedure Act. The Court of Federal Claims ruled in favor of the incumbent, issuing a declaratory judgment that the override was arbitrary and capricious. The court found that in the context of a CICA stay, the protestor was not required to prove the traditional four equitable factors for injunctive relief, since Congress had provided for an automatic stay mechanism.On appeal to the United States Court of Appeals for the Federal Circuit, the government argued that the case was moot after the override was withdrawn, but the Federal Circuit found the dispute to be capable of repetition yet evading review. On the merits, the Federal Circuit affirmed the Court of Federal Claims, holding that a protestor seeking to set aside a CICA stay override need only show that the agency’s action was arbitrary and capricious, and is not required to satisfy the four-factor test for equitable relief. The judgment was affirmed and costs were awarded to the protestor. View "LIFE SCIENCE LOGISTICS, LLC v. US " on Justia Law

Two claimants, a veteran and a non-attorney representative, each appealed to the Board of Veterans’ Appeals after an unfavorable Veterans Affairs regional office decision. In both cases, the Board dismissed their appeals as untimely due to a clear miscalculation of the filing deadline. Each claimant then filed a notice of appeal with the United States Court of Appeals for Veterans Claims (“Veterans Court”), seeking to overturn the erroneous Board dismissals and to have their cases reinstated for Board review.While the appeals were pending before the Veterans Court, the Board recognized its mistake and, on its own initiative, reinstated both claimants’ cases to its active docket, giving them the relief they had initially sought in their Veterans Court appeals. For one claimant, the Board later granted the full fee award requested; for the other, the Board remanded the benefit claims, and the regional office granted most but not all of the requested benefits.The Veterans Court, sitting en banc and by panel, dismissed both appeals as moot, holding that the Board’s actions rendered further judicial relief unnecessary. The court reasoned that the claimants had already received the relief available through judicial review, so no live controversy remained. The claimants argued that the filing of a notice of appeal divested the Board of jurisdiction and rendered its subsequent actions void.On appeal, the United States Court of Appeals for the Federal Circuit agreed with the government that the claimants lacked standing. The Federal Circuit held that, because the claimants had obtained all the specific relief sought prior to appealing to the Federal Circuit, there was no remaining injury that the court could redress. Accordingly, the court dismissed both appeals for lack of jurisdiction. View "KERNZ v. COLLINS " on Justia Law

Three nonprofit organizations filed a nationwide class action against the United States, alleging that the federal judiciary overcharged the public for access to court records through the PACER system. They claimed the government used PACER fees not only to fund the system itself but also for unrelated expenses, contrary to the statutory limits set by the E-Government Act. The plaintiffs sought refunds for allegedly excessive fees collected between 2010 and 2018.The United States District Court for the District of Columbia oversaw extensive litigation, including class certification and an interlocutory appeal. The United States Court of Appeals for the Federal Circuit previously affirmed that the district court had subject matter jurisdiction under the Little Tucker Act and that the government had used PACER fees for unauthorized expenses. After remand, the parties reached a settlement totaling $125 million. The district court approved the settlement, finding it fair, reasonable, and adequate under Rule 23 of the Federal Rules of Civil Procedure. The court also approved attorneys’ fees, administrative costs, and incentive awards to the class representatives. An objector, Eric Isaacson, challenged the district court’s jurisdiction, the fairness of the settlement, the attorneys’ fees, and the incentive awards.On appeal, the United States Court of Appeals for the Federal Circuit affirmed the district court’s judgment. The court held that the district court properly exercised jurisdiction under the Little Tucker Act because each PACER transaction constituted a separate claim, none exceeding the $10,000 jurisdictional limit. The appellate court found no abuse of discretion in approving the class settlement, the attorneys’ fees, or the incentive awards. The court also held that incentive awards are not categorically prohibited and are permissible if reasonable, joining the majority of federal circuits on this issue. The district court’s judgment was affirmed. View "NVLSP v. US " on Justia Law

The appellants, including trustees of several trusts and Hall Atlas, LLC, held coal mining rights to the Hall Ranch in Wyoming, containing significant coal reserves. In 1985, the Wyoming Department of Environmental Quality (WDEQ) determined that a portion of the Hall Ranch was located on an alluvial valley floor (AVF), which limited mining under the Surface Mining Control and Reclamation Act (SMCRA). For decades, neither the appellants nor Exxon Coal Resources, the lessee at the time, pursued a coal exchange. In 2010, Hall Atlas applied to the Bureau of Land Management (BLM) for a coal exchange. BLM initially rejected WDEQ’s 1985 determination but changed position in 2014, and Hall Atlas submitted a mine plan. In 2016, BLM determined the Hall Ranch AVF coal had a value of $0. In 2017, BLM reiterated its $0 valuation and rejected the appellants’ proposed exchange tract, instead proposing alternatives based on the same valuation.The United States Court of Federal Claims dismissed the appellants’ takings claim for lack of subject matter jurisdiction, holding that the claim was time-barred because it was filed more than six years after the claim accrued. The appellants argued that their claim did not accrue until BLM’s 2017 letter, but the court found that the relevant accrual date was in 2016, when BLM finalized its $0 valuation.On appeal, the United States Court of Appeals for the Federal Circuit affirmed the decision. The Federal Circuit held that any takings claim accrued no later than 2016, making the 2023 filing untimely under the Tucker Act’s six-year statute of limitations. The court rejected arguments for equitable tolling and the application of the continuing claim or stabilization doctrines, and concluded the dismissal for lack of subject matter jurisdiction was correct. The judgment was affirmed and costs were awarded to the appellee. View "WYOMING TRUST CO. v. US " on Justia Law

Jennifer Neal was employed by the Department of Veterans Affairs (VA) as a Field Examiner until her removal in August 2020 for alleged unacceptable performance. She challenged her removal before the Merit Systems Protection Board (the Board), arguing that the VA violated the terms of a master collective bargaining agreement by failing to provide her with a performance improvement plan (PIP) prior to removal, and that the performance standards applied to her were unreasonable. During the pendency of her appeal, a Federal Labor Relations Authority (FLRA) decision confirmed the requirement for the VA to provide a PIP before removing bargaining unit employees, as established in a prior arbitration. The administrative judge (AJ) found that the VA's removal of Neal was not in accordance with law and set aside the removal.The VA petitioned for review of the AJ’s decision to the full Board, arguing that the FLRA decision was factually and legally distinguishable. While the petition was pending, the VA voluntarily reinstated Neal, provided her back pay, and otherwise made her whole, effectively granting her all the relief she sought. The Board dismissed the VA’s petition as moot, recognizing that Neal had obtained complete relief. Neal then moved for attorneys’ fees. The AJ granted her request, finding her to be the prevailing party. However, upon the VA’s further petition, the Board reversed, reasoning that because the case became moot before a final Board decision, Neal was not a prevailing party and thus not entitled to fees.The United States Court of Appeals for the Federal Circuit reviewed the Board’s decision. The court held that Neal was a prevailing party because the AJ’s merits decision conferred enduring judicial relief that materially altered the legal relationship between the parties, and the subsequent mootness resulting from the VA’s voluntary compliance did not negate her prevailing party status. The court reversed the Board’s denial of attorneys’ fees and awarded costs to Neal. View "NEAL v. DVA " on Justia Law