Justia Government & Administrative Law Opinion Summaries

DiMasi, then a 47-year-old nurse-practitioner student, received an influenza vaccine on December 4, 2012. She was admitted to the hospital on December 5, 2012, released the next day, and then readmitted on December 8. Almost three years later, DiMasi sought compensation under 42 U.S.C. 300aa-10 to -34 (Vaccine Act). In 2019, a special master denied compensation, noting that the parties agreed on the post-vaccination conditions at issue, ultimately diagnosed in 2016 and 2017: “small fiber neuropathy” and “postural tachycardia syndrome” (POTS), which are related. He also noted that no claim of significant aggravation of a preexisting condition had been presented and found that the vaccine was not the cause in fact of the conditions. DiMasi had 30 days to seek Claims Court review.On September 15, 2020, within a year of the final judgment, DiMasi sent the special master a letter, with medical records and other attachments, requesting that she be allowed to proceed pro se and that her case be reopened. The special master allowed DiMasi to proceed pro se and construed her request to reopen her case as a motion for relief from judgment under Claims Court Rule 60. The special master ultimately vacated the denial. The Federal Circuit appointed counsel for DiMasi and requested additional briefing, noting that it had “more questions than answers” about the findings and proceedings concerning DiMasi’s former counsel’s submissions and choices. View "DiMasi v. Secretary of Health & Human Services" on Justia Law

In 2011, Cranford, on active duty in the Army, was charged with possessing and using Spice, an unregulated intoxicant, in violation of a lawful general order. Captain Lease recommended that Cranford be tried by general court-martial and forwarded the charges. Cranford requested to be discharged in lieu of trial by court-martial, acknowledging that the Uniform Code of Military Justice authorized the imposition of a bad conduct or dishonorable discharge for the charge. Cranford admitted guilt and acknowledged that he would qualify for an “other than honorable” (OTH) discharge, potentially barring him from receiving benefits. Cranford received an OTH discharge. Cranford later requested VA benefits. The regional office denied that request, reasoning that Cranford’s discharge status barred him from receiving benefits. The Board of Veterans’ Appeals affirmed the denial, applying 38 C.F.R. 3.12(d)(1), to conclude that Cranford had been discharged under dishonorable conditions and was ineligible for benefits as a non-veteran under 38 U.S.C. 101(2).The Veterans Court and Federal Circuit affirmed, rejecting arguments that the Board mischaracterized his discharge as being “in lieu of a general court-martial,” instead of a summary court-martial and that section 3.12(d)(1) did not apply to him because he had accepted an OTH discharge, not an “undesirable discharge.” An OTH discharge accepted in lieu of a general court-martial is equivalent to an undesirable discharge—despite the military service departments’ shift in terminology. View "Cranford v. McDonough" on Justia Law

The Department of Energy (DOE) issued a solicitation for Technical Security, Communications Security, Cyber, Analysis, and Security Administration, designated as a small business set-aside. The size limit for interested businesses was a maximum of $20.5 million in average annual receipts. Obsidian submitted a bid proposal and self-certified as a small business based on its five-year average of annual receipts ($17.5 million). DOE notified Obsidian that it was the apparent successful offeror but submitted a request to the Small Business Administration (SBA) to confirm Obsidian’s size status before making the award. The SBA determined Obsidian did not qualify as a small business. Rather than use the five-year average of receipts, the SBA used Obsidian’s three-year average (roughly $21.8 million)The Office of Hearings and Appeals affirmed. Obsidian filed a bid protest under the Tucker Act, 28 U.S.C. 1491(b), arguing that the BA was required to start using five years of annual receipts. Obsidian cited the Runway Extension Act (REA), an amendment to the Small Business Act (15 U.S.C. 632(a)(2)), including a requirement to use a five-year average of receipts for purposes of size determinations. The Federal Circuit affirmed judgment on the administrative record in favor of the government. The REA unambiguously did not apply to the SBA. There are two subsections discussing size factors. The SBA has its own, broader limitations on establishing size standards than other agencies. View "Obsidian Solutions Group, LLC v. United States" on Justia Law

Dr. Edenfield is a VAMC anesthesiologist. VAMC physicians had obtained informed consent for endoscopic procedures on the day of the procedure. A 2016 policy allowed mid-level practitioners (nurse practitioners, physician assistants) to obtain informed consent from patients. The change was approved by the National Center for Ethics in Health Care, the Credentialing Committee (several Quillen VAMC service chiefs), the Medical Executive Board (20 physicians), the Medical Center Director, and the regional Veteran Integrated Service Network. Edenfield argued that it was against VA policy for midlevel practitioners to obtain informed consent for endoscopic procedures, quoting the Veterans Health Administration Handbook. Edenfield resigned as the supervisor of the Pre-Operative Clinic. Two years later, although his supervisor recommended that Edenfield receive a pay increase, a VAMC panel denied him a raise. Edenfield alleged retaliation and resigned as Chief of Anesthesiology, then filed an unsuccessful complaint with the Office of Special Counsel, citing the Whistleblower Protection Act. The Merit Systems Protection Board denied Edenfield’s request for corrective action, finding that his statements were not protected disclosures under 5 U.S.C. 2302(b)(8).The Federal Circuit reversed. Edenfield’s interpretation reflected an ambiguity In the Handbook and was reasonable; the Board erred in holding that Edenfield did not have a reasonable belief that he was making a protected disclosure and erred by relying on information that would not have been readily ascertainable by a disinterested observer. Such information cannot support a finding that Edenfield’s belief was unreasonable. View "Edenfield v. Department of Veterans Affairs" on Justia Law

From December 22, 2018, to January 25, 2019, the federal government partially shut down because of a lapse in appropriations. Plaintiffs continued to work as “excepted employees” who work on “emergencies involving the safety of human life or the protection of property” and whom the government can “require[] to perform work during a covered lapse in appropriations,” 31 U.S.C. 1341(c)(2), 1342. During the shutdown, the government was barred from paying wages to excepted employees by the Anti-Deficiency Act, which prohibits the government from “authoriz[ing] an expenditure or obligation exceeding an amount available in an appropriation or fund for the expenditure or obligation.” The government paid their accrued wages after the shutdown ended. Plaintiffs sued under the Fair Labor Standards Act (FLSA) for failure “to timely pay their earned overtime and regular wages,” 29 U.S.C. 260; any employer who does not timely pay minimum or overtime wages is liable for liquidated damages equal to the amount of the untimely paid wages. The Claims Court has the discretion to award no liquidated damages if the employer shows “reasonable grounds for believing that [the] act was not a violation of the Act.”The Federal Circuit ordered the dismissal of the case. As a matter of law, the government does not violate the FLSA when it pays excepted employees for work performed during a government shutdown at the earliest date possible after a lapse in appropriations ends, View "Avalos v. United States" on Justia Law

From December 22, 2018, to January 25, 2019, the government partially shut down because of a lapse in appropriations. Border Patrol Agents continued to work as “excepted employees” who work on “emergencies involving the safety of human life or the protection of property” and whom the government can “require[] to perform work during a covered lapse in appropriations,” 31 U.S.C. 1341(c)(2), 1342. During the shutdown, the government was barred from paying wages to excepted employees by the Anti-Deficiency Act, which prohibits the government from “authoriz[ing] an expenditure or obligation exceeding an amount available in an appropriation or fund for the expenditure or obligation.” The government paid their accrued wages after the shutdown ended. The agents sued, alleging that the government violated the Border Patrol Agent Pay Reform Act (BPAPRA), 5 U.S.C. 5550, by not paying their wages on their regularly scheduled payday” for work they performed during the shutdown and that the late payments were unjustified personnel actions under the Back Pay Act, section 5596(b)); they sought interest and attorney fees.The Federal Circuit ordered the dismissal of the case. The government does not violate any implicit timely payment obligation in the BPAPRA and Back Pay Act when, as required by the Anti-Deficiency Act, it defers payments to excepted employees until after a lapse in appropriations ends. View "Abrantes v. United States" on Justia Law

McIntosh, employed by the Department of Defense, was responsible for approving travel expenses for government contracts. McIntosh, on several occasions refused to approve invoices and refused to provide contract information to her coworkers. Her supervisor, Boswell, informed McIntosh that her actions amounted to a “refus[al] to perform [her] job requirements.” McIntosh filed grievances, alleging that she was being forced to disclose unauthorized information and was harassed. The agency investigated and denied McIntosh’s grievances. McIntosh took sick leave for the day of her scheduled performance review, before Boswell’s retirement. Boswell requested medical documentation. McIntosh returned to work after Boswell retired. Cohen became her supervisor. Upon her return, McIntosh submitted a letter from her doctor, stating that she “should be excused from work due to illness from 3/22/2017 through 3/24/2017.” Employee Relation determined that the documentation was not acceptable. McIntosh never provided additional documentation but reiterated her grievances and requested reassignment. She declined to speak to Cohen and went home. Cohen placed McIntosh on paid leave and issued a Notice of Proposed Removal. The deciding official, Van Winkle, sustained the removal.The Merit Systems Protection Board affirmed, finding that the Department would have removed McIntosh even absent her protected whistleblowing activity. The Federal Circuit affirmed, rejecting arguments that the Board’s administrative judges are improperly appointed principal officers under the Appointments Clause and that substantial evidence did not support the Board’s decision. View "McIntosh v. Department of Defense" on Justia Law

Hekmati, a Marine Corps veteran, completed two tours of service in Iraq from 2001-2005 and worked as a military contractor between 2005-2011, stationed in Afghanistan. On his way back to the U.S., Hekmati went to Iran, purportedly to visit family. In 2011, the Iranian government arrested Hekmati. For four years, the Iranian government detained and tortured Hekmati. In 2016, the U.S. secured Hekmati’s release in a prisoner exchange. Hekmati sued the Iranian government under the Foreign Sovereign Immunities Act and obtained a default judgment ($63.5 million). Hekmati sought compensation from the Victims of State Sponsored Terrorism Fund, 34 U.S.C. 20144. The Fund's special master, Feinberg, approved Hekmati’s claim. Months passed. Hekmati received no money. The Fund’s interim special master informed Hekmati that the Department of Justice would seek reconsideration.Hekmati filed suit. Feinberg— whom the Department retained again to review Hekmati’s case—determined that Hekmati was not eligible for compensation because Hekmati’s application and accompanying documents contained material omissions and false statements. Feinberg determined that the primary purpose of Hekmati’s trip to Iran was “to sell classified U.S. national security information.” The Federal Circuit affirmed the Claims Court’s decision that it lacked subject-matter jurisdiction over Hekmati’s claim; 34 U.S.C. 20144 precludes judicial review of the special master’s reconsideration decision. View "Hekmati v. United States" on Justia Law

The Indiana Southwestern Railway Company sought to abandon railway easements, in which the owners had reversionary interests. The Surface Transportation Board (49 U.S.C. 10903) issued a Notice of Interim Trail Use and Abandonment (NITU). Negotiations with potential railbanking sponsors failed. Eventually, the NITU expired, Railway abandoned its easements without entering into a trail use agreement, and the landowners’ fee simple interests became unencumbered by any easements.The landowners sought compensation for an alleged taking arising under the National Trails System Act Amendments of 1983, 16 U.S.C. 1247(d), claiming that the government had permanently taken their property in April 2001, when the NITU became effective. The Claims Court found that the government had taken the property but that the taking lasted only from the date the NITU went into effect until it expired. The Federal Circuit affirmed in part. The landowner’s property was temporarily taken under the Trails Act. The NITU delayed the reversion of the owners’ interests. The Railway would have otherwise relinquished its rights to its right-of-way during the NITU period. The court remanded for a determination as to the compensation and interest to which the owners are entitled. View "Memmer v. United States" on Justia Law

Johnson was a Dyess Air Force Base firefighter from 2017-2019. In 2018, Johnson’s mother came to live with Johnson's family. She took around 13 pills to treat health issues; Johnson was taking “seven or eight” pills. The Air Force subsequently selected Johnson for a mandatory random drug test. He tested positive for oxycodone and oxymorphone. Johnson told his supervisor, Ranard, that he had accidentally taken his mother’s pills instead of his own prescribed medication. Ranard proposed that Johnson be fired. The deciding officer, Lieutenant Colonel Fletcher, fired Johnson, explaining that he could not “risk the possibility of Johnson] coming to work again under the influence of illicit drugs.” At an arbitration hearing, Fletcher testified that he “just [didn’t] believe” that Johnson accidentally took his mother’s pill, having consulted his wife, a registered nurse, and his brother-in-law, a nurse practitioner, who “confirmed that the likelihood of that happening is slim to none.” The arbitrator denied Johnson’s grievance, affirming his termination.The Federal Circuit reversed and remanded. Fletcher’s ex parte communications violated Johnson’s right to due process. When Fletcher’s relatives allegedly “confirmed” that the chances of Johnson taking his mother’s pill were “slim to none,” they were not confirming information in the record; they were providing new opinions on the evidence. View "Johnson v. Department of the Air Force" on Justia Law