Justia Government & Administrative Law Opinion Summaries

The Pennsylvania House of Representatives begins most legislative sessions with a prayer. Plaintiffs challenged two practices: the House invites guest chaplains to offer the prayer, but it excludes nontheists (those who do not espouse belief in a god or gods, though not necessarily atheists) from serving as chaplains on the theory that “prayer” presupposes a higher power and visitors to the House chamber pass a sign asking them to stand for the prayer, and the Speaker of the House requests that audience members “please rise” immediately before the prayer. At least once a House security guard pressured visitors who refused to stand. The Third Circuit upheld the practices as to the Establishment Clause because only theistic prayer can satisfy the historical purpose of appealing for divine guidance in lawmaking, the basis for the Supreme Court taking as a given that prayer presumes a higher power. Legislative prayer is government speech and not open to challenges under the Free Exercise, Free Speech, and Equal Protection Clauses. With respect to the statement “please rise” for the prayer, the court held that the single incident involving pressure from a security guard is moot. The sign outside the House chamber and the Speaker’s introductory request that guests “please rise” are not coercive. View "Fields v. Speaker of the Pennsylvania House of Representatives" on Justia Law

The Federal Railway Safety Act (FRSA) provides that if railroad carriers retaliate against employees who report safety violations, the aggrieved employee may file a complaint with OSHA within 180 days after the alleged retaliation, 49 U.S.C. 20109(d)(2)(A)(ii). The Secretary of Labor then has 210 days to issue a final decision. If the Secretary takes too long, the employee may file suit. Guerra, a Conrail conductor and brakeman, alleged that Conrail urged him to ignore safety regulations. When he refused, Conrail threatened him and eliminated incidental perks of his job. Guerra reported this to Conrail’s compliance office. He says he was told that if he kept reporting safety issues, there would be “undesirable consequences.” Soon after Guerra filed complaints about allegedly defective braking systems, a train Guerra was operating failed to brake properly and ran through a railroad switch. On April 6, 2016, Conrail notified Guerra that he would be suspended. On May 10, Guerra’s attorney, Katz, allegedly filed a FRSA complaint. Receiving no response, on November 28, Katz followed up with OSHA by email. OSHA notified Guerra that his claim was dismissed as untimely because OSHA first received Guerra’s complaint 237 days after the retaliation. Guerra attempted to invoke the common-law mailbox rule’s presumption of delivery. The district court dismissed for lack of jurisdiction. The Third Circuit affirmed on other grounds. FRSA’s 180-day limitations period is a non-jurisdictional claim-processing rule. Guerra’s claim still fails because he has not produced enough reliable evidence to invoke the common-law mailbox rule. View "Guerra v. Consolidated Rail Corp" on Justia Law

Pulitzer Prize-winning journalist Golden was researching Golden’s then-forthcoming book, Spy Schools: How the CIA, FBI, and Foreign Intelligence Secretly Exploit America’s Universities. Golden requested documents from public universities, including three requests to the New Jersey Institute of Technology (NJIT) under New Jersey’s Open Public Records Act, N.J. Stat. 47:1A-1–47:1A-13 (OPRA). Many of the NJIT documents originated with the FBI and were subject to prohibitions on public dissemination. The FBI directed NJIT to withhold most of the records. NJIT obliged, claiming exemption from disclosure. After this suit was filed, NJIT and the FBI reexamined the previously withheld records and produced thousands of pages of documents, formerly deemed exempt. Golden then sought prevailing plaintiff attorneys’ fees under OPRA. The district court denied the fee motion. The Third Circuit reversed. Under the catalyst theory, adopted by the Supreme Court of New Jersey, plaintiffs are entitled to attorneys’ fees if there exists “a factual causal nexus between [the] litigation and the relief ultimately achieved” and if “the relief ultimately secured by plaintiffs had a basis in law.” Before Golden filed suit, NJIT had asserted OPRA exemptions to justify withholding most of the requested records. Post-lawsuit, NJIT abandoned its reliance on those exemptions and produced most of the records. Golden’s lawsuit was the catalyst for the production of documents and satisfied the test. That NJIT withheld records at the behest of the FBI does not abdicate its role as the records custodian. View "Golden v. New Jersey Institute of Technology" on Justia Law

The Pennsylvania Turnpike Commission sets and collects Turnpike tolls. Act 44 (2007) authorized the Commission to increase tolls and required it to make annual payments for 50 years to the PennDOT Trust Fund. Act 89 (2013) continued to permit toll increases but lowered the annual PennDOT payments. Plaintiffs, individuals and members of groups who pay Turnpike tolls, assert that since the enactment of Act 44, tolls have increased more than 200% and that the current cost for the heaviest vehicles to cross from New Jersey to Ohio exceeds $1800. Pennsylvania’s Auditor General found that the annual “costly toll increases place an undue burden” on Pennsylvanians and that “the average turnpike traveler will ... seek alternative toll-free routes.” More than 90 percent of Act 44/89 payments—approximately $425 million annually— benefit “non-Turnpike road and bridge projects and transit operations.” Plaintiffs sued, alleging violations of the dormant Commerce Clause and their right to travel. The Third Circuit affirmed the dismissal of the suit. The Intermodal Surface Transportation Efficiency Act, 105 Stat. 1914 permits state authorities to use the tolls for non-Turnpike purposes, so the collection and use of the tolls do not implicate the Commerce Clause. Plaintiffs have not alleged that their right to travel to, from, and within Pennsylvania has been deterred, so their right to travel has not been infringed. View "Owner Operator Independent Drivers Association, Inc. v. Pennsylvania Turnpike Commission" on Justia Law

Charte, a district manager, became aware of American Tutor’s questionable billing and recruiting practices and expressed her concerns to the company's officers. Charte was terminated. Charte contacted the New Jersey Department of Education and the U.S. Department of Education about the practices she had observed. American Tutor sued Charte in state court for defamation, tortious interference with advantageous economic relations, and product disparagement. While that state lawsuit was pending, Charte brought this qui tam action on behalf of the United States. As required by the False Claims Act, 31 U.S.C. 3729(a)(1)(A), the action remained under seal for seven years while the government investigated. The state court action was dismissed after the parties settled. The federal government did not intervene. The district court unsealed the complaint, then found that the qui tam action was barred by New Jersey’s equitable entire controversy doctrine. The Third Circuit vacated, finding the doctrine inapplicable. The qui tam suit did not belong to Chartre when she entered into the settlement agreement; she could not unilaterally settle and dismiss the qui tam claims during the government’s investigation. Charte followed every statutory requirement, including filing the qui tam action under seal and not disclosing its existence; she was “not trying to hide the ball.” Application of the entire controversy doctrine to this case, where the relator was the defendant in a previously filed private suit, would incentivize potential False Claims Act defendants to “smoke out” qui tam actions by suing potential relators and then quickly settling. View "Charte v. American Tutor Inc" on Justia Law

In 1944, the Lehigh County Board of Commissioners unanimously adopted a county seal and agreed to purchase a flag depicting it. Commissioner Hertzog, who designed and voted for the seal, explained two years later: “in center of Shield appears the huge cross in canary-yellow signifying Christianity and the God-fearing people which are the foundation and backbone of our County.” The cross is partially obscured by a depiction of the Lehigh Courthouse and surrounded by many other symbols representing history, patriotism, culture, and economy. The seal appears on county-owned property and on various government documents, and on the county’s website. The district court found the seal unconstitutional under the Lemon test as modified by the endorsement test, after asking whether the cross lacked a secular purpose and whether a reasonable observer would perceive it as an endorsement of religion. The Third Circuit reversed, finding that the seal does not violate the Establishment Clause of the First Amendment under the Supreme Court’s 2019 decision in American Legion v. American Humanist Association. The court reasoned that a presumption of constitutionality applies to longstanding symbols like the Lehigh County seal and that the evidence does not show “discriminatory intent” in maintaining the symbol or “deliberate disrespect” in the design itself. View "Freedom From Religion Foundation v. County of Lehigh" on Justia Law

The ALJ who ruled on Hess’s application for social security disability benefits concluded that Hess had “moderate difficulties” in “concentration, persistence or pace,” but offered a detailed explanation for why she believed those difficulties were not serious and why Hess was capable of performing simple tasks. She found that Hess was “limited to jobs requiring understanding, remembering, and carrying out only simple instructions and making only simple work-related decisions[.]” In a series of hypothetical questions meant to include Hess’s limitations, she asked a vocational expert whether there were jobs in the national economy available to someone with those limitations. The expert said there were. The ALJ decided that Hess was not disabled and rejected his claim. The district court determined that the ALJ had erred because, in her hypothetical questions to the vocational expert, she failed to include or account for her finding that Hess had “moderate” difficulties in “concentration, persistence, or pace.” The Third Circuit reversed, refusing to elevate “form over substance.” An ALJ’s statement of a limitation confining a person to “simple tasks” is permissible after a finding of “moderate” difficulties in “concentration, persistence, or pace,” if the ALJ offers a “valid explanation” for it. The explanation given by the ALJ was “valid.” View "Hess v. Commissioner of Social Security" on Justia Law

The Affordable Care Act (ACA) mandates that women’s health insurance cover preventive health care. Health Resources and Services Administration guidelines indicate that preventative health care includes contraceptive care. Nonprofit religious entity employers could invoke "the Accommodation," which permits employers to send self-certification forms to their insurance issuers to exclude contraceptive coverage from the group health plan while providing payments for contraceptive services for plan participants and beneficiaries, separate from the group health plan, without the imposition of cost sharing, premium, fee, or other charge on plan participants or beneficiaries or on the eligible organization or its plan.Following Supreme Court decisions concerning ACA, the Accommodation was extended to for-profit entities that are not publicly traded, are majority-owned by a relatively small number of individuals, and that object to providing contraceptive coverage based on the owners’ religious beliefs. The district court entered a preliminary injunction, prohibiting the rule’s enforcement nationwide.The Third Circuit affirmed, reasoning that the agencies did not follow the Administrative Procedures Act and that the regulations are not authorized under the ACA or required by the Religious Freedom Restoration Act. Sates will face unredressable financial consequences from subsidizing contraceptive services, providing funds for medical care associated with unintended pregnancies, and absorbing medical expenses arising from decreased use of contraceptives for other health conditions. The current Accommodation does not substantially burden employers’ religious exercise and its extension is not necessary to protect a legally-cognizable interest. The public interest favors minimizing harm to third-parties by ensuring that women who may lose ACA-guaranteed contraceptive coverage. View "Pennsylvania v. President of the United States" on Justia Law

In 2003-2008, Komis filed more than 60 Equal Employment Opportunity (EEO) complaints while employed by OSHA. Allegedly in retaliation for those and other EEO complaints filed a decade earlier, Komis contends her employer created a hostile work environment in that her supervisors: denied her the ability to work regularly from home; shifted her job duties to include more clerical work; reassigned her; and failed to promote her to Assistant Regional Administrator, instead selecting attorney Russo, who improperly disciplined her in retaliation for making additional discrimination claims. In 2008, Komis received notice of OSHA’s decision to terminate her employment. Komis left OSHA and filed another EEO complaint, alleging constructive discharge. Komis sued under Title VII of the Civil Rights Act, 42 U.S.C. 2000e-16(a), citing retaliation and retaliatory hostile work environment. The Sixth Circuit affirmed judgments in favor of the agency. The court held that federal employees may bring retaliation claims under Title VII but declined to consider whether the same standard governs federal- and private- sector retaliation claims, and what standard applies to a federal retaliatory hostile work environment claim, given the Supreme Court’s 2006 decision, Burlington Northern & Santa Fe Railway. Komis cannot prevail under any potentially applicable standard, so any error in the jury instructions was harmless. View "Komis v. Secretary United States Department of Labor" on Justia Law

The 2011 Virgin Islands Economic Stability Act (VIESA) sought to reduce government spending by reducing payroll while continuing to provide necessary public services. VIESA offered some of the government’s most expensive employees (with at least 30 years of credited service) $10,000 to chose to retire within three months. Those declining to retire had to contribute an additional 3% of their salary to the Government Employees Retirement System starting at the end of those three months. Two members of the System with over 30 years of credited service who chose not to retire claimed that the 3% charge violated federal and territorial laws protecting workers over the age of 40 from discrimination based on their age. The Third Circuit found the provision valid because it did not target employees because of their age under the Supreme Court’s 1993 decision in Hazen Paper Co. v. Biggin; its focus on credited years of service entitles the government to the Age Discrimination in Employment Act of 1967 (ADEA)’s reasonable-factor-other-than-age defense. The Third Circuit concluded that the Virgin Islands Supreme Court would deem the provision consistent with existing territorial anti-discrimination statutes. View "Bryan v. Government of the Virgin Islands" on Justia Law