Justia Civil Rights Opinion Summaries

The Court of Appeal held that recording secret business conversations and using the recordings in an arbitration were not in connection with a judicial or official proceeding authorized by law, and therefore they were not protected activities under Code of Civil Procedure section 425.16 (the anti-SLAPP statute).In this case, after defendant, the president of Tang Energy Corp., secretly recorded conversations with Sherman Xuming Zhang, president of AVIC International USA, defendant introduced the recordings as evidence in contractual arbitration. When the arbitrators decided the issue in favor of Tang Energy, Zhang and AVIC filed suit against defendant for invasion of privacy and eavesdropping on or recording confidential communications in violation of Penal Code sections 632 and 637.2. The court affirmed the trial court's denial of defendant's special motion to strike under section 425.16. View "Zhang v. Jenevein" on Justia Law

The Pennsylvania State Police employed Conard for 17 years as a 911 dispatcher. Conard left her employment in 2002 to move with her husband, who was on active military deployment. She had “outstanding personnel evaluations” but her supervisors, Tripp and Hile, had disagreements with Conard, arising from Conard’s earlier lawsuit. Conard returned to Pennsylvania in 2004 and reapplied for her position. The Police told Conard that she would be hired subject to a background check but ultimately did not offer her employment. Conard alleges that she was told that Hile and Tripp caused rejection of her application. Conard filed an administrative charge of gender discrimination, then filed her initial civil rights action, alleging retaliation. The Third Circuit affirmed dismissal. Conard alleges that in the following years, she was unable to obtain employment because the defendants gave prospective employers “negative, false, and defamatory” statements in response to reference requests and stated that “[she] was not eligible to return.” The district court held that most of Conard’s claims were barred, having been adjudicated in her prior action, and dismissed her retaliation claim. The Third Circuit reversed as to Conard’s First Amendment retaliation claim. The framework for First Amendment claims brought by government employees against their employers does not apply to Conard’s claim, because the speech which Conard alleges triggered the retaliation—filing administrative complaints and a lawsuit—occurred after she had left her employment. While significant time passed between Conard’s earlier complaint and the alleged retaliation, there is no bright-line rule for the time that may pass between protected speech and actionable retaliation. View "Conard v. Pennsylvania State Police" on Justia Law

The Ninth Circuit certified the following question to the Supreme Court of California: Does a plaintiff suffer discriminatory conduct, and thus have statutory standing to bring a claim under the Unruh Act, when the plaintiff visits a business's website with the intent of using its services, encounters terms and conditions that deny the plaintiff full and equal access to its services, and then departs without entering into an agreement with the service provider? Alternatively, does the plaintiff have to engage in some further interaction with the business and its website before the plaintiff will be deemed to have been denied full and equal treatment by the business? View "White v. Square, Inc." on Justia Law

A corporation does not have family members and therefore cannot qualify for the family-member exception to the employee-numerosity requirement in the Iowa Civil Rights Act (ICRA).Plaintiff worked for Defendant, a small insurance agency, and alleged that she was sexually harassed by her supervisor, the sole owner’s husband. Defendant, a subchapter S corporation, employed the owner, the owner’s husband and two other family members, Plaintiff, and another nonfamily member. Defendant moved for summary judgment on the ICRA claims on the grounds that it employed fewer than four individuals, not counting the family members. The district court denied summary judgment, concluding that a corporate employer is ineligible for the family-member exception to the ICRA contained in Iowa Code 216.6(6)(a). The court of appeals affirmed. The Supreme Court affirmed, holding that Defendant could not avail itself of the family-member exception. View "Cote v. Derby Insurance Agency, Inc." on Justia Law

Plaintiffs Richard Tabura and Guadalupe Diaz were Seventh Day Adventists. Their religious practice of not working Saturdays conflicted with their job schedules at a food production plant operated by Defendant Kellogg USA, Inc. (“Kellogg”). Eventually Kellogg terminated each Plaintiff for not working their Saturday shifts. Plaintiffs alleged that in doing so, Kellogg violated Title VII of the Civil Rights Act by failing to accommodate their Sabbath observance. Both sides moved for summary judgment. The district court denied Plaintiffs’ motion and granted Kellogg summary judgment, concluding as a matter of law both that Kellogg did reasonably accommodate Plaintiffs’ religious practice and, alternatively, that Kellogg could not further accommodate their Sabbath observance without incurring undue hardship. The Tenth Circuit concluded after review of the district court record that the district court erred in granting Kellogg summary judgment; however, on the same record, the district court did not err in denying Plaintiffs summary judgment. View "Tabura v. Kellogg USA" on Justia Law

FilmOn filed suit against DoubleVerify for trade libel, slander, and other business-related torts, alleging DoubleVerify falsely classified FilmOn's websites under the categories "Copyright Infringement-File Sharing" and "Adult Content" in confidential reports to certain clients that subsequently cancelled advertising agreements with FilmOn. The Court of Appeal affirmed the trial court's grant of DoubleVerify's motion to strike pursuant to the anti-SLAPP statute. The court held that the trial court properly found DoubleVerify engaged in conduct in furtherance of its constitutional right of free speech in connection with an issue of public interest. View "FilmOn.com v. DoubleVerify, Inc." on Justia Law

Plaintiff, the president and CEO of American Apparel, filed suit against Standard General, alleging several causes of action stemming from his claim that Standard General's press release, regarding investigations into allegations against plaintiff, contained false and defamatory information about him. The trial court granted Standard General's anti-SLAPP motion, Code Civ. Proc., 425.16. The court held that plaintiff failed to satisfy his burden of showing there was a minimal chance his claims would succeed at trial. In this case, the court rejected plaintiff's claim that the press release falsely stated he was investigated by an independent third party because such a claim did not allege a falsehood about plaintiff himself. Furthermore, because the press release did not articulate why plaintiff was terminated, plaintiff's allegation that it falsely stated he was terminated for "cause" did not constitute an actionable defamation. Therefore, the court affirmed the trial court's order. View "Charney v. Standard General, LP" on Justia Law

In 2004, respondents Robert Ingersoll and Curt Freed began a committed, romantic relationship. In 2012, the Washington legislature passed Engrossed Substitute Senate Bill 6239, which recognized equal civil marriage rights for same-sex couples. Respondents intended to marry in September 2013. By the time he and Freed became engaged, Ingersoll had been a customer at Arlene's Flowers for at least nine years, purchasing numerous floral arrangements from Stutzman and spending an estimated several thousand dollars at her shop. Baroronelle Stutzman owned and was the president of Arlene's Flowers. Stutzman knew that Ingersoll is gay and that he had been in a relationship with Freed for several years. The two men considered Arlene's Flowers to be "[their] florist." Stutzman’s sincerely held religious beliefs included a belief that marriage can exist only between one man and one woman. Ingersoll approached Arlene's Flowers about purchasing flowers for his upcoming wedding. Stutzman told Ingersoll that she would be unable to do the flowers for his wedding because of her religious beliefs. Ingersoll did not have a chance to specify what kind of flowers or floral arrangements he was seeking before Stutzman told him that she would not serve him. They also did not discuss whether Stutzman would be asked to bring the arrangements to the wedding location or whether the flowers would be picked up from her shop. Stutzman asserts that she gave Ingersoll the name of other florists who might be willing to serve him, and that the two hugged before Ingersoll left her store. Ingersoll maintains that he walked away from that conversation "feeling very hurt and upset emotionally." The State and the couple sued, each alleging violations of the Washington Law Against Discrimination and the Consumer Protection Act (CPA). Stutzman defended on the grounds that the WLAD and CPA did not apply to her conduct and that, if they did, those statutes violated her state and federal constitutional rights to free speech, free exercise, and free association. The Superior Court granted summary judgment to the State and the couple, rejecting all of Stutzman's claims. Finding no reversible error in that judgment, the Supreme Court affirmed. View "Washington v. Arlene's Flowers, Inc." on Justia Law

Rothe filed suit alleging that the statutory basis of the Small Business Administration’s (SBA) 8(a) business development program, Amendments to the Small Business Act, 15 U.S.C. 637, violates its right to equal protection under the Due Process Clause of the Fifth Amendment. Rothe is a small business that bids on Defense Department contracts, including the types of subcontracts that the SBA awards to economically and socially disadvantaged businesses through the 8(a) program. The court rejected Rothe's claim that the statute contains an unconstitutional racial classification that prevents Rothe from competing for Department of Defense contracts on an equal footing with minority-owned businesses. The court concluded that the provisions of the Small Business Act that Rothe challenges do not on their face classify individuals by race. In contrast to the statute, the SBA’s regulation implementing the 8(a) program does contain a racial classification in the form of a presumption that an individual who is a member of one of five designated racial groups (and within them, 37 subgroups) is socially disadvantaged. Because the statute lacks a racial classification, and because Rothe has not alleged that the statute is otherwise subject to strict scrutiny, the court applied rational-basis review. Under rational-basis review, the court concluded that the statutory scheme is rationally related to the legitimate, and in some instances compelling, interest of counteracting discrimination. Finally, Rothe's evidentiary and nondelegation challenges failed. Accordingly, the court affirmed the district court's judgment granting summary judgment to the SBA and DOD. View "Rothe Development v. DOD" on Justia Law

In 2011 UJC private jet charter services hired Plaintiff as a co-pilot. After altercations between Plaintiff, a woman, and male pilots, which Plaintiff perceived to constitute sexual harassment, Plaintiff wrote an email to UJC management. About three weeks later, Plaintiff’s employment was terminated. Plaintiff sued, alleging retaliation. Defendants’ answer stated that UJC had converted from a corporation to an LLC. Plaintiff did not amend her complaint. Defendants’ subsequent motions failed did not raise the issue of UJC’s identity. UJC’s CEO testified that he had received reports that Plaintiff had used her cell phone below 10,000 feet; that once Plaintiff became intoxicated and danced inappropriately at a bar while in Atlantic City for work; that Plaintiff had once dangerously performed a turning maneuver; and that Plaintiff had a habit of unnecessarily executing “max performance” climbs. There was testimony that UJC’s male pilots often engaged the same behavior. The jury awarded her $70,250.00 in compensatory and $100,000.00 in punitive damages. When Plaintiff attempted to collect on her judgment, she was told that the corporation was out of business without assets, but was offered a settlement of $125,000.00. The court entered a new judgment listing the LLC as the defendant, noting that UJC’s filings and witnesses substantially added to confusion regarding UJC’s corporate form and that the LLC defended the lawsuit as though it were the real party in interest. The Sixth Circuit affirmed, stating it was unlikely that UJC would have offered a generous settlement had it genuinely believed itself to be a victim of circumstance, or that it would be deprived of due process by an amendment to the judgment; the response indicated a litigation strategy based on “roll[ing] the dice at trial and then hid[ing] behind a change in corporate structure when it comes time to collect.” View "Braun v. Ultimate Jetcharters, LLC" on Justia Law