Justia Civil Rights Opinion Summaries

Defendants hired Plaintiff as a nanny. Defendants terminated Plaintiff’s employment. They hoped Plaintiff would release potential claims against them in exchange for a severance payment. Defendants asked a friend (who ran a nanny placement service and had helped hire Plaintiff) to propose this to Plaintiff. Plaintiff did not sign the proposed severance agreement. Instead, she brought wage-and-hour claims against Defendants. Following discovery, Plaintiff amended her complaint to add a claim for defamation. She based her defamation claim on statements Defendants made to the intermediary during the negotiations over severance. Defendants responded with an anti-SLAPP motion. They argued that the allegedly defamatory statements were made in anticipation of litigation. They moved to strike not only the new defamation allegations but also the entire complaint. The trial court denied the anti-SLAPP motion and required the Defendants to pay some of Plaintiff’s attorney fees.   The Second Appellate District affirmed. The court explained that Defendants did not show that Plaintiff’s defamation claim was based on activity protected by the anti-SLAPP law. The court explained that Defendants appealed to the entire SAC. They did so even after the trial court correctly found the motion frivolous as to most of Plaintiff’s SAC. Defendants informed the trial court that “the appeal is going to be of every cause of action.” Defendants were thereby able to obtain a full stay of the action in the trial court, even though the appeal was frivolous as to most of the action. If Defendants had appealed as to only the defamation cause of action, Plaintiff might have had the opportunity to argue for permission to continue discovery. View "Nirschl v. Schiller" on Justia Law

Eberspaecher North America (“ENA”), is a company that manufactures car components with its headquarters in Novi, Michigan and six other locations across the country. An employee at one of these locations—ENA’s Northport, Alabama plant—complained to the Equal Employment Opportunity Commission (“EEOC”) that he was fired for taking protected absences under the Family Medical Leave Act (“FMLA”). An EEOC Commissioner charged ENA with discrimination under the Americans with Disabilities Act Amendments Act (“ADAAA”), listing only the Northport facility in the written charge. The EEOC then issued requests for information on every employee terminated for attendance-related infractions at each of ENA’s seven domestic facilities around the nation. ENA objected to the scope of those requests. The district court ordered ENA to turn over information related to the Northport, Alabama, facility but refused to enforce the subpoena as to information from other facilities. The EEOC appealed, arguing that the district court abused its discretion. In the alternative, the EEOC contends that, even if the charge were limited to the Northport facility, nationwide data is still relevant to its investigation.   The Eleventh Circuit affirmed the district court’s order enforcing only part of the EEOC’s subpoena. The court explained the EEOC’s investigatory process is a multi-step process designed to notify employers of investigations into potentially unlawful employment practices. The court held that the EEOC charged only ENA’s Northport facility— which provided notice to ENA that the EEOC was investigating potentially unlawful employment practices only at that specific facility—and thus that the nationwide data sought by the EEOC is irrelevant to that charge. View "Equal Employment Opportunity Commission v. Eberspaecher North America Inc." on Justia Law

Plaintiff was let go from her position at Brandstar Studios shortly after her father fell ill. Following her termination, Plaintiff sued Brandstar under the Family and Medical Leave Act and the Americans with Disabilities Act. The district court granted Brandstar summary judgment. On appeal, Plaintiff argued that Brandstar executives interfered with her rights under the FMLA. Second, she asserted that her termination constituted associational discrimination under the ADA. And finally, she claimed that the district court improperly weighed the evidence on summary judgment rather than construing the facts in her favor.   The Eleventh Circuit affirmed. The court explained that the parties agreed that Brandstar provided Plaintiff the leave she requested in her May 2 email and that she received full pay for those days. In fact, Plaintiff accidentally clocked in on her two days of requested leave, and Brandstar HR executives circled back weeks later to ensure that she corrected her timecard to reflect her requested leave. Thus, Plaintiff can’t demonstrate that she was harmed by Brandstar’s technical failure to notify her of her FMLA rights. Further, the court found that not only did Plaintiff fail to “request leave” in the May 6 email, but there’s also no indication that Brandstar “acquired knowledge” on its own that she wanted leave for an FMLA-qualifying reason. Moreover, the court found that the only evidence Plaintiff marshaled is the “temporal proximity” between her father’s acute onset decline and her termination—which isn’t enough to show pretext. View "Jessica Graves v. Brandstar Studios, Inc." on Justia Law

After being fired by his employer, Anheuser-Busch Companies, LLC, Intervenor filed suit in federal district court, alleging that his termination reflected racial discrimination and retaliation in violation of Title VII. Anheuser-Busch filed a motion seeking to compel arbitration of Intervenor’s district court claims, asserting that at the time when he was hired, Intervenor had agreed to be bound by the company’s Dispute Resolution Policy. Intervenor disagreed that he was required to arbitrate his claims. After Anheuser-Busch asked the district court to compel arbitration, Intervenor filed an unfair labor practice charge with the NLRB, arguing that Defendant’s efforts to enforce its arbitration agreement contravened the collective bargaining agreement and constituted a unilateral change to the terms of Intervenor’s employment, in violation of the National Labor Relations Act (“NLRA”).   The Eleventh Circuit granted the petition for review of the Board’s order dismissing the complaint, vacated the decision of the Board, and remanded for consideration of whether enforcement of the Dispute Resolution Policy against Intervenor would violate the NLRA. The court held that the Board applied an erroneously narrow standard for determining whether Anheuser-Busch’s motion had an illegal objective. The court explained that on remand, the Board should instead determine whether the outcome sought by Anheuser-Busch’s motion— the compelled arbitration of Brown’s Title VII claims under the Dispute Resolution Policy—would violate the NLRA. If the Board decides that the answer to that question is “yes,” it should then order all relief that is appropriate based on Anheuser-Busch’s unlawful conduct. View "International Brotherhood of Teamsters Local 947 v. National Labor Relations Board" on Justia Law

Plaintiff alleged (1) Officer N. used excessive force when he tased Plaintiff at the scene of an automobile wreck, (2) Officer H. failed to intervene to prevent Officer N’s excessive force, and (3) the City of Madison, Alabama admitted the officers’ actions were the result of its municipal policy. Relying on body camera footage, Defendants Officer N., Officer H., and the City moved to dismiss. The district court granted their motions to dismiss. On appeal, Plaintiff argued the district court erred by (1) considering the officers’ body camera footage when ruling on Defendants’ motions to dismiss without converting them into summary judgment motions, (2) granting qualified immunity to Officer N., (3) dismissing Plaintiff’s failure-to-intervene claim against Officer H., and (4) dismissing his municipal liability claim against the City.   The Eleventh Circuit affirmed. The court concluded that the district court properly considered the body camera footage, correctly ruled that Officer N. did not violate a constitutional right and thus Officer H. had no duty to intervene and accurately determined that Plaintiff’s claim against the City failed as a matter of law. The court explained Officer N.’s use of the taser was justified because of (1) Plaintiff’s repeated failure to comply with Officer N.’s commands, (2) Plaintiff’s unsafe driving that had just caused an automobile accident, (3) Plaintiff’s repeated efforts to get back in the vehicle, (4) Plaintiff’s physical resistance to Officer N.’s attempts to remove him from the vehicle, and (5) the tense, uncertain, and rapidly evolving series of events. Thus, the court concluded that Officer N.’s single use of a taser in dart mode was objectively reasonable. View "Curtis Baker v. City of Madison, Alabama, et al." on Justia Law

The Restaurant Law Center and the Texas Restaurant Association (“Plaintiffs”) challenge a Department of Labor regulation that refines how the federal minimum wage applies to tipped employees. The district court denied Plaintiffs a preliminary injunction on the sole ground that they failed to establish irreparable harm from complying with the new rule.   The Fifth Circuit reversed, holding that Plaintiffs sufficiently showed irreparable harm in unrecoverable compliance costs. The court explained that the 30-minute limitation is a new constraint on the tip credit that both requires distinct recordkeeping and affects the existing 20-percent standard. Neither the district court nor the Department explained why this new requirement would not impose new costs. To the contrary, the rule itself confirms that employers who want to continue claiming the tip credit—like Plaintiffs’ members—will “incur ongoing management costs” to ensure employees do not spend more than 30 minutes continuously performing directly supporting work. The court found that the district court abused its discretion in finding no evidence of irreparable harm View "Restaurant Law Center v. LABR" on Justia Law

Plaintiff was a long-term employee of Defendant St. Cecilia Catholic School. In her final year of employment, Defendant worked part-time as an art teacher and office administrator. Following her discharge, Defendant filed this action against St. Cecilia for age discrimination in violation of the California Fair Employment and Housing Act (FEHA) The trial court granted St. Cecilia’s motion for summary judgment on the ground that Plaintiff’s suit was barred by the ministerial exception, a constitutional doctrine that precludes certain employment claims brought against a religious institution by its ministers.   The Second Appellate District reversed the judgment in favor of St. Cecilia and remanded for further proceedings. The court concluded that there are triable issues of material fact as to whether the ministerial exception applies in this case. Further, the court wrote that St. Cecilia did not waive the ministerial exception by failing to assert the defense in its answer. The evidence that Plaintiff promoted “Christ-like” behavior in her class does not establish, as a matter of law, that she performed vital religious duties for St. Cecilia or otherwise qualified as a minister. Because there are triable issues of material fact as to whether the ministerial exception applies to Plaintiff’s former job position as an art teacher and an office administrator, St. Cecilia was not entitled to judgment as a matter of law on Plaintiff’s age discrimination suit. View "Atkins v. St. Cecilia Catholic School" on Justia Law

Plaintiff saw Defendant, an officer, pointing a firearm at her 12- and 14-year-old sons down the street from their family’s home. When Plaintiff approached to ask what happened, Defendant repeatedly ordered her to “get back.” After Plaintiff questioned the order, Defendant briefly pointed his taser at her. Plainitff then complied with his orders. Her sons were eventually cleared of any wrongdoing. Plaintiff filed a 42 U.S.C. Section 1983 action against Defendant, claiming he used excessive force. The district court granted summary judgment to Defendant on the claim after concluding he was entitled to qualified immunity. Defendant appealed.   The Eighth Circuit affirmed. The court explained that Defendant was placed in a position where he had two possibly armed suspects detained in front of him and a third unknown individual approaching from behind, creating a potentially serious safety risk. Adding to the circumstances, when Defendant ordered Plaintiff to “get back,” she moved to the side, but she did not immediately comply by moving backward. Rather, she questioned the order and moved sideways. Ordered to get back a second time, she again questioned the order and remained where she was until after the taser was drawn. Accordingly, the court wrote that under the totality of the circumstances, Defendant momentarily pointing his taser at Plaintiff to gain control of the scene was not unreasonable. View "Casondra Pollreis v. Lamont Marzolf" on Justia Law

Greater Birmingham Ministries (“GBM”), an Alabamian non-profit organization dedicated to aiding low-income individuals, and several Alabamian felons (collectively “Appellants”) appealed the district court’s summary judgment denying their Equal Protection Clause challenge to Amendment 579 of the Alabama state constitution, their Ex Post Facto Clause, challenge to Amendment 579’s disenfranchisement provisions, and their National Voting Registration Act of 1993 (“NVRA”), challenge to the format of Alabama’s mail voting registration form.The Eleventh Circuit affirmed. The court held that (1) Amendment 579 successfully dissipated any taint from the racially discriminatory motives behind the 1901 Alabama constitution; (2) Amendment 579 does not impose punishment for purposes of the Ex Post Facto Clause; and (3) Alabama’s mail voting registration form complies with the NVRA. The court wrote that it rejects Appellants’ invitation to review the extent the Alabama legislature debated the “moral turpitude” language of Amendment 579. Further, the court explained that Section 20508(b)(2)(A) is a notice statute enacted for the convenience of voting registrants. Alabama’s mail-in voting form has provided sufficient notice by informing registrants that persons convicted of disqualifying felonies are not eligible to vote and providing an easily accessible link whereby voters convicted of felonies can determine their voter eligibility. Accordingly, Alabama has complied with the requirements of Section 20508(b)(2)(A). View "Treva Thompson, et al. v. Secretary of State for the State of Alabama, et al." on Justia Law

After the Acting General Counsel of the National Labor Relations Board withdrew an unfair labor practice complaint that his predecessor had issued against a union, the aggrieved employer requested permission to appeal the complaint’s withdrawal to the Board. The Board denied the request, concluding that the Acting General Counsel’s decision was an unreviewable act of prosecutorial discretion. The employer then petitioned the Fifth Circuit for review of the Board’s order.   The Fifth Circuit denied the petition. The court concluded that it has jurisdiction over the petition for review, that Acting General Counsel’s designation was valid and that the Board permissibly determined that Acting General Counsel had discretion to withdraw the complaint against the Unions. The court explained that the Board’s own conclusion that the General Counsel has the discretion to withdraw unfair labor practice complaints in cases where a motion for summary judgment has been filed but no hearing has occurred, and the Board has neither issued a Notice to Show Cause nor transferred the case to itself fits squarely within the holding of UFCW. As such, it is a permissible interpretation of the National Labor Relations Act (“NLRA”) View "United Natural Foods v. NLRB" on Justia Law