Justia Civil Rights Opinion Summaries

The Supreme Court held that the Office of the Auditor lacked the authority to pierce the attorney-client privilege and obtain an audit's confidential communications and rejected the Office of the Auditor's jurisdiction and non-justiciability bars to the Office of Hawaiian Affairs' (OHA) suit in this declaratory action.The OHA sued the Office of the Auditor after it was audited, seeking a declaratory judgment that neither Haw. Rev. Stat. 23-5 nor the Hawai'i State Constitution required OHA to disclose to the State Auditor privileged attorney-client communications protected from disclosure. The circuit court granted summary judgment for OHA. The Supreme Court affirmed, holding that section 23-5 did not require OHA to disclose to the State Auditor privileged attorney-client communications protected from disclosure pursuant to Haw. R. Evid. 503 and common-law principles. View "Office of Hawaiian Affairs v. Kondo" on Justia Law

The United Auto Workers union (“UAW”) and three pro-union Tesla employees filed multiple charges with the National Labor Relations Board (“NLRB”) alleging unfair labor practices against Tesla. An Administrative Law Judge (“ALJ”) found that Tesla had committed most of the alleged violations, and the NLRB issued an order largely affirming the ALJ. Both Tesla and the UAW filed petitions for review, and the NLRB filed a cross-application to enforce its order. Tesla and the UAW each challenged two of the NLRB’s findings through this appeal.   The Fifth Circuit denied the petitions for review. The court held that the NLRB’s findings were supported by substantial evidence, and it did not abuse its broad remedial discretion in declining to issue a notice-reading remedy. The court explained that the UAW cited no authority mandating a notice reading to remedy repeated violations in the absence of intervening cease-and-desist orders. And, as Tesla emphasizes, the company at most continued to commit violations after having a complaint filed against it, not after being ordered to cease its conduct. Moreover, given the deferential standard of review and the “special respect” given to the NLRB’s choice of remedy in light of its policy expertise and its broad, discretionary remedial powers, the court declined to disturb the NLRB’s order in this regard. View "Tesla v. NLRB" on Justia Law

After the EEOC closed its investigation into Plaintiff’s charge of discrimination, the agency issued Plaintiff a right-to-sue notice. This notice, however, only reached Plaintiff’s attorney and not Plaintiff himself. The EEOC then sent a subsequent notice acknowledging that the first had not reached Plaintiff and advising him that his 90-day window in which to file suit began to run upon its—the second notice’s—receipt. Plaintiff filed his complaint 141 days after his attorney is presumed to have received the first notice and 89 days after Plaintiff and his attorney received the second. The district court dismissed Plaintiff’s suit as untimely and held that equitable tolling was unavailable.   The Fifth Circuit vacated the district court’s order dismissing Plaintiff’s complaint. The court explained that Plaintiff’s case did not present the kind of exceptional circumstances that may warrant equitable tolling; the district court failed to consider controlling precedent from this court that tolling may be available when the EEOC affirmatively misleads a claimant about the time in which he must file his federal complaint. The court wrote that this was an abuse of discretion. Further, the court found that the district court did not proceed beyond this first prong of the tolling analysis the record at this motion to dismiss stage does not disclose whether Plaintiff diligently pursued his rights. View "Bernstein v. Maximus Federal Services" on Justia Law

The Court of Appeals affirmed the judgment of the appellate court dismissing Appellant's appeal of the circuit court's ruling affirming the judgment of the Maryland Commission on Civil Rights finding no probable cause to believe that Krav Maga MD, LLC (KMMD) engaged in disability discrimination, holding that the appellate court correctly dismissed Appellant's appeal.Appellant alleged that KMMD, her gym, engaged in disability discrimination by deleting a comment that Appellant had posted on the gym's Facebook account relating to her disability and then later by terminating her membership. The Commission ultimately found no probable cause the find that KMMD had discriminated against Appellant based on her disability. The circuit court affirmed the Commission's finding of no probable cause. On appeal, the appellate court ruled that it lacked jurisdiction to consider Appellant's appeal. The Court of Appeals affirmed, holding that the appellate court correctly dismissed Appellant's appeal. View "Rowe v. Md. Comm'n on Civil Rights" on Justia Law

Plaintiff, a federal inmate, sued Federal Bureau of Prisons (BOP) staff alleging, inter alia, discrimination and retaliation under the Rehabilitation Act. The district court dismissed the action for failure to exhaust available administrative remedies. According to the court, the Prison Litigation Reform Act (PLRA) required Plaintiff to exhaust both the BOP’s Administrative Remedy Program and an additional remedy, particular to prison discrimination claims, administered by the Department of Justice’s Director of Equal Employment Opportunity. Plaintiff appealed, arguing that he was only required to exhaust the BOP’s Administrative Remedy Program under the Prison Litigation Reform Act. Plaintiff asserted in the alternative that the Department of Justice remedies were not “available” to him.   The Fourth Circuit affirmed. The court explained that the PLRA’s exhaustion provision is plain. It requires prisoners to utilize all “available” administrative remedies. For Rehabilitation Act claimants, these remedies include both the BOP’s ARP and a separate EEO process administered by the DOJ. Here, Plaintiff failed to exhaust these remedies despite them being “available” to him under the PLRA. Accordingly, the court affirmed the district court’s dismissal of Plaintiff’s complaint without prejudice to his ability to exhaust the EEO remedies “available” to him within the meaning of the PLRA. View "Webster Williams, III v. Michael Carvajal" on Justia Law

Plaintiff, a now-retired Special Agent with the United States Secret Service, filed a civil suit against two United States Park Police officers (“officers”) under Bivens v. Six Unknown Named Agents of Federal Bureau of Narcotics, 403 U.S. 388 (1971). Plaintiff asserted that the officers violated his rights under the Fourth Amendment by unlawfully seizing him during two traffic stops. A jury found the officers liable for Plaintiff’s emotional injuries resulting from the constitutional violations and awarded him a total of $205,000 in compensatory damages and $525,000 in punitive damages. The district court entered final judgment in accordance with the jury verdict and later denied the officers’ post-trial motions seeking judgment as a matter of law or a new trial.   The Fourth Circuit affirmed. The court concluded that Plaintiff presented a cognizable Bivens claim because his claim is not meaningfully different from the claim asserted in Bivens. Both cases involved allegations of unjustified, warrantless seizures in violation of the Fourth Amendment committed by federal “line” officers conducting routine police work. Also, the officers were not entitled to qualified immunity. They violated Plaintiff’s Fourth Amendment rights by significantly prolonging the initial stop without justification and by initiating a second, unjustified stop. This constitutional right to be free from such unlawful seizures was clearly established at the time the seizures occurred. Further, the court held that Plaintiff presented sufficient evidence of emotional injury to support the compensatory damage award, and the punitive damages award was not excessive. View "Nathaniel Hicks v. Gerald Ferreyra" on Justia Law

Plaintiff began working for McDonnell Douglas in 1985. He stayed there until it merged with The Boeing Company (Boeing) in 1997. In 2017 and 2018, Plaintiff unsuccessfully applied for promotions within Boeing. Both times, the promotion was given to younger candidates who scored better in the interview. In 2017, the promotion went to an employee aged 33; in 2018, to one aged 34. Plaintiff alleged that Boeing discriminated against him on the basis of age, in violation of the Missouri Human Rights Act (MHRA). Plaintiff brought two separate lawsuits, now consolidated, alleging age discrimination in relation to the 2018 opening and a claim for constructive discharge.  The district court granted summary judgment in favor of Boeing on both claims, holding that Plaintiff (1) failed to demonstrate a material dispute as to whether Boeing’s stated rationale for the hiring decision was a mere pretext for age discrimination and (2) failed to timely file a complaint with the Missouri Commission on Human Rights within six months of when his constructive-discharge claim accrued.   The Eighth Circuit affirmed. The court concluded that Plaintiff failed to rebut the non-age-based, legitimate reasons offered by Boeing for its choice to hire the other applicant instead of him. Further, Plaintiff alleged that his termination paperwork started the clock, not his email. The court explained that Plaintiff gave his employer a little more than five weeks’ notice. But his claim still accrued then—on the day he gave notice, not the day he filed the paperwork. Because May 28, 2020, falls 185 days after November 25, 2019, Plaintiff’s complaint was untimely and thus barred. View "Jeff Bonomo v. The Boeing Company" on Justia Law

The Supreme Court affirmed the decision of the district court upholding the ruling of the Montana Human Rights Commission dismissing Appellant's discrimination claim against the National Board of Medical Examiners (NBME), holding that the Commission correctly found that Appellant's complaint was not timely filed.Appellant, a medical student, filed a complaint against the NBME alleging that NMBE discriminated against her for having a mental disability when it denied her request for test-taking accommodations. The Human Rights Bureau dismissed the complaint on the basis that Appellant filed it outside of the 180-day statutory time limit. The Commission affirmed, and the district court dismissed Appellant's petition for review. The Supreme Court affirmed, holding that Appellant's complaint was not timely filed within 180 days of the date when the alleged discriminatory act occurred and Appellant discovered it. View "Zolnikov v. Nat'l Bd. of Medical Examiners" on Justia Law

Plaintiff suffers from a condition that causes her to faint from positional changes, particularly in hot weather. Plaintiff sometimes utilizes a wheelchair. She was doing so in September 2019 when she went to her local Office of Motor Vehicles (OMV) to have her address changed on her driver’s license. Because Plaintiff was in a wheelchair, OMV employees asked that Plaintiff have her doctor fill out the entirety of a short medical form regarding possible conditions related to her ability to drive. Plaintiff later sued the State of Louisiana, the Department of Public Safety and Corrections, the Office of Motor Vehicles, and Secretary James LeBlanc, in his official capacity as Secretary of the Department of Public Safety and Corrections. In her amended complaint, Plaintiff claimed that OMV violated the ADA and the Rehabilitation Act by (1) determining that she required additional screening before renewing her license solely because she was in a wheelchair and (2) failing to offer her reasonable accommodation. The district court dismissed Plaintiff’s claim at the summary judgment stage.   The Fifth Circuit affirmed. The court held that the scope of the ADA is broad, but it is not so broad as to encompass Plaintiff’s claims here, where she was asked to endure a minimal—at most—burden to ensure safety on the public roadways. The court, having found that the State’s request that Plaintiff has her physician fill out the medical form did not violate the ADA via disparate treatment or failure to accommodate, similarly found as a matter of law that the State did not act with “something more than deliberate indifference” toward Plaintiff’s disability. View "Clark v. State of LA, Dept of Pub Sfty" on Justia Law

On November 22, 2021—the day federal employees were required to be vaccinated—Appellant filed suit in District Court, challenging the mandate’s constitutionality. Characterizing Appellant’s suit as a “workplace dispute involving a covered federal employee,” the District Court found Appellant’s claims were precluded under the CSRA and dismissed the suit for lack of subject matter jurisdiction. On appeal, Appellant insisted that he challenges the vaccine mandate’s constitutionality, as opposed to contesting a workplace dispute under the CSRA. According to his complaint, however, he alleged that the vaccine mandate is unconstitutional—at least in part—because it requires that he obtain the vaccine to avoid adverse employment action.   The DC Circuit affirmed. The court explained that all attempts to characterize his argument as anything but a challenge to adverse employment action fail for jurisdictional purposes because Appellant himself admitted that his standing to challenge the vaccine mandate is rooted in the looming disciplinary action he now faces as a result of his continued noncompliance. In other words, Appellant challenges the vaccine mandate to maintain his employment while continuing to defy the mandate that he views as unlawful. And while his constitutional arguments are relevant to the merits, they do not change the fact that one of Appellant’s interests in this suit is to avoid the impending adverse employment action. Appellant’s claims are not wholly collateral because challenges to adverse employment actions are the type of claims that the MSPB regularly adjudicates. Thus, the court found that should Appellant choose to continue challenging the vaccine mandate, he must do so through the CSRA’s scheme. View "Jason Payne v. Joseph Biden, Jr." on Justia Law