Justia Civil Rights Opinion Summaries

Former inmate Plaintiff-Appellee Tracy Keith filed a civil rights complaint pursuant to 42 U.S.C. 1983, alleging violations of her rights under the Eighth Amendment. Plaintiff was an inmate at the Topeka Correctional Facility between November 2006 and May 2010. While there, she participated in a vocational training program. Her instructor, Ananstacio Gallardo, engaged in unlawful sexual acts with her in 2007, and she became pregnant as a result. The Topeka Police Department then conducted an investigation which ultimately led to Mr. Gallardo pleading guilty to a charge of unlawful sexual relations and two charges of trafficking contraband. In 2011, Plaintiff filed a civil rights complaint alleging that prison employees violated her constitutional rights. Specifically, she alleged that Defendants created and allowed a policy or culture of sexual misconduct at the prison which placed her at substantial risk of harm, failed to take reasonable measures to abate the culture of sexual misconduct, and were deliberately indifferent to this substantial risk of harm. The district court granted qualified immunity to all remaining Defendants except Richard Koerner, the former warden, and Mr. Gallardo and entered a default judgment against Mr. Gallardo. Mr. Koerner appealed the district court's denial of his motion for qualified immunity. Upon review of the matter, the Tenth Circuit affirmed the denial of qualified immunity. View "Keith v. Koerner, et al" on Justia Law

Petitioner Laura Conroy filed this Title VII lawsuit against her employer, the United States Forest Service, after it (among other things) filled an open position with a male employee, instead of her. The district court excluded the testimony of Petitioner's two experts and granted summary judgment to the Forest Service. Petitioner did not have a college degree. She applied for the INFRA Program Manager position in the administrative series. She was found to be qualified, and her name, along with that of one other qualified applicant, was passed on to Larry Larson, the head of the group where the new position would be located. Mr. Larson, however, decided to readvertise the position. He would later explain that his reason for doing so was to broaden the pool of applicants. A revised announcement was issued modifying the job requirement noted above, replacing the words "[c]omprehensive knowledge and skills in" with simply "[k]nowledge of." The new advertisement drew interest from a greater number of applicants, and four were certified as sufficiently qualified for the position. Petitioner was certified under the administrative announcement, and three others were certified under the professional announcement. Among the latter three candidates was Daniel Hager, who had not applied when the position was originally advertised. Petitioner filed a grievance when she did not receive the position. Mr. Hager left the INFRA Program Manager position, and the position was readvertised. The position was advertised solely in the professional series. Although Petitioner applied again, she was deemed not qualified, and management ultimately selected Andrea Gehrke. Petitioner filed a second formal grievance, alleging that the decision to advertise the position solely in the professional series was made in order to retaliate against her for filing the first grievance. After exhausting administrative remedies, Petitioner filed suit in federal district court pursuant to Title VII of the Civil Rights Act. She asserted various individual and class claims arising out of the agency's hiring decisions. The district court ultimately ruled in the agency's favor. Upon review, finding no abuse of the district court's discretion, the Tenth Circuit affirmed dismissal of Petitioner's claims. View "Conroy v. Vilsack" on Justia Law

Plaintiff Allstate Sweeping, LLC (Allstate) is owned and operated by two white women: Martha Krueger and Barbara Hollis. In January 2006 it began performing pressure-washing services at Denver International Airport (DIA) under a contract with the City and County of Denver (Denver). Although the contract term was through July 2008, it was terminated by Denver July, 2007. Defendant Calvin Black, a contract-compliance technician at DIA, was assigned to monitor Allstate’s contract. Black is an African-American male. Allstate claimed that it was subjected to gender- and race-based discrimination and to retaliation for its complaints of discrimination. It filed suit in the federal district court in Colorado against Denver and four DIA employees, including Black, claiming violations of 42 U.S.C. 1981, 42 U.S.C. 2000d (Title VI), and the Equal Protection Clause of the Fourteenth Amendment. The district court granted summary judgment to all defendants except Black, holding that there were genuine issues of fact regarding whether Black was motivated by racial and gender bias and whether Black created a hostile work environment in such a way as to make plaintiff’s contract "unprofitable and its owners miserable." It did not address Allstate’s retaliation claim. Black appealed the denial of his motion for summary judgment, contending that he was entitled to qualified immunity and that the Tenth Circuit had jurisdiction to review the denial under the collateral-order doctrine. Upon review, the Tenth Circuit held that it lacked jurisdiction to review the district court’s determinations because such sufficiency determinations are not reviewable under the collateral order doctrine. The Court did, however, have jurisdiction to review the legal sufficiency of the claim that Black made Allstate’s owners "miserable" and to review the sufficiency of the evidence of the retaliation claim (which the district court did not consider). The Court reversed the denial of summary judgment on those claims. View "Allstate Sweeping, LLC v. Black" on Justia Law

Petitioner Charlene Burnett filed this action against James H. Woodall, Mortgage Electronic Registration Systems, Inc., and fifty unnamed individuals. The complaint asserted violations of the Fair Debt Collection Practices Act (FDCPA), the Utah Consumer Sales Practices Act (USCPA), and other related claims arising out of the foreclosure of her home. The district court dismissed Petitioner's complaint under Fed. R. Civ. P. 12(b)(6), and she appealed that decision. The Tenth Circuit affirmed the district court: "We will not review an issue in the absence of reasoned arguments advanced by the appellant as to the grounds for its appeal." View "Burnett v. Mortgage Electronic, et al" on Justia Law

Pro se Appellant Bennie Walters brought employment discrimination claims against his former employer, Wal-Mart Stores, Inc. The parties reached an apparent settlement during a settlement conference, but Appellant later refused to sign the written agreement. The district court granted Wal-Mart's motion to enforce the agreement and denied Appellant's motion for reconsideration. Appellant appealed both rulings. After review of the matter, the Tenth Circuit affirmed: "[w]hile we liberally construe Walters' pro se filings, we will not 'assume the role of advocate' and make his arguments for him." View "Walters v. Wal-Mart Stores, Inc, et al" on Justia Law

Defendant-Appellee Elizabeth E. was a student in the Jefferson County, Colorado school system with substantial behavioral and emotional issues for which she required special education under the Individuals with Disabilities in Education Act ("IDEA"). In November 2008, Elizabeth's parents, Roxanne B. and David E. enrolled her at Innercept, LLC, a residential treatment center in Idaho, and sought reimbursement from Plaintiff-Appellant Jefferson County School District R-1 (the "District"). An Impartial Hearing Officer (IHO) concluded Parents were entitled to reimbursement for the placement under the Act. That decision was affirmed by a state Administrative Law Judge (ALJ), whose decision was, in turn, affirmed by the Colorado federal district court. The District appealed, arguing Innercept was not a reimbursable placement under the IDEA and that Parents' conduct precluded reimbursement. Finding that Innercept was indeed a reimbursable placement, the Tenth Circuit affirmed the district court's order. View "Jefferson County School v. Elizabeth E." on Justia Law

Plaintiff Willie Barlow, Jr., appealed the district court’s grant of summary judgment in favor of his former employer, C.R. England, Inc., on his claims for race discrimination, wrongful discharge in violation of Colorado public policy, and failure to pay overtime in violation of the Fair Labor Standards Act (FLSA). England employed Plaintiff as a security guard and also paid him to perform janitorial work through a company Plaintiff formed. Plaintiff began receiving workers’ compensation benefits after he sustained an injury at work in June 2007. In November, England terminated its janitorial services contract with Plaintiff's company. A few months later, England fired Plaintiff from his security guard position after he failed to notice and report a theft of several trailer doors from England’s premises. The district court concluded that: (1) there was no evidence England fired Plaintiff for race-based reasons, or in retaliation for his workers’ compensation claim; (2) Plaintiff performed his janitorial work as an independent contractor, not an employee, and thus could not assert a claim for wrongful discharge from that position; and (3) Plaintiff's status as an independent contractor precluded an FLSA claim for overtime. Upon review, the Tenth Circuit affirmed with regard to Plaintiff's claims for discrimination and violation of the FLSA. The Court reversed, however, Plaintiff's state-law claim for wrongful discharge. View "Barlow, Jr. v. C.R. England Inc." on Justia Law

At issue in this interlocutory appeal was the scope of the special relationship doctrine and whether it would apply to the facts alleged to expose two human services employees to potential individual liability for the death of a seven-year-old child in foster care. After their son Chandler died while in the care of Jon Phillips and Sarah Berry, Chandler's biological parents, Christina Grafner and Joshua Norris, and Melissa R. Schwartz, personal representative and administrator of Chandler’s estate, filed suit against two county human services departments and two employees alleging, among other things, a 42 U.S.C. 1983 claim for violation of Chandler's substantive due process rights. The two employees, Defendants-Appellants Margaret Booker and Mary Peagler, appealed denial of their Rule 12(b)(6) motion to dismiss on the basis of qualified immunity. Upon review, the Tenth Circuit concluded that the district court correctly determined that plaintiffs sufficiently pled facts, when taken as true, showed Booker and Peagler plausibly violated Chandler's substantive due process right to be reasonably safe while in foster care, which right was clearly established at the time. Accordingly, the Court affirmed the district court. View "Schwartz, et al v. Booker, et al" on Justia Law

Appellant Sturgeon Stewart appealed a district court's judgment in favor of defendants on his claims under the First Amendment's Free Exercise Clause and the Religious Land Use and Institutionalized Persons Act of 2000. Appellant was an inmate in the custody of the Kansas Department of Corrections (KDOC) and confined at the El Dorado Correctional Facility (El Dorado). In accordance with his Rastafarian religious beliefs, he does not cut or comb his hair, which he keeps in dreadlocks. In December 2006, Stewart learned that his mother had been diagnosed with cancer. To be closer to her, Stewart requested a voluntary transfer to the Lansing Correctional Facility (Lansing). His request was granted. On the day of the transfer, one of the defendants, Officer Agnes Beach, refused to allow Stewart to board the transport vehicle because he could not comb out his dreadlocks, as was required by the KDOC policy then in effect. Beach consulted with her supervisor who gave Appellant a choice: either cut his hair or forego the transfer. Appellant told defendants of his religious beliefs; in lieu of cutting his hair, Appellant offered that the officers pat down his hair and use a metal detector to search for contraband. Wilson cancelled the transfer and sent Appellant to administrative segregation. Appellant filed multiple unsuccessful grievances. Appellant eventually cut his hair and was transferred to Lansing the next day. In 2008, acting pro se, Appellant filed this action asserting that defendants essentially forced him to choose between adhering to his religious beliefs and transferring closer to his ailing mother, and that this violated his rights under the Free Exercise Clause and RLUIPA. Claims against defendants were dismissed. Upon review of the applicable legal authority implied by this case, the Tenth Circuit largely agreed with the district court's decision and affirmed. View "Stewart v. Beach" on Justia Law

Plaintiffs-Appellants, eight operators and a supervisor at the City of Albuquerque's 311 Citizen Contact Center (CCC), appealed the grant of summary judgment in favor of Defendants-Appellees City of Albuquerque, Ed Adams, and Esther Tenenbaum, on claims arising from their termination. The City's Merit System governed Plaintiffs' employment; section 3-1-6 of the Merit System Ordinance (MSO) divides employees into classified and unclassified service, and defines unclassified employees as "employees at will." When the City created the 311 CCC, it designated all positions as unclassified. Upon joining the 311 CCC, each Plaintiff signed a form that listed their Employment or Position Status as "Unclassified." Between 2005 and 2009, Plaintiffs were terminated from the 311 CCC. Some Plaintiffs were subject to Progressive Disciplinary Action, while others faced Immediate Termination. In April 2009, Plaintiffs filed suit in New Mexico state court for (1) breach of employment contract, (2) denial of due process and equal protection, (3) wrongful termination, (4) violation of the Family Medical Leave Act (FMLA), and (5) violation of the Fair Labor Standards Act (FLSA). In a lengthy opinion, the district court found that summary judgment was appropriate because Plaintiffs, as unclassified employees, were employed at will, and (1) had no protected property interest in continued employment; (2) had not raised a genuine issue of material fact whether they had an implied employment contract; and (3) had not raised a genuine issue of material fact whether they were terminated in violation of a clear mandate of public policy. With respect to the FMLA claim, the court found that whether treated as a claim for retaliation or interference, Plaintiffs had failed to raise a genuine issue of material fact that the City's reason for termination was pretextual or that the City had interfered with Plaintiffs' right to FMLA leave. On appeal, Plaintiffs argued that the district court's grant of summary judgment was improper because the court weighed the evidence and failed to construe the facts in Plaintiffs' favor when determining that they were at will employees and thus rightly terminated. Upon review, the Tenth Circuit concluded that Plaintiffs' arguments lacked merit and affirmed the district court decision. View "Gonzales v. City of Albuquerque" on Justia Law