Justia Civil Rights Opinion Summaries

Plaintiff sued Nueces County and Wellpath for “County/Municipal Liability” under Section 1983. Specifically, he alleged that the county was liable because it “sanctioned the custom, practice, and/or policy or procedure of failing to protect and/or ignoring the serious medical needs of those entrusted to [its] care.” The original claim was not specific about how Wellpath was supposedly liable. The county and Wellpath moved to dismiss. The district court granted both motions but permitted Martinez to file a “Motion for Leave to Amend his Complaint.” Plaintiff appealed the dismissal of his claim against Nueces County and the denial of leave to amend as to Wellpath.   The Fifth Circuit affirmed. The court held that because Plaintiff had not properly alleged a custom or policy that was the moving force of his injuries, the district court was correct to dismiss his claims against Nueces County. Further, the court found that from the face of Plaintiff’s pleadings, there is no reason to conclude that Wellpath, at an organization-wide level, had a policy of deliberate indifference that was the moving force of Plaintiff’s alleged constitutional violation at the Nueces County Jail. This is doubly so because of Plaintiff’s failure to allege, with sufficient detail, what happened to him at the jail. View "Martinez v. Nueces County" on Justia Law

Plaintiff sued the Austin Independent School District (“AISD”) on behalf of her minor son, A.H., alleging that AISD violated Section 504 of the Rehabilitation Act of 1973, the Americans with Disabilities Act (“ADA”), and 42 U.S.C. Section 1983by employing an individual assigned to help A.H. accommodate his disabilities, but who instead verbally harassed him and threw a trash can at him, hitting him and causing injury. After the incident, the parties settled all of A.H.’s Individuals with Disabilities Education Act (“IDEA”) claims outside of court but agreed that Plaintiff still had the right to file a separate action containing A.H.’s claims arising under Section 504, the ADA, and Section 1983. Heston then brought these claims in a suit filed in 2018. The district court dismissed the suit without prejudice for Plaintiff’s failure to exhaust the Individuals with Disabilities Education Act’s (“IDEA”) administrative remedies.   The Fifth Circuit vacated the district court’s judgment and remanded it to the district court for further consideration in light of Luna Perez v. Sturgis Pub. Schs., 143 S. Ct. 859 (2023). Since Plaintiff appealed and the Parties’ briefed the case, the Supreme Court decided Luna Perez, concluding that the IDEA does not require administrative exhaustion “where a plaintiff brings a suit under another federal law for compensatory damages.” This constitutes a “modification in controlling legal principles . . . rendering a previous determination inconsistent with the prevailing doctrine.” View "Heston v. Austin Indep" on Justia Law

Plaintiff brought a Fair Labor Standards Act (“FLSA”) suit against Rehab Synergies alleging violations of the federal overtime law. The district court, over Rehab Synergies’ objection, allowed the case to proceed as a collective action and a jury found Rehab Synergies liable. On appeal, Rehab Synergies contends that the district court abused its discretion by allowing the case to proceed as a collective action.   The Fifth Circuit affirmed. The court concluded that the district court applied the correct legal standards and that its factual findings were not clearly erroneous. The court explained that Plaintiffs’ adverse-inference argument does not suggest a “disparity” as a result of the case proceeding as a collective action; rather, the record shows that any “disparity” had other causes. Because the Plaintiffs were similarly situated, it would have been inconsistent with the FLSA to require 22 separate trials absent countervailing due process concerns that are simply not present here. View "Loy v. Rehab Synergies" on Justia Law

This litigation challenges the bail practices of one Louisiana parish. The claim is that money bail is required for pretrial detainees without consideration of alternatives, violating the rights of indigents to substantive due process and equal protection. The district court denied all relief.   The Fifth Circuit held that abstention is mandated and remanded in order that the district court may dismiss the suit. The court explained that Texas courts are neither unable nor unwilling to reconsider bail determinations under the proper circumstances, thus providing state court detainees the chance to raise federal claims without the need to come to federal court. Here, Plaintiffs have failed to show that Louisiana is unable or unwilling to reconsider bail determinations. How quickly those can be reconsidered is irrelevant because “arguments about delay and timeliness pertain not to the adequacy of a state proceeding, but rather to ‘conventional claims of bad faith.’” View "Little v. Doguet" on Justia Law

Two Texas employers: Braidwood Management, Inc. (“Braidwood”) and Bear Creek Bible Church (“Bear Creek”), filed suit, as per their closely held religious beliefs, asserting that Title VII, as interpreted in the EEOC’s guidance and Bostock, prevents them from operating their places of employment in a way compatible with their Christian beliefs. Plaintiffs have implicitly asserted that they will not alter or discontinue their employment practices. all parties admitted in district court that numerous policies promulgated by plaintiffs (such as those about dress codes and segregating bathroom usage by solely biological sex) already clearly violate EEOC guidance. Both plaintiffs also contend that they are focused on individuals’ behavior, not their asserted identity.   The Fifth Circuit affirmed the district court’s conclusion that plaintiffs’ claims are justiciable; reversed the class certifications; affirmed the judgment against Bear Creek; affirmed the ruling that Braidwood is statutorily entitled to a Title VII exemption; vacated the judgment that Braidwood is constitutionally entitled to a Title VII exemption; and vacated the judgment regarding the scope-of-Title-VII claims as a matter of law. The court reasoned that under the facts presented, it cannot determine a more appropriate, limited class definition for any of the classes presented here. Accordingly, the court held that both Braidwood and Bear Creek have standing and bring individual claims. Further, the court explained that the EEOC failed to show a compelling interest in denying Braidwood, individually, an exemption. The agency does not even attempt to argue the point outside of gesturing to a generalized interest in prohibiting all forms of sex discrimination in every potential case. View "Braidwood Management v. EEOC" on Justia Law

Plaintiff, a Baton Rouge police officer, sued Defendant, the organizer of a protest after Plaintiff was seriously injured by a protestor at a protest Defendant arranged. After a lengthy procedural history, the case came back to the Fifth Circuit after the Supreme Court of Louisiana affirmed that state law recognizes a negligence cause of action in the circumstances alleged in Plaintiff's complaint.In turn, the Fifth Circuit reversed the district court's order dismissing Plaintiff's negligence claim. Additionally, due to these developments, the district court also erred in failing to grant Plaintiff leave to amend his complaint. Otherwise, the Fifth Circuit affirmed the district court's dismissal of Plaintiff's other claims. View "Doe v. Mckesson, et al" on Justia Law

Plaintiff, a convicted sexually violent predator, was held in the Lubbock County Detention Center as a pre-trial detainee for approximately one month from December 2017 to January 2018. Soon after his arrival, he was placed in administrative segregation away from the facility’s general population, where he was held for most of the remainder of his time there. He subsequently brought suit under 42 U.S.C. Section 1983 against Lubbock County and several law enforcement officials, asserting a series of claims regarding his alleged mistreatment there. The district court entered an order dismissing the claims against the county and all but one of the officials, which he now appeals in the first of the consolidated cases. Plaintiff challenged the process by which he was placed and remained in administrative segregation. After the district court subsequently dismissed the remaining named official, Plaintiff moved to reconsider that dismissal and the dismissal of several of his other claims. The district court rejected both motions for lack of new evidence, which Plaintiff appealed in the second of the consolidated cases. The Fifth Circuit affirmed, finding no reversible errors. View "Welsh v. Lubbock County" on Justia Law

Plaintiff sued her employer Houston Independent School District (“HISD”), for retaliation and age discrimination. The district court dismissed Plaintiff’s complaint for failing to state a claim. Her amended complaint was also dismissed. Plaintiff appealed.   The Fifth Circuit affirmed. To begin, the court explained that by applying amended Rule 3(c), it concludes that it has jurisdiction to review the final judgment. Under the new rule, a notice of appeal “encompasses the final judgment” if it designates “an order described in Rule 4(a)(4)(A).” Further, the court found that the district court applied the correct standard when assessing whether Plaintiff adequately pled sufficient facts to establish all the elements of her claims. Moreover, Plaintiff’s amended complaint brings three categories of claims. The first is a retaliation claim pursuant to Title VII, the Age Discrimination in Employment Act (“ADEA”), and Section 21.055 of the Texas Labor Code. To state a retaliation claim, a plaintiff must show: “(1) she was engaged in a protected activity; (2) she was subjected to an adverse employment action; and (3) there was a causal connection between the protected activity and adverse employment action.” Here, the court found that Plaintiff’s complaint is hard to understand, and parts of it fail even to establish the adverse action prong. For example, the complaint offers no specifics about the “forms of retaliation, harassment, taunting, and badgering” to which Plaintiff was allegedly subjected. It also provides little to nothing about what the positions actually were and what the ages and qualifications were of those who were given promotions. View "Norsworthy v. Houston Indep Sch Dist" on Justia Law

The City of Balch Springs Police Department hired an officer who a jury later convicted of murdering a teenage boy while on duty. Plaintiff (the boy’s father) sued the City under 42 U.S.C. Section 1983. The district court granted the City’s motion for summary judgment, reasoning that the department’s use-of-force policy was constitutional and also that Plaintiff’s training, supervisory, and disciplinary theories of liability lacked factual support.   The Fifth Circuit affirmed the district court’s ultimate judgment. Plaintiff argued that the City’s policy is facially unconstitutional because it contains “no immediacy requirement necessary to justify an officer’s use of deadly force” and because it calls “for an officer to use the officer’s own subjective beliefs in determining whether deadly force was justified.” The court explained that a local government’s official, written policy is itself unconstitutional only if it affirmatively allows or compels unconstitutional conduct. The City’s policy passes muster under that standard. It does not affirmatively allow officers to use deadly force absent an immediate threat, and it does not affirmatively allow officers to rely on subjective factors when evaluating whether to use deadly force. Likewise, the prior constitutional violations that Plaintiff relies on are too dissimilar and generalized to establish a pattern. For that reason, Plaintiff cannot show that the City’s training, supervisory, and disciplinary failures (if any) arose from deliberate indifference. In turn, he cannot satisfy Monell’s third element. View "Edwards v. Balch Springs, Texas" on Justia Law

Plaintiff filed this pro se action in federal district court alleging, as relevant here, that the Dallas Independent School District (DISD) violated her children’s rights under the Genetic Information Nondiscrimination Act (GINA), 42 U.S.C. Section 2000ff, et seq. The district court dismissed the GINA claims because Plaintiff lacked Article III standing to bring those claims on her own behalf and because Plaintiff—who is not a licensed attorney—could not proceed pro se on behalf of her children. On appeal, Plaintiff contends that the district court erred in holding that she cannot represent her children in federal court.   The Fifth Circuit vacated the district court’s dismissal of the GINA claims and remanded. The court held that an absolute bar on pro se parent representation is inconsistent with Section 1654, which allows a pro se parent to proceed on behalf of her child in federal court when the child’s case is the parent’s “own.” 28 U.S.C. Section 1654. The court explained this condition would be met if federal or state law designated Plaintiff’s children’s cases as belonging to her. The court remanded because the district court did not have the opportunity to consider whether Plaintiff’s children’s claims under the GINA belong to Plaintiff within the meaning of Section 1654. View "Raskin v. Dallas Indep Sch Dist" on Justia Law