Justia Civil Rights Opinion Summaries

Louisiana passed the Truth in Labeling of Food Products Act (the “Act”) to “protect consumers from misleading and false labeling of food products that are edible by humans.” The Act bars, among other things, the intentional “misbranding or misrepresenting of any food product as an agricultural product” through several different labeling practices. Turtle Island Foods, S.P.C. (d/b/a Tofurky), markets and sells its products in Louisiana. Tofurky believes it operates under a constant threat of enforcement. Tofurky sued Louisiana’s Commissioner of Agriculture and Forestry, seeking declaratory and injunctive relief. The parties filed cross-motions for summary judgment, and the district court sided with Tofurky. It held that Tofurky had standing to challenge the Act and that the statute was an unconstitutional restriction on Tofurky’s right to free speech. The State appealed.   The Fifth Circuit reversed. The court explained that nothing in the statute’s language requires the State to enforce its punitive provisions on a company that sells its products in a way that just so happens to confuse a consumer. The State’s construction limits the Act’s scope to representations by companies that actually intend consumers to be misled about whether a product is an “agricultural product” when it is not. This interpretation is not contradictory to the Act, and the court thus accepted it for the present purposes of evaluating Tofurky’s facial challenge. The district court erred in ignoring the State’s limiting construction and in implementing its own interpretation of the Act. View "Turtle Island Foods v. Strain" 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

Plaintiff sued Forensic Laboratory, Inc., KHS, the KISD Police Department, the KISD Board of Trustees (“KISD Board”), and a number of KHS, KISD, and KISD Police Department employees in their individual and official capacities. That suit was filed in the state district court in Fort Bend County, Texas. McClelland alleged (1) violations of 42 U.S.C. Section 1983; (2) violations of his procedural and substantive due process rights; and (3) various state law claims, including defamation, spoliation, and civil conspiracy. The district court granted Defendants motion to dismiss and denied several other pending motions.   The Fifth Circuit affirmed. The court explained that the district court correctly analyzed Plaintiff’s void-for-vagueness claim and did not err in dismissing it. It is well settled, in the educational context, that a plaintiff must allege a protected property interest. Plaintiff’s second amended complaint is devoid of any such allegations. And, even if he had alleged lack of participation on the football team or team captainship in connection with vagueness, he still would not prevail. Further, the court wrote that the district court did not err in dismissing Plaintiff’s substantive and procedural due process claims because Plaintiff did not allege the deprivation of his property or liberty interests. View "McClelland v. Katy Indep Sch Dist" on Justia Law

Plaintiff is a Houston lawyer who has appeared before Judge Newman, a former probate judge in Harris County. It is undisputed that Judge Newman used his private Facebook account to support his campaign for reelection as well as share news about his personal and family life with the public. Plaintiff commented on three of Judge Newman’s posts that related to his campaign for reelection. The comments accused Judge Newman of having “court cronies” and doing “favors for them at the expense of other litigants.” He also commented that he would not vote for Judge Newman and accused him of favoritism. Judge Newman deleted the comments and blocked Plaintiff’s account. Plaintiff sued Judge Newman under 42 U.S.C. Section 1983, alleging that he violated his First Amendment rights. The district court denied his motion to amend his complaint and granted Judge Newman’s motion to dismiss under Rule 12(b)(6), holding that he failed to plead facts sufficient to show that Judge Newman acted under the color of state law as required by Section 1983.   The Fifth Circuit affirmed. The court held that because Judge Newman was not acting under the color of state law when he blocked Plaintiff and deleted his comments, the court held that Plaintiff has not met his burden under Section 1983. The court further held that the way in which Plaintiff sought to amend the complaint would not overcome its deficiencies. View "Kallinen v. Newman" 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

A trusted prison inmate was working unsupervised in a hog barn when the ceiling collapsed, striking him in the head. He told the prison agricultural specialist that he needed medical attention. But the specialist thought the inmate looked no worse for wear and ordered him back to work. A short while later, the inmate asked another prison staffer for medical attention. The staffer radioed a supervisor. Based on the staffer’s report, the supervisor, too, thought nothing serious had happened and did not immediately grant the inmate’s request. The inmate’s condition later worsened. He was sent to the hospital and diagnosed with a traumatic brain injury. Plaintiff sued under 42 U.S.C. Section 1983, alleging that prison staff violated his Eighth and Fourteenth Amendment rights by acting with deliberate indifference towards him. Under the Texas Tort Claims Act, Plaintiff alleged premises-liability claims. The district court granted summary judgment to Defendants based on qualified immunity.   The Fifth Circuit affirmed. The court explained that Plaintiff failed to raise a factual dispute over whether the prison officials acted with deliberate indifference. But even if he had, he’d still need to show that his rights were “clearly established at the time of the violation.” The court explained that involves showing that “the violative nature of particular conduct is clearly established.” It just isn’t enough to identify a right as “a broad general proposition.” The district court did not address qualified immunity’s second step. Further, the court agreed with Defendants that even assuming a violation, the law was not clearly established under this standard. View "Rogers v. Jarrett" on Justia Law

In May 2017, La’Shadion Shemwell was elected to the McKinney City Council. Shemwell’s term was cut short when the voters recalled him in November 2020. Shemwell claimed that the McKinney recall election procedures violate the Fourteenth and Fifteenth Amendments, 42 U.S.C. Section 1983, and Section 2 of the Voting Rights Act.  Six months after dismissing his first lawsuit and two months before his recall election, Shemwell filed this suit on September 13, 2020. He asserted the same claims, this time with an additional Plaintiff— a Latina District 1 voter. The district court held the case moot, declined to apply the “capable of repetition, yet evading review” exception, and granted the City’s motion to dismiss. The sole issue on appeal is whether the November 2020 recall election mooted Plaintiffs’ claim for prospective declaratory relief.   The Fifth Circuit found that the November 2020 election mooted this case and held that Plaintiffs’ failed to satisfy the “capable of repetition, yet evading review” mootness exception. The court explained that Shemwell—in his official capacity—failed to claim or prove that he was likely to run again for District 1, win, and face the allegedly unlawful recall provisions. And Plaintiffs’—in their capacity as voters—failed to claim or prove that there was more than an “abstract or hypothetical” possibility that they would ever vote in another recall election of a District 1 Council Member. Thus, any judgment issued after the recall election would have been an impermissible advisory opinion. Further, Plaintiffs repeatedly abandoned their claims for injunctive relief—and never pursued expedited relief. View "Shemwell v. McKinney, Texas" 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

President Biden issued Executive Order 14043, which generally required all federal employees to be vaccinated. Employees who didn’t comply would face termination. He also issued Executive Order 14042, imposing the same requirements and punishments for federal contractors. Plaintiffs, Feds for Medical Freedom, raised several constitutional and statutory claims. First, they asserted constitutional objections. They claimed both mandates were arbitrary, capricious, and otherwise not in accordance with law under the Administrative Procedure Act (“APA”). And the contractor mandate violated the APA because it was not in accordance with law. Finally, they sought relief under the Declaratory Judgment Act (“DJA”). Plaintiffs sought preliminary injunctions against both mandates. The district court declined to enjoin the contractor mandate because it was already the subject of a nationwide injunction. But it enjoined the employee mandate on January 21, 2022. On an expedited appeal, the Fifth Circuit majority held that the Civil Service Reform Act of 1978 (“CSRA”) precluded the district court’s jurisdiction. The Government timely appealed that injunction. The Government’s contention is that the CSRA implicitly repeals Section1331 jurisdiction over Plaintiffs’ claims.   The Fifth Circuit affirmed the district court’s decision and held that it has jurisdiction over pre-enforcement challenges to President Biden’s vaccine mandate for federal employees. The court explained that the text and structure of the CSRA create a decades-old, well-established, bright-line rule: Federal employees must bring challenges to CSRA-covered personnel actions through the CSRA, but they remain free to bring other, non-CSRA challenges under the district courts’ general Section 1331 jurisdiction. View "Feds for Medical Freedom v. Biden" on Justia Law

Plaintiff brought claims of age discrimination and retaliation against her former employer, the United States Postal Service (“USPS”). The district court granted summary judgment to USPS on all of Plaintiff’s claims. Plaintiff appealed.   The Fifth Circuit affirmed in part and reversed in part. The court reversed summary judgment on Plaintiff’s age discrimination and retaliation claims arising out of her February 26, 2019 termination from USPS Central Station, as well as her retaliation claim arising out of the May 2019 recission of her job offer at the Metairie USPS station. The court affirmed dismissal of all other claims.   The court concluded, in assessing Plaintiff’s age-discrimination claim, that Plaintiff’s evidence creates a fact issue as to whether USPS’s proffered reason for her termination is pretextual. Specifically, Plaintiff has submitted evidence that her supervisors set her up for failure by obstructing her efforts to succeed at her job, including by hiding her mail, making her clock into street time when she was, in fact, in the office, and denying her the tools necessary for her deliveries. Moreover, Plaintiff has submitted evidence that USPS did not document the performance deficiencies it relies on as the basis for Plaintiff’s termination. And again, the circumstances of the station manager’s “hiring” of Plaintiff render inappropriate the “same actor” inference. A reasonable jury could find, based on this evidence, that USPS’s reason for terminating Plaintiff was pretext for retaliation based on her EEO activity directed against the USPS. View "Allen v. USPS" on Justia Law