Justia Legal Ethics Opinion Summaries

The controversy, in this case, is rooted in the propriety of a lawyer charging a wage earner a contingent attorney’s fee for prosecuting the wage earner’s Fair Labor Standards Act (“FLSA”) claims in a U.S. District Court. The wage earner paid the contingent fee and then sued his lawyer in Alabama state court to recover part of the fee. That court stayed the action so the wage earner and his lawyer could present the attorney’s fee controversy to the District Court that had presided over the FLSA case. The district court found the contingent fee excessive, ordered the lawyer to return the attorney’s fee, and dismissed the proceeding as moot.   The Eleventh Circuit dismissed the appeal and instructed the district court to vacate its order and deny the attorney’s and Plaintiff’s motions for lack of subject matter jurisdiction. The court explained that had Plaintiff’s Rule 60 motion sought actual Rule 60 relief, the district court would have had jurisdiction to entertain it because the district court had jurisdiction over the underlying FLSA and employment discrimination controversy. But Plaintiff did not ask for—and the District Court did not grant—the type of relief authorized by Rule 60. Doing anything more than reopening the matter that had previously been dismissed, which is all Rule 60 allows, required an independent jurisdictional basis. The district court did not have such an independent jurisdictional basis when it litigated the state court breach of contract action as if it had been brought under 28 U.S.C. Section 1332. View "Carlos Padilla v. Redmont Properties LLC, et al" on Justia Law

Two drivers sued Bailey Trucking for violations of the Fair Labor Standards Act (FLSA), 29 U.S.C. 216(b), and Indiana wage laws by failing to pay drivers for time spent working before and after hauling jobs. The employees’ first attempt at class/collective certification was unsuccessful; the court concluded that class counsel Weldy’s disciplinary record precluded him from representing the class. On reconsideration, the court conditionally certified an FLSA collective and certified a Rule 23 class. Almost four years later, the court decertified the class and collective; finding the number of plaintiffs too small for collective resolution to provide any efficiency above simple joinder. The employees amended their complaint to add nine plaintiffs. The court granted the employees partial summary judgment. The parties negotiated settlements.The court approved a settlement that reflected a full recovery of claimed damages for the two-year period preceding the suit, plus a partial recovery for the third year of damages that would have been available if the employees proved a willful FLSA violation, concluding that an immediate partial recovery outweighed the time and risk of trial. The employees sought an award of more than $200,000 in attorney’s fees under FLSA. The court awarded $70,000. The Seventh Circuit affirmed. The district court did not abuse its discretion when it lowered the fee award after concluding that Weldy overbilled his hours and the employees obtained only partial success. View "Koch v. Jerry W. Bailey Trucking, Inc." on Justia Law

Plaintiff a female employee of Wakulla County (“the County”), worked for the County’s building department. Plaintiff filed a lawsuit in federal district court for, among other claims, the County’s violation of Title VII of the Civil Rights Act of 1964. In the present case, Plaintiff filed a five-count complaint against the defense attorneys for the County. The defense attorneys and their law firms filed several motions to dismiss under Federal Rule of Civil Procedure 12(b)(6). The district court dismissed the complaint, explaining that Plaintiff’s alleged facts did not demonstrate that the defense attorneys for the County had engaged in a conspiracy that met the elements of 42 U.S.C. Section 1985(2).   Plaintiff’s complaint suggested that the defense attorneys filed the complaint for the “sole benefit of their client rather than for their own personal benefit.” Alternatively, Plaintiff points to the fact that the County defense attorneys had been aware of Plaintiff’s recordings for many months and only reported her recordings to law enforcement when they learned that Plaintiff “insist[ed] on her right to testify in federal court about the recordings and present them as evidence” in the sexual harassment case.   The Eleventh Circuit affirmed. The court explained that per Farese, it is Plaintiff’s burden to allege facts that establish that the County defense attorneys were acting outside the scope of their representation when they told law enforcement about Plaintiff’s recordings. Here, Plaintiff but in no way suggests that the defense attorneys were acting outside the scope of their representation, thus her Section 1985(2) claims were properly dismissed. View "Tracey M. Chance v. Ariel Cook, et al" on Justia Law

In 2014, Cooperative, a Wisconsin-based governmental entity that services 35 public-school districts, hired Simon as an Alternative Program Lead Teacher at REACH Academy. Simon taught, managed paraprofessionals, developed integrated education plans, and communicated with parents, school districts, social workers, and law enforcement officials. In 2016, a student kicked a door into Simon’s head, which caused a concussion. Simon took Family and Medical Leave Act (FMLA) leave and was cleared to return to full-time work with no restrictions weeks later. Cooperative did not allow Simon to return to her previous position, having determined that doing so would present an “unreasonable risk.” Cooperative placed her in a support position with duties resembling those of a paraprofessional and requiring her to split her time between schools. Although Simon received the same salary and benefits in her new role, it involved significantly less responsibility, independence, and discretion.The district court found that Cooperative had violated the FMLA by not returning Simon to an equivalent position following her leave and that only declaratory—rather than injunctive—relief was appropriate based on Cooperative’s hiring trends, the unavailability of Simon’s previous role, and Simon’s new job elsewhere, and awarded Simon attorney’s fees of $59,773.62. The Seventh Circuit affirmed. The FMLA’s use of the term “equitable relief” encompasses declaratory relief. Simon suffered prejudice from Cooperative’s failure to return her to an equivalent position. The district court did not err in finding that attorney’s fees were available under the circumstances. View "Simon v. Cooperative Educational Service Agency #5" on Justia Law

The issue this case presented for the Delaware Supreme Court's review centered on whether the First Amendment barred claims for defamation and tortious interference with contract against a defendant who, in an email to a law firm, described as “shockingly racist” a lawsuit filed by one of the firm’s partners in his personal capacity. The suit aimed to preserve a nearby high school’s “Indian” mascot. The partner, who claimed to have lost his position with the law firm because of the email, sued his detractor, contending that the characterization of his lawsuit was demonstrably false and pled four causes of action, including defamation and tortious interference with contract. The partner’s detractor, in response, contended her statements about the partner were opinions protected by the First Amendment’s Free Speech Clause. The Superior Court agreed with the detractor and dismissed the partner’s tort action. The Supreme Court agreed with the trial court: the statements at issue did not on their face contain demonstrably false statements of fact, nor did they imply defamatory and provably false facts. "As statements concerning an issue of public concern, moreover, they are entitled to heightened First Amendment protection and cannot form the predicate of the plaintiff’s tort claims." View "Cousins v. Goodier" on Justia Law

Pennsylvania’s Public Employee Pension Forfeiture Act (“Act 140”) mandated the forfeiture of the pension of a public official or public employee when he or she was convicted of certain Pennsylvania crimes related to public office or public employment, or was convicted of federal offenses that were “substantially the same” as the forfeit-triggering state crimes. The Pennsylvania Supreme Court granted discretionary review to consider whether a federal conviction for false statements to a federal agent, 18 U.S.C. § 1001 was “substantially the same” as the Pennsylvania crime of false reports to law enforcement authorities, 18 Pa.C.S. § 4906, for purposes of Act 140. The Supreme Court concluded that the two offenses were not “substantially the same,” and, thus, the Commonwealth Court erred in affirming the forfeiture of the pension of Appellant, former Municipal Court of Philadelphia County Judge Joseph O’Neill. View "O'Neill v. SERS" on Justia Law

Vines sued under the Fair Employment and Housing Act, Gov. Code, 12900, alleging he was a 59-year-old Black man who had been subjected during his employment with O’Reilly to discriminatory treatment and harassment by his supervisor and others because of his age and race. His supervisor allegedly created false and misleading reviews of Vines, yelled at him, and denied his requests for training given to younger, non-Black employees. Although Vines repeatedly complained to management, O’Reilly took no remedial action.A jury awarded damages on his claims for retaliation and failure to prevent retaliation, Vines moved for an award of $809,681.25 in attorney fees. The trial court awarded only $129,540.44, based in part on its determination the unsuccessful discrimination and harassment claims were not sufficiently related or factually intertwined with the successful retaliation claims. The court of appeal reversed the post-judgment fee order and remanded for recalculation of Vines’s fee award. The trial court erred in finding the claims not sufficiently related or factually intertwined. Evidence of the facts regarding the alleged underlying discriminatory and harassing conduct about which Vines had complained was relevant to establish, for the retaliation cause of action, the reasonableness of his belief that conduct was unlawful. View "Vines v. O'Reilly Auto Enterprises, LLC" on Justia Law

Davis, a former Congressman, mayoral candidate, candidate for governor of Alabama, and federal prosecutor, is Black. In 2016, he became Executive Director of LSA, a non-profit law firm serving low-income Alabamians. Davis experienced problems with some of his subordinates and colleagues; some complained to LSA’s Executive Committee. On August 18, 2017, as Davis left work, he was informed that the Executive Committee had voted to suspend him with pay pending an investigation of those complaints. A “Suspension Letter” cited spending decisions outside the approved budget, failure to follow LSA's hiring policies and procedures, creating new initiatives without Board approval, and creating a hostile work environment for some LSA employees. LSA posted a security guard in front of its building and hired Mowery, an Alabama political consultant, to handle public relations related to Davis’s suspension. Mowery had handled one of Davis’s failed political campaigns until their relationship soured; Mowery had worked for the campaign of Davis’s opponent in another race.Days later, Davis notified the Board of his resignation. He filed suit, alleging race discrimination under 42 U.S.C. 1981 and under Title VII, and defamation. The Eleventh Circuit affirmed summary judgment for the defendants. Being placed on paid leave was not an adverse employment action and Davis did not raise a fact issue on his constructive discharge claim. LSA’s disclosures to Mowery did not constitute “publication”—an essential element of defamation. View "Davis v. Legal Services Alabama, Inc." on Justia Law

Moniz managed a staffing firm's (Adecco’s) relationship with Google. Correa was assigned to work at Google. Moniz and Correa sued Adecco to recover civil penalties for alleged violations of the Labor Code. Under the Private Attorneys General Act (PAGA), an employee aggrieved by alleged Labor Code violations may act as an agent of the Labor Workforce and Development Agency (LWDA) to bring an action to recover civil penalties. If an aggrieved employee settles such an action, the court must review and approve the settlement; civil penalties are distributed 75 percent to the LWDA and 25 percent to the aggrieved employees.Moniz settled her case first. The court approved the settlement. Correa challenged the settlement process and approval, including the manner in which the court treated Correa's and LWDA's objections to the settlement, the standard used by the court to approve the settlement, numerous alleged legal deficiencies, and the trial court’s ruling denying her attorney fees and an incentive payment. The court of appeal reversed. While the court applied an appropriate standard of review by inquiring whether the settlement was “fair, adequate, and reasonable” as well as meaningful and consistent with the purposes of PAGA, it is not possible to infer from the record that the trial court assessed the fairness of the settlement’s allocation of civil penalties between the affected aggrieved employees or whether such allocation comports with PAGA. View "Moniz v. Adecco USA" on Justia Law

Plaintiff John Hayes prosecuted his employment discrimination case to a favorable verdict and judgment. During trial, two instances of misconduct prompted Defendant SkyWest Airlines, Inc. to request a mistrial. But it was Defendant’s own misconduct. Thus, the district court tried to remedy the misconduct and preserve the integrity of the proceedings, but did not grant Defendant’s request. After the trial, exercising its equitable powers, the district court granted Plaintiff’s request for a front pay award. Following final judgment, Defendant moved for a new trial based, in part, on the district court’s handling of the misconduct incidents and on newly discovered evidence. The district court denied that motion. Defendant appealed, asking the Tenth Circuit Court of Appeals to reverse and remand for a new trial or, at the very least, to vacate (or reduce) the front pay award. Finding the district court did not abuse its discretion or authority in this case, the Tenth Circuit affirmed the front pay award. View "Hayes v. Skywest Airlines" on Justia Law