Justia Legal Ethics Opinion Summaries

McCurry worked at an Illinois warehouse owned by Mars, the candy maker, and operated by Kenco, a management firm. In 2015 Kenco lost its contract with Mars and laid off its Mars employees, including McCurry. A year later, she filed two “rambling” pro se complaints accusing Kenco, Mars, and several of her supervisors of discriminating against her based on her race, sex, age, and disability and claiming that Kenco and Mars conspired to violate her civil rights. The district court dismissed some of the claims. The defendants moved for summary judgment on the rest. McCurry’s response violated Local Rule 7.1(D)(2)(b)(6), under which the failure to properly respond to a numbered fact in an opponent’s statement of facts “will be deemed an admission of the fact.” Where McCurry did respond, she frequently simply stated that she “objected” to the statement without stating a basis for her objection. The judge accepted the defendants’ factual submissions as admitted and entered judgment in their favor. The Seventh Circuit affirmed. McCurry did not challenge the judge’s decision to enforce the local summary-judgment rule. As a result, the uncontested record contains no evidence to support a viable discrimination or conspiracy claim. The court called the appeal “utterly frivolous and McCurry’s monstrosity of an appellate brief” incoherent, and ordered her appellate lawyer to show cause why he should not be sanctioned or otherwise disciplined. View "McCurry v. Kenco Logistic Services, LLC" on Justia Law

The South Carolina Supreme Court granted Scott Ledford’s petition for review of the Court of Appeals’ decision to affirm the outcome of a Workers’ Compensation Commission hearing. Ledford was a former lance corporal with the South Carolina Highway Patrol. While employed as a highway patrolman, Ledford was injured in two separate work-related accidents: in July 2010, Ledford sustained injuries to his spine after being tasered during a training exercise; and in March 2012, Ledford was involved in a motorcycle accident while attempting to pursue a motorist. Ledford settled the 2010 claim with Respondents. Following the second accident, Ledford filed two separate claims for workers' compensation benefits. The Workers' Compensation Commission Appellate Panel declined to find Ledford suffered a change of condition; however, she found Ledford was entitled to medical benefits for injuries to his right leg and aggravated pre-existing conditions in his neck and lower back due to the motorcycle accident. Neither party appealed the Commission’s order. Months later, Ledford reached maximum medical improvement ("MMI"). Commissioner Susan Barden held a hearing on Ledford’s Form 21 in August 2014. Following the hearing, but prior to the issuance of a final order, Ledford filed a motion to recuse Commissioner Barden. According to Ledford's motion, Commissioner Barden requested a phone conference with the parties a month after the hearing during which she allegedly threatened criminal proceedings against Ledford if the case was not settled; indicated that she engaged in her own investigation and made findings based on undisclosed materials outside the record; suggested Ledford used "creative accounting" in his tax returns; and questioned Ledford's credibility regarding his claims of neck pain. Ledford contended any one of these grounds was sufficient to warrant recusal. The Court of Appeals affirmed the Commission, finding: (1) Commissioner Barden was not required to recuse herself; (2) substantial evidence supported the Appellate Panel's decision to reverse Commissioner Barden's permanency determination; and (3) substantial evidence supported the Appellate Panel's findings that Ledford was not credible and his landscaping business remained lucrative following the injury. The Supreme Court held the Court of Appeals erred in finding Commissioner Barden was not required to recuse herself. The Court was “deeply concerned” by the Commissioner’s conduct in this matter. “Ledford's counsel provided an opportunity for Commissioner Barden to right her wrong by moving for recusal. Instead of stepping aside, Commissioner Barden became more abusive and strident in both her ruling on the recusal motion and her final order.” The Commission’s orders were vacated and the matter remanded for a new hearing before a different commissioner. View "Ledford v. DPS" on Justia Law

Gulfport OB-GYN was a professional association of physicians specializing in obstetrical and gynecological care. In 2008, it hired the law firm Dukes, Dukes, Keating & Faneca, P.A., to assist in negotiating the hiring of Dr. Donielle Daigle and to prepare an employment agreement for her. Five years later, Dr. Daigle and another physician left Gulfport OB-GYN to establish their own practice. They sued Gulfport OB-GYN for unpaid compensation and sought a declaratory judgment that the noncompetition covenant was unenforceable. The departing physicians ultimately prevailed, with the chancery court holding the noncompetition covenant not applicable to Dr. Daigle because she left voluntarily and was not “terminated by the Employer.” The chancery court decision was initially appealed, but the dispute was later settled through mediation when Gulfport OB-GYN agreed to pay Dr. Daigle $425,000. Gulfport OB-GYN then filed this legal-malpractice suit against the attorney who drafted the employment agreement and her firm. The circuit court granted summary judgment to the defendants after finding Gulfport OB-GYN had failed to produce sufficient evidence that it would have received a better deal but for the attorneys’ alleged negligence, i.e., Gulfport OB-GYN failed to prove that the alleged negligence caused it damages. The Mississippi Supreme Court agreed and affirmed. View "Gulfport OB-GYN, P.A. v. Dukes, Dukes, Keating & Faneca, P.A." on Justia Law

Cash Depot underpaid employees for their overtime work. Fast filed suit under the Fair Labor Standards Act, 29 U.S.C. 203 (FLSA), on behalf of himself and other Depot employees. Depot hired an accountant to investigate. The accountant tallied Depot’s cumulative underpayments at less than $22,000. Depot issued checks to all underpaid current and former employees covered by the suit and issued checks to Fast for his underpaid wages, for liquidated damages under the FLSA, and for Fast’s disclosed attorney fees to that point. Fast and his attorney never cashed their checks. The district court denied a motion to dismiss because Fast contested whether Depot correctly calculated the amount it owed but granted partial summary judgment for Depot, “to the extent that [it] correctly calculated” what it owed Fast. Eventually, Fast conceded that Depot correctly paid the missing wages and urged that only a dispute over additional attorney fees remained. After Fast’s demand for additional attorney fees went unanswered, he filed a motion for attorney fees. The court determined that because Fast was not a prevailing party for the purposes of the FLSA, he was not entitled to attorney fees, and granted Depot summary judgment. The Seventh Circuit affirmed. Fast never received a favorable judgment. View "Fast v. Cash Depot, Ltd." on Justia Law

Jared Karstetter worked for labor organizations representing King County, Washington corrections officers for over 20 years. In 1987, Karstetter began working directly for the King County Corrections Officers Guild (Guild). Throughout his employment with the Guild, Karstetter operated under successive 5-year contracts that provided for just cause termination. Eventually, Karstetter formed his own law firm and worked primarily for the Guild. He offered services to at least one other client. His employment contracts remained substantially the same. Karstetter's wife, Julie, also worked for the Guild as Karstetter's office assistant. In 2016, the King County ombudsman's office contacted Karstetter regarding a whistleblower complaint concerning parking reimbursements to Guild members. The Guild's vice-president directed Karstetter to cooperate with the investigation. The Guild sought advice from an outside law firm, which advised the Guild to immediately terminate Karstetter. In April 2016, the Guild took this advice and, without providing the remedial options listed in his contract, fired Karstetter. In response, Karstetter and his wife filed suit against the Guild, alleging, among other things, breach of contract and wrongful discharge in violation of public policy. The Guild moved to dismiss the suit for failure to state a claim. The trial court partially granted the motion but allowed Karstetter's claims for breach of contract and wrongful termination to proceed. On interlocutory review, the Court of Appeals reversed and remanded the case, directing the trial court to dismiss Karstetter's remaining breach of contract and wrongful termination claims. The Washington Supreme Court found that “the evolution in legal practice has uniquely affected the in-house attorney employee and generated unique legal and ethical questions unlike anything contemplated by our Rules of Professional Conduct (RPCs).” In this case, the Court found in-house employee attorneys should be treated differently from traditional private practice lawyers under the RPCs. “Solely in the narrow context of in-house employee attorneys, contract and wrongful discharge suits are available, provided these suits can be brought without violence to the integrity of the attorney-client relationship.”Karstetter alleged legally cognizable claims and pleaded sufficient facts to overcome a CR 12(b)(6) motion of dismissal. The Court of Appeals' ruling was reversed. View "Karstetter v. King County Corr. Guild" on Justia Law

Orland Park fired police officer McGreal in 2010. McGreal sued, alleging that his termination was retaliation for remarks he made community board meeting. The district court granted the defendants summary judgment, finding that McGreal had advanced only speculation to support his claims. McGreal had more than 70 disciplinary complaints on his record. The Seventh Circuit affirmed. The district court granted the defendants’ motion for attorney fees and directed McGreal’s attorney, DeRose, to pay the defendants $66,191.75 to the defendants--the cost incurred because DeRose fought the defense's summary judgment motion. The Seventh Circuit affirmed. Defense counsel had repeatedly requested that DeRose end the litigation, pointing out the lack of evidence, and had threatened Rule 11 sanctions. DeRose’s summary judgment filings were not well grounded in fact or warranted by existing law or a good faith argument for the extension, modification, or reversal of existing law. Discovery revealed an utter lack of evidentiary support for McGreal’s claims, but DeRose defended against summary judgment anyway. View "McGreal v. Village of Orland Park" on Justia Law

The Supreme Court affirmed the judgment of the circuit court that the agreement furnished to Carol Greissman for signature did not violate Kentucky Rules of the Supreme Court 3.130, Rule 5.6 as a matter of law, holding that an obligatory Rule of Professional Conduct for attorneys carries public policy weight and that the agreement did not violate Rule 5.6.Greissman, an attorney, was terminated by Rawlings & Associates for refusing to sign an agreement providing for non-solicitation of Rawlings & Associates' customers or clients following the end of her employment. Greissman subsequently brought a wrongful termination claim. The circuit court granted summary judgment for Rawlings & Associates. The court of appeals upheld the circuit court's ultimate decision dismissing Greissman's complaint but concluded that Greissman's complaint should have been dismissed for failure to state a claim because the Rules of the Kentucky Supreme Court did not provide the public policy to support Greissman's wrongful termination claim. The Supreme Court affirmed on other grounds, holding (1) for purposes of wrongful termination actions, an obligatory Rule of Professional Conduct for attorneys carries equal public policy weight as any public policy set forth in statute or the Constitution; and (2) the agreement in this case did not violate Rule 5.6. View "Greissman v. Rawlings & Associates, PLLC" on Justia Law

Hamilton had been employed by the EEOC for 20 years, with no disciplinary problems, until one day in 2016, when, while engaged in mediation, he suddenly began using racial epithets, engaging in physical violence, and refusing to follow orders. The EEOC removed him from federal service. The union filed a grievance, which led to arbitration. During a hearing, the EEOC called 11 witnesses; the union called Hamilton. Although the arbitrator found that certain aspects of the EEOC’s case had not been proved, he credited the testimony of EEOC witnesses to conclude that Hamilton “had a major physical and/or mental breakdown.” Because Hamilton denied taking any of the actions he was charged with, the arbitrator concluded that Hamilton “did not remember.” The arbitrator found that the EEOC had not shown that Hamilton’s behavior had any negative effect on its reputation and had failed to consider that Hamilton’s behavior “was caused by his obvious medical condition,” and set aside Hamilton’s removal, awarding back pay. The arbitrator denied the union’s request for arbitration costs and attorney fees. The Federal Circuit vacated the denial of attorneys’ fees; 5 U.S.C. 7701(g) provides that an adjudicator may require an agency to pay the employee’s reasonable attorney fees if the employee is the prevailing party and the adjudicator determines that payment by the agency “is warranted in the interest of justice.” On remand, the arbitrator must reconsider the issue and include a statement of reasons. View "AFGE Local 3599 v. Equal Employment Opportunity Commission" on Justia Law

The Ninth Circuit affirmed the Board's decision upholding the ALJ's decision striking, as untimely, a petition for payment of a claimant's attorneys' fees under the Longshore and Harbor Workers' Compensation Act. The panel held that the ALJ properly used the excusable neglect standard in evaluating the circumstances for the untimely fee petition, and applied the four-factor test in Pioneer Investment Services Co. v. Brunswick Associates Ltd. Partnership, 507 U.S. 378 (1993), to find that there was no excusable neglect in this case. View "Iopa v. Saltchuk-Young Brothers, Ltd." on Justia Law

Following the termination of his employment, plaintiff Fernando Martinez sued Stephen Stratton O’Hara (O’Hara), Career Solution and Candidate Acquisitions (CSCA), O’Hara Family Trust, OCRE, Inc., Professional Realty Council, Inc., and Pacific Valley Realty, Inc. (collectively, defendants) alleging five employment-related claims. Plaintiff’s wage claim was resolved before trial and his fraud claim was dismissed when the trial court granted defendants’ motion for nonsuit. A jury returned a verdict awarding a total of $8,080 in damages on the claim for sexual harassment in violation of the California Fair Employment and Housing Act (FEHA). Following a bench trial of plaintiff’s remaining claims seeking an injunction for unfair advertising and unfair business practices, the trial court found in favor of defendants. Plaintiff moved for attorney fees, which was denied. Plaintiff appealed the fee order, but the Court of Appeal affirmed. The Court reported plaintiff’s attorney Benjamin Pavone to the California State Bar for manifesting gender bias: the notice of appeal signed by Mr. Pavone on behalf of plaintiff referred to the ruling of the female judicial officer as “succubustic.” The Court published this portion of the opinion to make the point that gender bias by an attorney appearing before the Court would not be tolerated. Furthermore, the attorney was reported to the Bar for a statement in the notice of appeal suggesting the trial court attempted to thwart service of the signed judgment on plaintiff in an effort to evade appellate review and statements in the appellate briefs he signed on behalf of plaintiff accusing the judicial officer who ruled on the motion for attorney fees of intentionally refusing to follow the law. None of these serious charges was supported by any evidence. View "Martinez v. O'Hara" on Justia Law