Justia Legal Ethics Opinion Summaries

Ramos, filed a charge with the Equal Employment Opportunity Commission (EEOC) regarding her severance agreement's broad release of claims and covenant not to sue, with exceptions for “rights that Employee cannot lawfully waive” and for participation “in a proceeding with any appropriate federal, state or local government agency enforcing discrimination laws.” The EEOC abandoned Ramos’s charge by issuing her a right-to-sue letter and, eight months later, filed suit under section 707(a), which it believed granted independent litigation authority for suits against “any person or group of persons … engaged in a pattern or practice ....” 42 U.S.C. 2000e-6(a). While section 707(e)’s incorporation of section 706’s procedural requirements generally requires the EEOC to follow the same pre-suit procedures whether the suit is an individual one or a pattern-or-practice action, the EEOC believed that a distinction between section 707’s subsections excused it from doing so. Section 707(a), unlike section 707(e), gives the EEOC a right to litigate without an underlying charge or unlawful employment practice, and (EEOC thought) by extension, without first conciliating. The EEOC distinguished between section 707(a)’s reach to “any person or group of persons” and section 707(e)’s limitation to employers. In 2015, the Seventh Circuit held that conciliation is necessary under both sections. The district court subsequently awarded $307,902.30 in attorneys’ fees, finding that EEOC had taken a position contrary to its own regulations. The Seventh Circuit reversed, holding that the Sevdecision impermissibly rested on hindsight. View "Equal Employment Opportunity Commission v. CVS Pharmacy, Inc." on Justia Law

The Honorable Michael J. Theile is a Michigan state-court judge. In 2020, the year of the next election for the seat he now holds, Theile will be 71 years of age. Because the Michigan Constitution and a statute prohibit a person who has attained the age of 70 from being elected or appointed to judicial office, Theile will not be eligible to run for re-election, Mich. Const. art. VI, section 19(3); Mich. Comp. Laws 168.411. The Sixth Circuit affirmed the dismissal of his complaint, in which he asserted a violation of the Equal Protection Clause and asked the court to dispense with rational-basis review of age-based classifications and adopt intermediate scrutiny. The court declined to reverse the settled precedent of the Supreme Court and of the Sixth Circuit mandating rational-basis review for age-based classifications and precedent identifying multiple rational bases for judicial age limitations. View "Theile v. State of Michigan" on Justia Law

Zenor was employed by the Nevada Department of Transportation (NDOT) when he injured his wrist on the job. Eleven months later, Zenor underwent an examination and received an evaluation by his treating physician, Dr. Huene, who determined Zenor was not yet capable of performing his pre-injury job duties. Two months later, Dr. Huene again examined Zenor and determined he could fully use his wrist with a brace as needed. Less than one month later, Dr. Huene released Zenor "without limitations." Zenor delivered the full release to NDOT that same day. NDOT nonetheless commenced proceedings and separated him from employment for medical reasons. An administrative hearing officer reversed. The district court affirmed. Zenor sought attorney fees under NRS 18.010(2)(b) on the ground that NDOT unreasonably brought its petition to harass him. The court held that NRS 233B.130 prohibited attorney fees in a judicial action of a final agency decision. The Nevada Supreme Court affirmed. NRS 233B.130(6), which states that the provisions of NRS Chapter 233B provide the exclusive means of judicial action in a petition for judicial review, prohibits an award of attorney fees under NRS 18.010(2)(b) in petitions for judicial review. View "Zenor v. State of Nevada Department of Transportation" on Justia Law

Zenor was employed by the Nevada Department of Transportation (NDOT) when he injured his wrist on the job. Eleven months later, Zenor underwent an examination and received an evaluation by his treating physician, Dr. Huene, who determined Zenor was not yet capable of performing his pre-injury job duties. Two months later, Dr. Huene again examined Zenor and determined he could fully use his wrist with a brace as needed. Less than one month later, Dr. Huene released Zenor "without limitations." Zenor delivered the full release to NDOT that same day. NDOT nonetheless commenced proceedings and separated him from employment for medical reasons. An administrative hearing officer reversed. The district court affirmed. Zenor sought attorney fees under NRS 18.010(2)(b) on the ground that NDOT unreasonably brought its petition to harass him. The court held that NRS 233B.130 prohibited attorney fees in a judicial action of a final agency decision. The Nevada Supreme Court affirmed. NRS 233B.130(6), which states that the provisions of NRS Chapter 233B provide the exclusive means of judicial action in a petition for judicial review, prohibits an award of attorney fees under NRS 18.010(2)(b) in petitions for judicial review. View "Zenor v. State of Nevada Department of Transportation" on Justia Law

Jaworski provided construction services to Master Hand, an Illinois general contractor, over several years. Some of these services went unpaid. Jaworski alleged violations of the federal Fair Labor Standards Act, the Illinois Minimum Wage Law, the Illinois Wage Payment and Collection Act, and the Employee Classification Act, which makes it unlawful for construction firms to misclassify an employee as an independent contractor. The Classification Act presumes that the complainant is an employee unless the contractor proves otherwise; a misclassified employee is entitled to double “the amount of any wages, salary, employment benefits, or other compensation denied or lost to the person by reason of the violation.” The judge held that Master Hand had misclassified Jaworski and was entitled to the compensation guaranteed by the Minimum Wage Law and Wage Payment and Collection Act without having to prove that he is an employee. Those statutes do not include the presumption that plaintiffs are employees. The judge rejected Master Hand’s insolvency defense and ordered Master Hand to pay $200,000 in damages, plus $150,000 in attorneys’ fees. The Seventh Circuit affirmed, adding attorneys’ fees for the frivolous appeal. The court declined to review the rulings challenged by Master Hand, as a sanction for failure to follow court rules. View "Jaworski v. Master Hand Contractors, Inc." on Justia Law

Jaworski provided construction services to Master Hand, an Illinois general contractor, over several years. Some of these services went unpaid. Jaworski alleged violations of the federal Fair Labor Standards Act, the Illinois Minimum Wage Law, the Illinois Wage Payment and Collection Act, and the Employee Classification Act, which makes it unlawful for construction firms to misclassify an employee as an independent contractor. The Classification Act presumes that the complainant is an employee unless the contractor proves otherwise; a misclassified employee is entitled to double “the amount of any wages, salary, employment benefits, or other compensation denied or lost to the person by reason of the violation.” The judge held that Master Hand had misclassified Jaworski and was entitled to the compensation guaranteed by the Minimum Wage Law and Wage Payment and Collection Act without having to prove that he is an employee. Those statutes do not include the presumption that plaintiffs are employees. The judge rejected Master Hand’s insolvency defense and ordered Master Hand to pay $200,000 in damages, plus $150,000 in attorneys’ fees. The Seventh Circuit affirmed, adding attorneys’ fees for the frivolous appeal. The court declined to review the rulings challenged by Master Hand, as a sanction for failure to follow court rules. View "Jaworski v. Master Hand Contractors, Inc." on Justia Law

A Public Records Act request in this case was made on behalf of Fowler Packing Company, Inc. (Fowler) and Gerawan Farming, Inc. (Gerawan) in response to the 2015 enactment of Assembly Bill 1513 (AB 1513) codified in Labor Code section 226.2 (Stats. 2015, ch. 754, § 5 (2015 - 2016 Reg. Sess.) eff. Jan. 1, 2016). AB 1513 addressed the issue of minimum wages for employees paid on a piece-rate basis (i.e., paid per task) and included safeharbor provisions that provide employers with an affirmative defense against wage and hour claims based on piece-work compensation so long as back pay is timely made. The safe-harbor provisions contained carveouts that placed the safe-harbor provisions out of reach for several California companies including Fowler and Gerawan. The Public Records Act request at the heart of this case sought in pertinent part: “Any and all public records referring or relating to communications between the California Labor & Workforce Development Agency, its officers, and its staff and the United Farm Workers of America regarding AB 1513;” “Any and all public records referring or relating to the statutory carve out for any ‘claim asserted in a court pleading filed prior to March 1, 2014,’ as codified in AB 1513 section 226.2(g)(2)(A);” and, “Any and all public records referring or relating to AB 1513” and Fowler and Gerawan. The trial court ordered the Agency to produce “an index identifying the author, recipient (if any), general subject matter of the document, and the nature of the exemption claimed” to justify withholding information in response to a request for documents under the Public Records Act. The Agency petitioned for writ relief to the Court of Appeal to prevent disclosure of the identities of the parties with whom the Agency communicated confidentially in formulating AB 1513, the substance of these communications, and communications with the Office of Legislative Counsel (Legislative Counsel) during the drafting process. The Court of Appeal granted a stay and issued an alternative writ to allow consideration. Based on the California Supreme Court’s guidance in Times Mirror Co. v. Superior Court (1991) 53 Cal.3d 1325, the Court concluded the trial court’s order erred in requiring disclosure of matters protected by the deliberative process and attorney work product privileges. Accordingly, the trial court was directed to vacate its order directing the Agency to produce an index disclosing the author, recipient, and general subject matter of documents generated relating to the process of drafting AB 1513. View "Labor & Workforce Development Agency v. Superior Court" on Justia Law

Francisco Diaz was employed as a tree trimmer by Professional Community Management, Inc. (“PCM”) for many years. He filed his complaint against it in October 2014, stating various causes of action arising out of PCM’s alleged failure to reasonably accommodate the workplace restrictions imposed by his doctor, its alleged retaliation, and its alleged wrongful termination of his employment. PCM answered the complaint in December 2014, denying the allegations and pleading 24 affirmative defenses. The 24th affirmative defense alleged that Diaz’s complaint “and each cause of action, is barred by [his] failure to exhaust contractual remedies available to him, including, but not limited to, the grievance and arbitration procedure under the collective bargaining agreement between [PCM] and [Diaz’s] collective bargaining representative.” PCM unilaterally orchestrated the issuance of an appealable order by: (1) applying ex parte, a mere 11 days before trial, for an order shortening time to hear its motion to compel arbitration; (2) voluntarily submitting a proposed order to the trial court that not only reflected the court’s denial of the ex parte application (the only ruling reflected in the trial court’s own minute order) but also included a denial of the motion on the merits; and (3) promptly appealing that order, which then stayed the scheduled trial. The Court of Appeal concluded PCM carefully tailored the order it proposed the trial court issue, incorporating what it characterized as the trial court’s reasons for rejecting the summary judgment motion, and excluding any mention of issues that might distract from that analysis. PCM continued its aggressive strategy on appeal, contending Diaz was precluded from arguing that PCM had waived its right to compel arbitration. According to PCM, Diaz could not make that argument because the trial court’s premature denial of the motion to compel (at PCM’s request) meant Diaz never argued waiver in an opposition to the motion; and because the order PCM drafted did not reflect the trial court had relied on it as a basis for denying the motion. Instead, PCM claimed Diaz was relegated to defending the court’s ruling based solely on the analysis PCM crafted in its proposed order, and that the Court of Appeal assess the propriety of that order based solely on that analysis. The Court of Appeal concluded that PCM invited the trial court’s alleged error when it proposed the court issue the very ruling it now challenged on appeal. “By doing that, PCM won the battle - it got the court to issue the appealable order it sought, prior to trial - but it lost the war.” A party that invites the trial court to commit error is estopped from challenging that error on appeal. The Court concluded PCM and its counsel acted in bad faith, generating an appealable order they knew the trial court had not intended to issue at the ex parte hearing, for the purpose of obtaining a delay of trial. It imposed monetary sanctions against PCM and its counsel for bringing a frivolous appeal. View "Diaz v. Professional Community Management, Inc." on Justia Law

Plaintiffs were among a class of individuals working in two separate part-time capacities for Lackawanna County. The County apparently tracked and paid these employees for each of their individual jobs, but in 2011 became aware that it had failed to aggregate the hours in both jobs, resulting in a failure to pay the overtime rate for hours beyond 40 hours per pay period. Lackawanna County conceded basic overtime violations under the Fair Labor Standards Act, 29 U.S.C. 207(a)(1). At trial, the plaintiffs presented inadequate evidence on “willfulness,” so that the court entered a directed verdict on that issue. A finding of willfulness expands the limitations period for claims under the Act, in effect permitting a plaintiff to receive a larger award. The Third Circuit affirmed. The evidence did not suggest the County was subjectively aware of the FLSA problem at the time of the violations, at least with respect to the plaintiffs. A lack of evidence going to good faith is not the same as evidence in support of intentionality. The court also affirmed an award of attorneys’ fees at an hourly rate of $250. View "Souryavong v. County of Lackawanna" on Justia Law

Rumsey, a Department of Justice employee, protested grant-making decisions and ultimately went to the media and members of Congress and filed a complaint with the Inspector General, alleging fraud. Her efforts resulted in corrective action. Rumsey alleged that the agency subsequently gave her improperly low performance ratings, moved some of her job duties to other employees, and canceled her telework agreement. She prevailed in an individual right of action appeal with the Merit Systems Protection Board, alleging whistleblower reprisal. Rumsey sought attorney’s fees under 5 U.S.C. 1221(g)(1)(B). At the time of that request, Rumsey and Slavet, one of the three lawyers that represented Rumsey during the Board proceedings, were in fee dispute before the District of Columbia Bar, Attorney/Client Arbitration Board. Rumsey “distanced herself from Slavet,” who had been Rumsey’s principal lawyer before and during the initial hearing before the administrative judge. The AJ had previously awarded sanctions based on Slavet’s failure to respond to discovery requests. The Board affirmed the AJ’s refusal to award attorney’s fees for Slavet’s services. Slavet and Rumsey settled their fee dispute, agreeing that Rumsey would pay $120,000 of the $145,445 sought by Slavet. The Federal Circuit reversed. Rumsey carried her burden of showing entitlement to some award of attorney’s fees. View "Rumsey v. Department of Justice" on Justia Law