Justia U.S. 9th Circuit Court of Appeals Opinion Summaries

Articles Posted in Labor & Employment Law
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Plaintiff brought suit against Boeing and BISS alleging breach of contract as well as several statutory and common law claims. At issue was the enforceability of a forum selection clause. The court held that the evidence submitted and the allegations made by plaintiff were more than sufficient to create a triable issue of fact as to whether the forum selection clause at issue here was enforceable under M/S Bremen v. Zapata Off-Shores Co. Therefore, the district court abused its discretion by granting BISS's motion to dismiss without convening an evidentiary hearing. The district court also abused its discretion in denying plaintiff leave to amend his pleadings. Accordingly, the court reversed and remanded. The court did, however, grant Boeing's and BISS's joint motion to strike the portions of plaintiff's reply brief that included new evidence or alleged new facts not in the record before the district court. View "Petersen v. Boeing Co." on Justia Law

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Plaintiffs sued Integrity on behalf of a putative class of workers, claiming violations of the Fair Labor Standards Act (FLSA), 29 U.S.C. 201 et seq., and Nevada labor laws. Plaintiffs alleged that Integrity violated federal and state labor laws by requiring them to pass through a security clearance at the end of each shift, for which they were not compensated. Plaintiffs also sought compensation for their entire 30-minute unpaid lunch periods because they spent up to 10 minutes of the meal period walking to and from the cafeteria and/or undergoing security clearances. The court agreed with the other circuits to consider the issue that the fact that Rule 23 class actions use an opt-out mechanism while FLSA collective actions use an opt-in mechanism did not create a conflict warranting dismissal of the state law claims. The court concluded that preliminary and postliminary activities were still compensable under the FLSA if they were integral and indispensable to an employee's principal activities. Because the court held that plaintiffs have stated a valid claim for relief under the FLSA for the time spent passing through security clearances, the court reversed the district court's dismissal of the parallel state law claim. The court agreed that plaintiffs failed to state a claim under the FLSA for their shortened lunch periods. The court remanded to the district court to consider plaintiffs' argument that Nevada defined "work" differently than federal law, such that plaintiffs' lunch periods might be compensable under state law even if they were not compensable under federal law. View "Busk, et al v. Integrity Staffing Solution" on Justia Law

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In 2001, petitioner fell from a barge to a dry dock while working as a ship laborer. He then filed a workers' compensation claim under the Longshore and Harbor Workers' Compensation Act, 33 U.S.C. 901-950, for the injuries from his fall. In 2003, petitioner shot himself in the head, causing severe injuries. Petitioner also sought compensation for these injuries under the Act, alleging that his suicide attempt resulted from his 2001 fall and the litigation over that claim. The Benefits Review Board subsequently affirmed the ALJ's denial of benefits. The court held, however, that evidence that a claimant planned his suicide did not necessarily preclude compensation under the Act because the proper inquiry was whether the claimant's work-related injury caused him to attempt suicide. In this case, the ALJ erroneously applied the irresistible impulse test instead of the chain of causation test. Therefore, the court granted the petition for review and remanded for further proceedings. On remand, the question was whether there was a direct and unbroken chain of causation between petitioner's work-related injury and his suicide attempt. View "Kealoha v. Office of Workers Comp. Programs" on Justia Law

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Plaintiffs, former employees of brokerage firms, filed four class actions challenging California's forced-patronage statute, section 450(a) of the California Labor Code. At issue was whether federal securities law preempted the enforcement of California's forced-patronage statute against brokerage houses that forbid their employees from opening outside trading accounts. The court affirmed the judgment and concluded that the district court correctly determined that the Securities Exchange Act of 1934, 15 U.S.C. 78o(g), and related self-regulatory organizations (SROs) rules preempted plaintiffs' forced-patronage suits. View "McDaniel, et al v. Wells Fargo Investments, LLC, et al" on Justia Law

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Plaintiff brought a Title VII action against her former employer, West Coast, claiming sexual harassment and retaliatory discharge. The district court granted summary judgment to West Coast and plaintiff appealed. Because the court concluded that the evidence, viewed favorably to plaintiff, did not show sexual harassment that was sufficiently severe or pervasive to alter the terms of plaintiff's employment and subject her to an abusive environment, the court affirmed the judgment for West Coast on her sexual harassment claim. The court concluded that the evidence was sufficient to raise a material question of fact as to whether plaintiff's July 14 complaints - which the court already said could be protected activity - were a but-for cause of her termination. Therefore, the court believed that the district court erred in granting summary judgment on the retaliation claim. Accordingly, the court affirmed in part, reversed in part, and remanded. View "Westendorf v. West Coast Contractors of NV" on Justia Law

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This case stemmed from a union dispute involving local union officials who diverted union resources in an attempt to establish a new competing union. At issue on appeal was whether section 501 of the Labor Management Reporting and Disclosure Act (LMRDA), 29 U.S.C. 501, created a fiduciary duty to the union as an organization, not merely the union's rank-and-file members. The court held that it did. Because defendants were not entitled to an authorization defense, the record was sufficient to support the jury's finding that defendants violated their fiduciary duties to UHW under section 501. The district court did not abuse its discretion by excluding irrelevant evidence. The district court properly issued the permanent injunction. The court upheld that district court's interpretation of the verdict form and its denial of defendants' motion to alter or amend the judgment. There was no abuse of discretion in the district court's ruling on the challenge to the special verdict. Accordingly, the court affirmed the judgment. View "SEIU, et al v. NUHW, et al" on Justia Law

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Plaintiff brought suit against the Chief of Police and the City under 42 U.S.C. 1983, alleging a First Amendment retaliation claim. Plaintiff, a police officer for the City, led a no-confidence vote of the police officers' union against the Chief. The Chief subsequently delayed signing an application for a certification that would have entitled plaintiff to a five percent salary increase. The district court granted summary judgment in favor of defendants, concluding that plaintiff failed to meet his burden under Garcetti v. Ceballos, to show that he undertook his act as a private citizen and not pursuant to his official duties. The court disagreed and held that plaintiff had established a prima facie case of First Amendment retaliation. Therefore, the court reversed the grant of summary judgment in favor of the Chief and remanded for further proceedings. The court affirmed the district court's grant of summary judgment to the City because plaintiff did not adduce sufficient evidence to defeat summary judgment on his Monnell claim. View "Ellins v. City of Sierra Madre, et al" on Justia Law

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This case concerned allegations of corruption by a representative of the Railway during mandatory arbitration of a dispute relating to the discharge of a Railway employee, who was represented by the Union. The Union subsequently filed a petition for review in federal district court under the Railway Labor Act, 45 U.S.C. 153(q). The district court granted the Railway's motion to dismiss. The court held that the district court erred with respect to jurisdiction because it failed to properly apply section 153(q). The district court also erred with respect to the merits because it evaluated the Railway's conduct as fraud - not corruption, and failed to draw inferences in the light most favorable to the Union. The court reversed and remanded the case to allow the Union to attempt to prove its allegations of corruption by clear and convincing evidence. View "United Transportation Union, et al v. BNSF Railway Co." on Justia Law

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Plaintiff, a now-retired member of Local 166, filed suit under section 101(a)(3) of the Labor-Management Reporting and Disclosure Act (LMRDA), 29 U.S.C. 411(a)(3), to challenge the legality of an organizing fee and a dues increase imposed on Local 166 members by the local union's umbrella organizations. The court held that the plain text of the LMRDA authorized a labor organization, other than a local labor organization or a federation of national or international labor organizations, to levy assessments or increase dues or initiation fees payable by its members by any of the procedures enumerated in section 101(a)(3)(B), provided that union members' rights were adequately protected in the approval process. Because Defendant LIUNA satisfied both prerequisites in this case, the court concluded that it complied with the LMRDA when it enacted an organizing fee, applicable to all of its members working in the construction industry, following a majority vote of its delegates at a general convention. The court held, however, that Defendant NCDCL lacked the statutory authority to ratify such an increase because Local 166 members were not members of the NCDCL. Accordingly, the court affirmed in part, reversed in part, and remanded for further proceedings. View "Corns v. Laborers Int'l Union, et al" on Justia Law

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Plaintiff appealed the district court's grant of summary judgment in favor of her former employer, Montblanc, and its President and CEO, Jan-Patrick Schmitz. The court concluded that Montblanc demonstrated that plaintiff could not perform the essential functions of store manager by offering her admissions that her disability prevented her from performing any work and plaintiff, in response, offered no submission establishing a triable issue of fact. Therefore, summary judgment on plaintiff's disability discrimination claim under the California Fair Employment and Housing Act (FEHA), Cal. Gov't Code 12940(a), was proper. Because plaintiff pointed to no evidence that would raise a triable issue of whether Montblanc's true reason for terminating her employment was discriminatory, the court affirmed summary judgment on the retaliation claim under section 12940(h). Further, Schmitz's conduct during a store visit did not constitute harassment under section 12940(j). Finally, plaintiff's claim of intentional infliction of emotion distress failed where Schmitz's conduct could not be characterized as exceeding all bounds of that tolerated in a civilized community and plaintiff's alleged emotional distress was not "severe." Accordingly, the court affirmed the dismissal of all of plaintiff's claims.View "Lawler v. Mountblanc North America, LLC, et al" on Justia Law