Justia U.S. 6th Circuit Court of Appeals Opinion Summaries

Michigan corrections officers must perform several pre-shift and post-shift activities, including “punching a mechanical time clock,” “waiting in line” for security, and “walking to assigned locations.” These activities take place off the clock. Corrections officers and their union filed suit under the Fair Labor Standards Act and state law to recover overtime payments, 29 U.S.C. 206, 207; Mich. Comp. Laws 408.414, .414a. The Michigan Department of Corrections successfully moved to dismiss for lack of jurisdiction on sovereign immunity grounds. The Sixth Circuit affirmed. Without a past (or imminent future) violation of the Fourteenth Amendment, Congress has no remedial power under Section 5 to authorize private lawsuits against the states; absent permissible Section 5 legislation abrogating the state’s immunity from suit, federal courts lack jurisdiction to entertain these FLSA claims against the Department of Corrections or to grant a declaratory judgment under Ex parte Young against the Department’s director, to address an alleged ongoing violation of the FLSA. View "Mich. Corrs. Org. v. Mich. Dep't of Corr." on Justia Law

Hoey, who owns a farmers’ market that offers hay rides, pony rides, and pumpkin picking, hired Armbruster to run the hay wagon for eight weekends. Armbruster is now a paraplegic because an accident with the wagon crushed her spine. She sued for negligence in Michigan state court. Armbruster and Hoey also sought a declaratory judgment, again in state court, that Armbruster was covered by Hoey’s General Commercial Liability insurance policy. The insurer, Western, sought a federal declaratory judgment that Armbruster was not covered by the insurance policy. The cases were consolidated in federal court. Counsel, provided by Western to Hoey, filed a workers’ compensation claim on the theory that Armbruster was an “employee” eligible for workers’ compensation. The state tort claim has been stayed until the workers’ compensation claim is resolved. The district court accepted jurisdiction and construed the policy to exclude Armbruster’s injury from coverage. The Sixth Circuit affirmed, agreeing that it would be helpful for the parties to know whether Western was liable for Hoey’s legal fees, that Western was not playing procedural games, and that the federal forum could resolve the action without interfering in Armbruster’s tort suit or taking on difficult questions of state law. View "W. World Ins. Co. v. Armbruster" on Justia Law

The Department of Energy hired Vander Boegh in 1992 as landfill manager at the Paducah Gaseous Diffusion Plant. In 1998, DOE awarded the Plant’s contract to BJC, which subcontracted with WESKEM for waste management services. Vander Boegh’s employment continued; he engaged in protected activity as landfill manager, including reporting environmental violations. In 2005, after soliciting new bids, DOE awarded the Plant’s contract to PRS. EnergySolutions provided waste management services by subcontract. In 2006, Plant operations transitioned to PRS-EnergySolutions. Vander Boegh applied to be the new landfill manager, but EnergySolutions hired another candidate. Vander Boegh’s employment terminated. He filed an employment discrimination complaint, alleging retaliation for protected conduct in violation of: the Energy Reorganization Act, 42 U.S.C. 5851; the False Claims Act, 31 U.S.C. 3730(h)(1)); the Safe Drinking Water Act, 42 U.S.C. 300j-9(i); Clean Water Act, 33 U.S.C. 1367; Toxic Substances Control Act, 15 U.S.C. 2622; and Solid Waste Disposal Act, 42 U.S.C. 6971. The district court granted summary judgment in favor of all defendants. The Sixth Circuit reversed with respect to EnergySolutions. On remand, the district court again granted summary judgment. The Sixth Circuit affirmed, holding that Vander Boegh lacked statutory standing because he was an applicant, not an employee. View "Vander Boegh v. EnergySolutions, Inc." on Justia Law

In 2001, Memphis required all newly hired fire fighters to become certified as level four emergency medical technicians (EMT-IV). In 2007, the city began requiring all new fire fighters to become certified as paramedics (EMT-P). Plaintiffs were subject to the new policy. It can take up to 18 months to become trained as a paramedic. The department required applicants to agree that within three years of employment they would become licensed paramedics, but did not indicate that the training would be uncompensated or off-duty. When hired, plaintiffs were required to sign an Acceptance Letter that stated that employment was subject to becoming certified as an EMT. The department considers time spent in EMT-IV, Firefighter I, and Firefighter II training as hours worked and compensates employees for that time, but does not count time spent attending Paramedic Training as work and does not compensate for attending that training. The district court rejected a suit seeking overtime pay under the Fair Labor Standards Act, 29 U.S.C. 207. The Sixth Circuit affirmed, reasoning that the department hired the plaintiffs, not simply as fire fighters, but to perform as both fire fighters and paramedics. View "Misewicz v. City of Memphis" on Justia Law

Catholic nuns volunteered with the American Red Cross and the Ross County Emergency Management Agency for an extended time, but did not receive compensation or benefits, complete employment-related tax documentation, restrict their schedules, or submit to the control of either organization by other incidents of an agency relationship. They were not promoted by the Red Cross and were terminated as Agency volunteers. The Ohio Civil Rights Commission rejected their complaint for lack of jurisdiction; the EEOC does not provide a Right to Sue Letter following a jurisdictional dismissal. The nuns sued under Title VII of the Civil Rights Act, 42 U.S.C. 2000e and the Ohio Civil Rights Act for religious discrimination, retaliation, and harassment, and under 42 U.S.C. 1983 for violations of their rights of free speech, free exercise of religion, and equal protection. Finding that the Sisters had not sufficiently alleged state action, the district court dismissed the section 1983 claims, then held that, because they were not employees of either organization, the Sisters could not maintain a claim against them under Title VII. The Sixth Circuit affirmed. A volunteer relationship does not fairly approximate employment and is not covered by Title VII, nor were constitutional rights violated. View "Sister Michael Marie v. Am. Red Cross" on Justia Law

Frieder joined Morehead State University in 2006 as an assistant professor of art history. During his time in probation, Frieder excelled in professional achievement and service but had difficulty teaching. The reviews of his introductory art history class were consistently abysmal. Frieder’s evaluators suggested improvements, asking Frieder to observe other teachers or visit the “Center for Teaching & Learning,” but after four years of renewing Frieder’s contract, the evaluators voted against tenure and the provost and president agreed. Frieder sued, alleging violation of the First Amendment and a Kentucky statute that prohibits disability-based discrimination, KRS 344.040. Frieder argued that his evaluators retaliated against his “idiosyncratic teaching methods,” which allegedly involved context-appropriate uses of the middle finger and that the tenure decision stemmed from his diagnosis of bipolar disorder, which he admitted his evaluators knew nothing about. The district court granted the defendants summary judgment. The Sixth Circuit affirmed. No evidence showed that anything other than his poor student ratings and disorganization motivated the tenure decision. View "Frieder v. Morehead St. Univ." on Justia Law

Memphis’s promotional processes have caused controversy for nearly 40 years, prompting numerous lawsuits alleging racial and gender discrimination by such parties including the U.S. Department of Justice, the Afro-American Police Association, and white and minority officers. The city instituted a process in 1996 designed by an industrial and organizational psychologist, and overseen by a Department of Justice consultant and adjusted the process in 2000. After the city discovered that leaked answers compromised the results, it readjusted and ultimately consented to the invalidation of the 2000 process. The city hired outside consultants to design replacement tests that would become the 2002 process. The district court dismissed a negligence claim concerning the already-invalidated 2000 process under Tennessee’s governmental-immunity statute, Tenn. Code 29-20-205; invalidated the 2002 process for violating Title VII’s disparate-impact prohibition, 42 U.S.C. 2000e-2(k)(1); and awarded back pay and interest to plaintiffs and more than $1 million in fees and expenses to their attorneys. The Sixth Circuit affirmed the immunity-based dismissal, reversed the Title VII judgment invalidating the 2002 process, vacated the fees award and remanded. The court noted that plaintiffs failed to present evidence establishing a genuine issue of fact regarding the availability of equally valid, less discriminatory alternative testing. View "Acosta v. City of Memphis" on Justia Law

Scheick was hired as Principal of Tecumseh High School in 2004, at 51 years of age, and continued in that position until 2010. For the first three years, Scheick was employed directly by TPS. Then, by agreement, the 54-year-old Scheick formally retired from TPS and was hired by the staffing firm PESG to continue working as principal under a three-year contract between TPS and PESG. Under that arrangement, Scheick began receiving pension and health care benefits from the retirement system, and TPS avoided more than $29,000 in payroll and benefit costs per year. The next year, several other TPS employees entered into similar arrangements as cost-saving measures. In early 2010, when Scheick was almost 57 years of age, TPS decided not to renew the contract. Scheick claimed that the contract was not renewed because of his age and filed suit against TPS after receiving a right-to-sue letter from the EEOC. The district court entered summary judgment, rejecting claims under the Age Discrimination in Employment Act, 29 U.S.C. 623(a)(1), and Michigan’s Elliott-Larsen Civil Rights Act, Mich. Comp. Laws 37.2202(1)(a). The Sixth Circuit reversed and remanded, finding a genuine issue of material fact.View "Scheick v. Tecumseh Pub. Schls." on Justia Law

Dura began testing employees at its Lawrenceburg, Tennessee manufacturing facility for substances in illegal drugs and in prescription medications packaged with warnings about operating machinery. Plaintiffs, none of whom has a disability under the Americans with Disability Act (ADA), worked at the facility and took various prescribed medications. After they tested positive, Dura directed the employees to disclose their medications to FFS, a third-party company hired to administer the tests. FFS reported the machine-restricted drugs to Dura, which warned plaintiffs to discontinue using the offending medications. After retests came back positive, Dura terminated their employment. Plaintiffs filed suit, alleging violation of the ADA, 42 U.S.C. 12112(d)(4)(A), which prohibits employers from requiring “medical examination[s]” or “mak[ing] inquiries of an employee as to whether such employee is an individual with a disability ... unless such examination or inquiry is shown to be job-related and consistent with business necessity.” A jury found for all but one plaintiff and awarded damages of more than $870,000. The Sixth Circuit reversed a holding that Dura’s drug-testing protocol constituted as a matter of law, a medical examination or disability inquiry and the related punitive-damages award. On remand, the jury must decide whether Dura’s drug testing constituted a medical examination or disability inquiry, relying on definitions and illustrative examples provided by EEOC guidance. If the jury finds Dura liable, it can proceed to consider punitive damages. The court affirmed with respect to the availability of statutory damages and the jury’s adverse business necessity/ job-relatedness verdict. View "Bates v. Dura Auto. Sys., Inc." on Justia Law

Wallace worked for FedEx for 21 years in a variety of positions. By 2007, she was a senior paralegal, but she had a variety of health problems that required her to take leave from her position. FedEx offered Wallace leave under the Family and Medical Leave Act (FMLA), and its representatives verbally asked her to complete a medical-certification form. FedEx never explained the consequences of not returning a completed form. Wallace failed to provide FedEx with medical certification, and once she was absent for two consecutive days after the form was due, FedEx terminated her employment. Wallace filed suit under the FMLA, alleging that FedEx interfered with her rights under the statute. A jury awarded damages of $173,000, which the judge reduced to $90,788. The Sixth Circuit reversed the remittitur decision and ordered the magistrate judge to enter judgment in favor of Wallace in the amount of $173,000.View "Wallace v. FedEx Corp." on Justia Law