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

In the case before the United States Court of Appeals for the Sixth Circuit, the defendant, Jyoti Agrawal, was convicted of three financial crimes. Agrawal had obtained over $1.5 million in federal and state grants to research and develop a scanning electron microscope. However, she forged a letter in her company’s application to the Department of Energy, and later lied about how the funds were spent. She diverted a portion of the grant funds for personal expenses, including her MBA. The district court found that Agrawal's conduct caused a loss of $1,548,255, which was used to calculate her sentencing guidelines range. She was also ordered to pay restitution of the same amount.On appeal, Agrawal challenged the district court’s evidentiary and instructional rulings at trial, its estimate of the amount of loss from her fraud, and its decision to find her personal property forfeitable due to the fraud. However, the Court of Appeals found that the alleged evidentiary and instructional errors were harmless, the district court properly refused to offset its loss amount by her project expenses, and the court properly subjected her personal property to forfeiture because she commingled that property with grant funds.Furthermore, the court rejected Agrawal's challenges to her sentence, including her claim that the court identified an incorrect guidelines range, miscalculated the restitution amounts, and entered an illegal forfeiture judgment. The court affirmed the lower court's decision. View "United States v. Agrawal" on Justia Law

A medical malpractice lawsuit was filed by Dwan and Aaron Bray, individually and on behalf of their minor child, against Dr. Timothy J. Thress and various other medical entities. The suit, which was initially filed in state court, related to alleged negligence in Dwan Bray's prenatal care and the subsequent birth of their child. However, Thress was employed by a federally funded health center during his treatment of Bray. Under the Federally Supported Health Centers Assistance Act (FSHCAA), the lawsuit was removed to federal court and the United States was substituted as the defendant.The U.S. government moved to dismiss the case, arguing that the plaintiffs failed to satisfy the Federal Tort Claims Act’s (FTCA) administrative exhaustion requirement. The plaintiffs countered by moving to remand the action to state court, arguing that the FSHCAA did not apply. The district court denied both of plaintiffs’ motions, finding the FSHCAA applicable and any attempt to amend plaintiffs’ complaint futile. The district court dismissed plaintiffs’ FTCA claim without prejudice and remanded plaintiffs’ claims against the remaining defendants to state court. The plaintiffs appealed the district court’s denial of their motion to remand and its dismissal of their FTCA claim.The U.S. Court of Appeals for the Sixth Circuit affirmed the district court's decisions. It held that Thress's conduct was covered by the FSHCAA, and that the plaintiffs' attempts to amend their complaint were futile since they had failed to exhaust their administrative remedies under the FTCA before instituting the lawsuit. View "Bray v. Bon Secours Mercy Health, Inc." on Justia Law

In the case between the National Labor Relations Board (NLRB) and Bannum Place of Saginaw, LLC and Bannum, Inc., the court ruled in favor of the NLRB.Bannum Place of Saginaw, a provider of reentry services for formerly incarcerated individuals, had been found to have engaged in unfair labor practices, including the termination of two union supporters. The NLRB sought enforcement of its decision to award specific backpay amounts to the two affected employees. Bannum contested this decision, arguing that Bannum, Inc. and Bannum Place of Saginaw were not a single employer and that the backpay calculation was erroneous.The court, however, upheld the NLRB's decision, noting that substantial evidence supported the finding that Bannum, Inc. and Bannum Place of Saginaw constituted a single employer. The court also rejected Bannum's argument that the backpay calculation was erroneous, stating that the burden was on the employer to establish facts that would mitigate that liability. The court also dismissed Bannum’s claims that its due process rights were violated, explaining that the relationship between Bannum, Inc. and Bannum Place of Saginaw was so interrelated that they actually constituted a single integrated enterprise.In conclusion, the court granted the NLRB's application for enforcement and denied Bannum's cross-petition. View "NLRB v. Bannum Inc." on Justia Law

The United States Court of Appeals for the Sixth Circuit ruled in a case involving Bannum Place of Saginaw, LLC and Bannum, Inc., affiliates offering reentry services for formerly incarcerated individuals. After Bannum Saginaw's employees voted to unionize, the company undertook actions that were perceived as anti-union, leading to unfair labor practice charges. Bannum Saginaw was found guilty of firing union supporters Greg Price and Ernie Ahmad. The National Labor Relations Board (NLRB) sought to enforce a supplemental decision and order directing the companies to pay specific backpay amounts to Price and Ahmad.The court held that Bannum, Inc. and Bannum Saginaw were a single employer and affirmed the Board's decision to jointly hold them responsible for the backpay. The court rejected the argument that this decision violated Bannum, Inc.'s due process rights, noting that when two entities constitute a single employer, notice to one is notice to all. The court also upheld the Board's backpay calculations, dismissing the companies' arguments that the employees had not sufficiently mitigated their damages. Consequently, the court granted the Board's application for enforcement and denied the companies' cross-petition. View "NLRB v. Bannum Place of Saginaw, LLC" on Justia Law

In the case under review, the appellant, Lafayette Deshawn Upshaw, was convicted of crimes associated with two separate incidents occurring on the same day: a gas station robbery and a home invasion. Following exhaustion of state court remedies, Upshaw sought habeas relief in federal court, upon which the district court granted relief on claims of ineffective assistance of counsel and violation of the Batson rule.The ineffective assistance of counsel claim was based on trial counsel's failure to investigate potential alibi witnesses. The Batson rule violation claim was derived from the State’s use of peremptory challenges to strike six Black jurors. The Warden appealed the district court's decision, but the United States Court of Appeals for the Sixth Circuit affirmed the lower court's ruling.The court found that the trial counsel's failure to investigate potential alibi witnesses and to request an adjournment to rectify the situation was unreasonable and prejudicial to Upshaw, constituting ineffective assistance of counsel. The court also found that the State's failure to provide race-neutral reasons for striking certain jurors, coupled with the trial court's failure to properly evaluate the State's justifications, constituted a violation of the Batson rule. The court held that even a single racially motivated peremptory strike requires relief. The court concluded that both of these errors entitled Upshaw to habeas relief. View "Upshaw v. Stephenson" on Justia Law

In a case before the United States Court of Appeals for the Sixth Circuit, Thurman King sued Officers Zachary Abbate and Jason Bradley, the City of Rockford, the Rockford Public Safety Department, and other municipal officers under 42 U.S.C. § 1983 and state law for incidents stemming from a 2019 traffic stop. The district court granted partial summary judgment in favor of the defendants but denied their motion for summary judgment on qualified and governmental immunity grounds for King’s federal and state tort claims against Abbate and Bradley. The court also denied their motion on King’s Monell claim against the City and Department. The defendants appealed this denial.The Sixth Circuit affirmed in part, and reversed in part, the district court’s denial of qualified and governmental immunity to Abbate and Bradley. The court found that Abbate was entitled to qualified and governmental immunity for his takedown maneuver against King but not for the subsequent conduct on the ground. The court also dismissed the City and Department’s appeal for lack of appellate jurisdiction.The court found a genuine dispute of material fact as to whether Abbate and Bradley had probable cause to believe that King committed any underlying crimes, which defeated the officers' claims for summary judgment on King’s false arrest claim. The court affirmed the district court's denial of governmental immunity to Abbate and Bradley for their conduct on the ground but reversed the denial of governmental immunity to Abbate for his takedown maneuver. The court also affirmed the district court’s denial of governmental immunity to Abbate and Bradley for King’s false arrest claim. View "King v. City of Rockford, MI" on Justia Law

In this case, the plaintiff, Jason Schwebke, brought a lawsuit against his employer, United Wholesale Mortgage (UWM), alleging disability discrimination under state and federal law. Schwebke, who is deaf, claimed that UWM failed to provide him with necessary accommodations and retaliated against him. In response, UWM participated in extensive discovery procedures for several months without invoking its right to arbitration as per the parties' employment agreement.Seven months into the case, UWM moved to compel arbitration. The district court denied this motion, reasoning that UWM had implicitly waived its right to compel arbitration through its conduct. On appeal, the United States Court of Appeals for the Sixth Circuit affirmed the district court's decision.The appellate court applied the principle from the Supreme Court's decision in Morgan v. Sundance, Inc., which held that a party may waive its contractual right to arbitrate by participating in litigation. In applying this rule, the court found that UWM's actions—participating in extensive discovery, failing to raise arbitration in its defense, and not moving to compel arbitration until seven months into the case—were completely inconsistent with reliance on the arbitration agreement. The court therefore concluded that UWM had implicitly waived its right to arbitration. View "Schwebke v. United Wholesale Mortgage LLC" on Justia Law

The court case involves Ferrellgas, L.P., which was appealing against an order enforcing a subpoena issued by the Equal Employment Opportunity Commission (EEOC). The subpoena was part of an EEOC investigation into a discrimination charge filed by an employee, alleging that Ferrellgas had engaged in discriminatory hiring, pay, and termination practices.Ferrellgas contended that the subpoena was improperly served, was facially invalid due to procedural errors, was overly broad, and would impose an undue burden. Ferrellgas also argued that the subpoena sought information on hiring practices, which was irrelevant to the specific discrimination charge. The United States Court of Appeals for the Sixth Circuit rejected all of Ferrellgas's arguments.The Court found that the subpoena was served properly, despite Ferrellgas's claims to the contrary. It also ruled that the procedural errors in the subpoena were harmless and did not preclude its enforcement. The Court concluded that the subpoena was not overly broad, as the information sought could shed light on the alleged discriminatory practices. The Court also held that Ferrellgas failed to demonstrate that complying with the subpoena would impose an undue burden.In conclusion, the Court affirmed the district court's order enforcing the EEOC's subpoena, deciding that the lower court did not abuse its discretion in doing so. View "EEOC v. Ferrellgas, L.P." on Justia Law

In this case, the plaintiff, Kellie Farris, called 911 alleging that another woman had damaged her car. However, responding sheriff's deputies ended up arresting Farris instead. Farris alleged that during her arrest and subsequent transportation to jail, the deputies used excessive force. She also claimed that she was suicidal and that the deputies' actions were unreasonable given her state of mind.In response, the deputies argued that they had probable cause for Farris's arrest based on corroborated eyewitness testimony and physical evidence in Farris's car. They further contended that Farris's suicidal behavior justified the level of force used to restrain and control her.On reviewing the case, the United States Court of Appeals for the Sixth Circuit agreed with the lower court's decision to grant summary judgment in favor of the defendants. The court found that the deputies had probable cause for Farris's arrest and that the force used was minimal and reasonably necessary given Farris's behavior. The court also rejected Farris's claim that the county had an unconstitutional policy of inadequately training its deputies, finding no evidence of deliberate indifference or a pattern of excessive force.The court noted that states may pass laws or prison policies that protect detainees' privacy or liberty more than the Constitution demands, but Farris failed to show how this was relevant to her Fourth Amendment claim.In conclusion, the Sixth Circuit affirmed the district court's decision, ruling in favor of the deputies and the county on all counts. View "Farris v. Oakland County" on Justia Law

A medical resident, Dr. Jacquelyn Mares, was dismissed from Wright State University’s (WSU) obstetrics and gynecology residency program due to ongoing complaints and escalating disciplinary actions related to her unprofessional behavior. Following her dismissal, Mares was also terminated from her position at Miami Valley Hospital, where she was employed during her residency. As a result, Mares sued WSU, the hospital, its owner-operator Premier Health Partners, and several WSU employees, alleging violations of her procedural and substantive due process rights, as well as various contract-based state law claims. The district court granted summary judgment to the defendants.In its ruling, the United States Court of Appeals for the Sixth Circuit held that WSU did not violate Mares' procedural due process rights when it dismissed her from the residency program. The court found that WSU had followed its internal procedures closely and that Mares was afforded more than enough process. Also, the court held that WSU did not violate Mares' substantive due process rights. It determined that WSU's decision to dismiss her was not arbitrary or capricious, nor was it conscience-shocking. Finally, the court held that Miami Valley Hospital did not breach its contractual duties when it terminated Mares after her dismissal from WSU’s residency program. The court concluded that the hospital acted within the scope of the employment contract. Therefore, the court affirmed the district court’s decision to grant the defendants' summary judgment. View "Mares v. Miami Valley Hospital" on Justia Law