Justia U.S. 5th Circuit Court of Appeals Opinion Summaries

Plaintiff filed suit against Omni, alleging (1) pay discrimination under Title VII of the Civil Rights Act of 1964, the Texas Labor Code, and the Equal Pay Act; (2) promotional discrimination under Title VII and the Texas Labor Code; and (3) retaliation for filing a charge with the EEOC and for taking leave under the Family Medical Leave Act (FMLA), Title VII, the Texas Labor Code, and the Equal Pay Act. The district court granted summary judgment to Omni.In regard to the pay discrimination claims as it pertains to the three men who previously held the same position as plaintiff yet were paid more, the Fifth Circuit concluded that the district court erred in concluding that plaintiff failed to establish a prima facie case. Rather, plaintiff showed that she held the same position as two other employees did, at the same hotel, just a few years after they did, and that she was paid less than they were. The court also concluded that Omni failed to set forth a non-discriminatory reason for that pay disparity. Therefore, the court reversed in part and remanded. The court affirmed the district court's grant of summary judgment for plaintiff's Equal Pay Act claim insofar as it relies on other unnamed male food and beverage directors from different Omni hotels, but remanded for a determination of whether plaintiff can establish a prima facie case with respect to those comparators under Title VII and the Texas Labor Code.In regard to the promotional discrimination claims, the court affirmed the district court's grant of summary judgment to Omni because plaintiff withdrew her name from consideration and understood that she would have been given the offer if she reconsidered. In this case, plaintiff was not rejected by Omni. Rather, she rejected the opportunity from Omni. In regard to the retaliation claims, plaintiff failed to establish a prima facie case of retaliation because she could not demonstrate an adverse employment action. Furthermore, plaintiff failed to establish adverse employment action in response to her requesting and taking FMLA leave; plaintiff puts forth no evidence that the deletion of the computer files was in any way motivated by retaliation; and plaintiff's constructive discharge claim failed. View "Lindsley v. TRT Holdings, Inc." on Justia Law

After the University terminated her employment as the head coach of the women's basketball team, plaintiff filed suit alleging violations of Title VII of the Civil Rights Act of 1964 and Title IX of the Education Amendments of 1972, as well as state-law claims for breach of contract, breach of the implied covenant of good faith and fair dealing, and invasion of privacy.The Fifth Circuit affirmed the district court's judgment as to the breach of contract and Title IX claims. The court concluded that judgment in favor of plaintiff on the breach of contract claim was proper where a reasonable jury could have concluded that plaintiff's management of funds did not give the University cause to terminate her employment. Furthermore, the University was not entitled to a new trial on plaintiff's breach of contract claim. In this case, the district court did not abuse its discretion in refusing to provide the requested jury instruction and any error on the district court's part was harmless. In regard to the Title IX claim, the court concluded that denial of plaintiff's jury instruction was not an abuse of discretion or grounds for a new trial. However, the court reversed the district court's judgment as to the privacy claim and concluded that it failed as a matter of law. The court explained that the facts disclosed by the University were of legitimate concern to the public and the district court clearly erred in concluding otherwise. View "Taylor-Travis v. Jackson State University" on Justia Law

Plaintiffs filed suit under 42 U.S.C. 1983 alleging that state judges in Dallas, Texas are unconstitutionally denying release to indigent arrestees who cannot pay the prescribed cash bail. The district court certified the suit as a class action and allowed three different categories of judges to be defendants; determined that the Sheriff was not a proper defendant for Section 1983 purposes but did not yet dismiss her from the case; and held that there was a likelihood of success by plaintiffs on their equal-protection and procedural-due-process claims and granted injunctive relief against the judges and the County.With one exception, the Fifth Circuit agreed with the district court that plaintiffs have standing. The court concluded that the suit was properly allowed to proceed against most of the judges and the County. However, in regard to the Criminal District Court Judges, the court held that they are not proper defendants because plaintiffs lack standing as to them and cannot overcome sovereign immunity. The court also held that the Sheriff can be enjoined to prevent that official's enforcement of measures violative of federal law. Finally, the court held that the district court correctly concluded that plaintiffs need not first pursue habeas corpus relief. Accordingly, the court affirmed the injunction, with one revision, and remanded for further proceedings. View "Daves v. Dallas County" on Justia Law

Plaintiff filed suit to invalidate IAM's opt-out procedures as violative of his First Amendment rights, the Railway Labor Act (RLA), and IAM's Duty of Fair Representation. The district court dismissed the action under Federal Rule of Civil Procedure 12(b)(6).The Fifth Circuit affirmed, finding no constitutional infirmity in the IAM's opt-out procedures under the settled decisions of the Supreme Court and the Fifth Circuit. In this case, the court distinguished the three cases plaintiff presented regarding public-sector unions, Knox v. SEIU, Local 1000, 567 U.S. 298 (2012), Harris v. Quinn, 573 U.S. 616 (2014), and Janus v. AFSCME, Council 31, 138 S. Ct. 2448 (2018), and explained that it is undisputed that applying them to this private-sector dispute would require the court to extend into a new realm. Furthermore, by extension, plaintiff's constitutional avoidance, statutory, and Duty of Fair Representation claims also fail. View "Baisley v. International Association of Machinists and Aerospace Workers" on Justia Law

The Fifth Circuit reversed the district court's denial of qualified immunity to defendant in an action brought by plaintiff, alleging 42 U.S.C. 1983 claims premised on the denial of a name-clearing hearing in violation of procedural due process. The court held that the alleged violative nature of defendant's conduct was not clearly established as unconstitutional. In this case, the law was not clearly established that plaintiff's request "to speak with" defendant constituted a request for a name-clearing hearing in the context of the court's "stigma-plus-infringement" test, such that denying the request would amount to a procedural-due-process violation. View "Cunningham v. Castloo" on Justia Law

Plaintiff filed suit under 42 U.S.C. 1983 alleging that MTM's failure to pick him up violated his purported right to non-emergency medical transportation under various federal regulatory and statutory Medicaid provisions.The Fifth Circuit affirmed the district court's dismissal of plaintiff's claims, joining its sister circuits in holding that a section 1983 claim may not be brought to enforce an administrative regulation. The court explained that this conclusion is consistent with the principle that federal rights are created by Congress, not agencies of the Executive Branch, as the Supreme Court has affirmed on various occasions. The court also held that none of the statutory provisions invoked by plaintiff clearly and unambiguously create a right to non-emergency medical transportation, as established precedents require for a claim under section 1983. View "Thurman v. Medical Transportation Management, Inc." on Justia Law

The Fifth Circuit denied petitioner's application for a certificate of appealability (COA). Petitioner was sentenced to death for shooting and killing a police officer. The court held that petitioner's claims, that his sentence violates the Eighth and Fourteenth Amendments because it was based on the jury's unreliable and inaccurate predictions about his future dangerousness, are procedurally defaulted and substantively meritless. Likewise, petitioner's claim that his sentence violates the Due Process Clause is also procedurally defaulted and substantively meritless. Finally, petitioner's claim that the Eighth Amendment prohibits his execution because of how much time he has spent on death row is unexhausted and unreviewable in federal habeas. View "Buntion v. Lumpkin" on Justia Law

Plaintiff filed suit against defendant and the Hoopa Valley Tribe for violations of state tort and contract law. The district court, ruling on a Federal Rule of Civil Procedure 12(b)(1) motion to dismiss, found sovereign immunity barred suit against defendant, in his official capacity, and the Hoopa Valley Tribe, dismissing the claims with prejudice.The Fifth Circuit held that it lacked original jurisdiction, concluding that the district court did not have federal-question jurisdiction over this case; the Hoopa Valley's presence as a party to the suit destroyed complete diversity and thus the district court did not have diversity jurisdiction under 28 U.S.C. 1332; and the district court did not have supplemental jurisdiction over this case under 28 U.S.C. 1367. The court also held that the district court erred when it dismissed claims pursuant to Rule 12(b)(1) with prejudice. Accordingly, the court vacated in part, affirmed the dismissal in part, reversed in part, and remanded with instructions to dismiss without prejudice. View "Mitchell v. Bailey" on Justia Law

Plaintiff filed suit against the unions she was affiliated with, as well as a maritime association, for sexual harassment under federal employment law, arguing that defendant's conduct created a hostile work environment. Plaintiff also filed suit against defendant himself for intentional infliction of emotional distress (IIED) under Texas state law. The district court entered a default judgment in plaintiff's favor on the IIED claim and plaintiff ultimately prevailed at trial against the other defendants.The Fifth Circuit first held that a party's failure to file a motion to set aside a default judgment in the district court does not prevent the party from appealing that judgment to the court. On the merits, the court vacated the default judgment on the IIED claim, concluding that plaintiff could not pursue an IIED against defendant in light of the other statutory remedies available to plaintiff. The court explained that a plaintiff generally cannot sustain an IIED claim if the plaintiff could have brought a sexual harassment claim premised on the same facts. In this case, the gravamen of plaintiff's IIED claim is for sexual harassment; plaintiff used defendant's conduct as a basis for her Title VII claims against the other defendants; plaintiff ultimately prevailed on those claims against the union; and the availability of those statutory remedies on the same facts forecloses her IIED claims against defendant. Accordingly, the court remanded for further proceedings. View "Stelly v. Duriso" on Justia Law

Plaintiff filed suit against her former employer, UMC, alleging age discrimination in violation of the Age Discrimination in Employment Act of 1967 (ADEA). Plaintiff claimed that she and several other elderly employees were fired and replaced by younger respiratory therapists, whom UMC paid at a lower rate. Both parties agreed that plaintiff demonstrated a prima facie case of age discrimination and that UMC articulated a legitimate, non-discriminatory basis for her termination.The Fifth Circuit affirmed the district court's judgment in favor of UMC, holding that plaintiff failed to adduce sufficient evidence to create a genuine dispute over the veracity of UMC's proffered reasons for plaintiff's discharge. In this case, UMC's articulated reasons for plaintiff's termination were her poor performance and demonstrated lack of effort to change her behavior. The court concluded that plaintiff failed to present sufficient evidence to create doubt as to whether this reason was a mere pretext for discrimination. View "Salazar v. Lubbock County Hospital District" on Justia Law