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

The case involves Sharon Lewis, an African-American woman who worked as an assistant athletic director for Louisiana State University’s (LSU) football team. Lewis alleges that she experienced and witnessed numerous instances of racist and sexist misconduct from former head football coach Les Miles and that she received complaints of sexual harassment from student workers that she oversaw. In 2013, LSU retained Vicki Crochet and Robert Barton, partners of the law firm Taylor, Porter, Brooks & Phillips LLP, to conduct a Title IX investigation of sexual harassment allegations made against Miles. The report and its contents were kept confidential, and allegations brought by the student complainants were privately settled.The district court dismissed Lewis's Racketeer Influenced and Corrupt Organization Act (RICO) claims against Crochet and Barton because Lewis’s claims were time-barred and she failed to establish proximate causation. On appeal of the dismissal order, a panel of this court affirmed the district court on the grounds that Lewis knew of her injuries from alleged racketeering as early as 2013, and thus the four-year statute of limitations had expired before she filed suit in 2021.The district court ordered Lewis to file a motion to compel addressing the lingering “issues of discoverability and the application of [its Crime-Fraud Exception Order].” The district court denied Crochet and Barton’s motion for a protective order and compelled the depositions of Crochet and Barton and the disclosure of documents drafted during the 2013 investigation. Crochet and Barton timely appealed.The United States Court of Appeals for the Fifth Circuit reversed the district court’s Crime-Fraud Exception Order and remanded for proceedings consistent with this opinion. The court concluded that the district court clearly erred in holding that Lewis established a prima facie case that the Board violated La. R.S. 14:132(B) and that the alleged privileged communications were made in furtherance of the crime and reasonably related to the alleged violation. View "Lewis v. Crochet" on Justia Law

Joseph Work, a former employee of Intertek, filed a collective action against the company for unpaid overtime, liquidated damages, attorneys’ fees, and relief for the collective class. Intertek objected to the judicial forum and requested arbitration. The dispute centered on whether the agreed-upon Arbitration Agreement provided for individual or class arbitration. Work sought class arbitration, while Intertek sought individual arbitration. Intertek filed a Motion to Compel Individual Arbitration, arguing that the Arbitration Agreement did not contain an express delegation clause and was silent on class arbitration.The United States District Court for the Southern District of Texas ruled that the issue of class arbitrability was delegated to the arbitrator. The court held that the Arbitration Agreement incorporated certain JAMS Rules by reference, which delegate questions of arbitrability to the arbitrator, including the question of class arbitrability. The district court granted Work’s motion to dismiss and denied Intertek’s motion to compel individual arbitration.On appeal to the United States Court of Appeals for the Fifth Circuit, Intertek argued that consent to class arbitration was absent and that the language in the Arbitration Agreement was not clear. The court rejected both arguments, affirming the district court's decision. The court held that the Arbitration Agreement was not ambiguous and that it clearly incorporated the JAMS Rules by reference. The court concluded that the language in the Arbitration Agreement was "clear and unmistakable" in its incorporation of the JAMS Rules, which provide that the arbitrator decides the question of arbitrability. View "Work v. Intertek" on Justia Law

The case involves Thryv, Inc., a company that had a dispute with the union representing some of its sales employees. The union complained to the National Labor Relations Board (NLRB), alleging that Thryv engaged in several unfair labor practices. The NLRB agreed with the union and ordered Thryv to take significant steps to remedy the alleged violations. Thryv petitioned the United States Court of Appeals for the Fifth Circuit for review.Previously, an Administrative Law Judge (ALJ) ruled in favor of the NLRB's General Counsel in part and Thryv in part. The ALJ agreed with the General Counsel that Thryv failed to respond to the Union’s information requests, constituting six unfair labor practices. However, the ALJ disagreed with the General Counsel that Thryv’s layoffs violated the National Labor Relations Act (NLRA), finding that Thryv had bargained in good faith.The NLRB affirmed the ALJ’s finding that Thryv violated the NLRA by failing to comply with the Union’s information requests. However, it disagreed with the ALJ about the layoffs and held them unlawful. The NLRB held that Thryv had an obligation to bargain with respect to the layoffs and that Thryv breached that obligation by presenting the layoffs as a fait accompli and withholding information from the Union that the Union needed to bargain effectively.The United States Court of Appeals for the Fifth Circuit granted Thryv’s petition and vacated the NLRB’s order in part. The court disagreed with the NLRB's conclusion that Thryv's layoffs violated the NLRA. The court held that Thryv was permitted to implement its last best, final offer (LBFO) upon reaching an impasse with the Union. The court found that Thryv complied with the terms of the LBFO, which included providing the Union with thirty days’ notice before initiating layoffs, providing the Union an opportunity to discuss the layoffs, and offering severance payments to the affected employees. Therefore, the court concluded that Thryv's layoffs were lawful so long as Thryv and the Union remained at overall impasse on the date the layoffs occurred. The court also enforced the NLRB’s order requiring Thryv to cease and desist from failing and refusing to furnish the Union with requested information that is relevant and necessary to the Union’s performance of its functions as the collective-bargaining representative of its employees. View "Thryv v. National Labor Relations Board" on Justia Law

Rick Milteer, a disabled veteran and an observant African American Messianic Jewish believer, was employed by Navarro County, Texas, in its Texoma High Intensity Drug Trafficking Area (HIDTA) division as an Information Technology (IT) manager. Milteer alleged that he faced discrimination, retaliation, and failure to accommodate in violation of Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act of 1990, and the Texas Commission on Human Rights Act. His claims were based on his supervisor's refusal to allow him to work remotely while recovering from surgery and during the Covid-19 pandemic, and his subsequent suspension and termination after he discovered a data breach and reported it.The district court granted summary judgment in favor of Navarro County, dismissing all of Milteer's claims. The court found that Navarro County was Milteer's employer and that the County had provided a legitimate, non-discriminatory reason for terminating Milteer's employment. The court also found that Milteer had failed to produce any evidence that he had informed the County of his disabilities or requested an accommodation from the County.The United States Court of Appeals for the Fifth Circuit vacated the district court's judgment and remanded the case for further proceedings. The appellate court found that the district court erred in treating Navarro County and the Texoma HIDTA as separate entities and in failing to impute the actions of Milteer's supervisor to the County. The court held that the Texoma HIDTA was not a legal entity capable of employing individuals, and that the actions and inactions of Milteer's supervisor could be imputed to the County. The court concluded that this error impacted the district court's analysis of Milteer's claims, necessitating a remand for further proceedings. View "Milteer v. Navarro County" on Justia Law

The case involves Marcus Anderson and Reed Clark, current and former employees of Harris County, who allege that Constable Christopher Diaz violated their First Amendment rights. They claim that Diaz instituted reforms to ensure his re-election, which included requiring employees to work on his campaign and retaliating against those who impeded campaign functions. The plaintiffs assert that Diaz had final authority over employment decisions and that his actions resulted in various adverse employment actions, ranging from transfer to termination.The plaintiffs initiated a suit against Diaz and Harris County under 42 U.S.C. § 1983, claiming Diaz violated their First Amendment rights. Harris County filed a motion to dismiss, which the district court granted, finding that Diaz was not a policymaker for Harris County. The district court dismissed all claims against the county with prejudice. Two years later, the district court issued a final judgment regarding the claims against Harris County, allowing the plaintiffs to appeal.The United States Court of Appeals for the Fifth Circuit affirmed the district court's decision. The court agreed with the lower court's finding that Diaz, as a constable of a single precinct, was not a final policymaker for Harris County. The court also rejected the plaintiffs' alternative argument that Harris County was liable for Diaz's employment decisions under a delegation or rubber-stamp theory. The court concluded that the plaintiffs failed to show that the alleged First Amendment violations were the result of an official county policy, and therefore, their claims against Harris County were dismissed. View "Anderson v. Harris County" on Justia Law

The case revolves around the procedural interplay between two Mississippi statutes—the Mississippi Tort Claims Act (MTCA) and the Mississippi Whistleblower Protection Act (MWPA). Mark Johnson, the plaintiff, filed a retaliation complaint under the MWPA, alleging that he was fired from his position as general manager of the Clarksdale Public Utilities Authority (CPU) for reporting inefficiency and incompetence. Johnson later added claims for First Amendment retaliation and breach of contract.The district court held that the procedural requirements of the MTCA applied to Johnson’s MWPA claim, and because the court concluded he didn’t comply with them, it dismissed his claim. The district court also concluded that Johnson’s First Amendment retaliation and breach-of-contract claims were time-barred because the three-year statute of limitations for these claims ran after Johnson filed his first complaint but before he amended to add these claims—and neither claim relates back. Johnson appealed.The United States Court of Appeals for the Fifth Circuit was unable to make a reliable Erie guess as to whether the MTCA’s procedural requirements apply to MWPA claims because it lacked clear guidance from Mississippi courts on how the two statutes interrelate. Therefore, the court certified this question to the Supreme Court of Mississippi: When a plaintiff brings a claim against the government and its employees for tortious conduct under the MWPA, is that claim subject to the procedural requirements of the MTCA? View "Johnson v. Miller" on Justia Law

The case was heard in the United States Court of Appeals for the Fifth Circuit between former Blue Cube employee Elizabeth Cerda and her former employer, Blue Cube Operations, L.L.C. Cerda had been terminated for receiving pay for hours she did not work and threatening to expose her co-workers to COVID-19. She sued Blue Cube under the Family and Medical Leave Act (FMLA) and Title VII of the Civil Rights Act (Title VII). The district court granted summary judgment to Blue Cube, which Cerda appealed.The Appeals Court reviewed the case de novo and affirmed the district court's grant of summary judgment to Blue Cube. The Court found that Cerda failed to provide sufficient evidence for her FMLA claims. She did not adequately notify Blue Cube of her need or intent to take leave beyond her lunch breaks. The Court also dismissed Cerda's FMLA retaliation and Title VII sex discrimination claims due to lack of evidence of pretext. The Court found that Blue Cube had legitimate, non-retaliatory, and non-discriminatory reasons for terminating Cerda's employment.Furthermore, Cerda's Title VII sexual harassment claim was dismissed as she did not provide evidence that the harassment was based on her sex, was severe or pervasive enough to alter the conditions of her employment, or that Blue Cube had knowledge of the conduct. Lastly, the Court found no abuse of discretion in the district court's denial of Cerda's request to reconvene a deposition on a second day. Thus, the judgment of the district court was affirmed. View "Cerda v. Blue Cube Operations" on Justia Law

In the case considered by the United States Court of Appeals for the Fifth Circuit, employee Michael Ashford sued his former employer, Aeroframe Services, and Aviation Technical Services (ATS), alleging unpaid wages and other damages. The case, which began in Louisiana state court and was later removed to federal court, was complicated by numerous claims and counterclaims among the parties, including third-party defendant Roger Allen Porter, who was Aeroframe's sole principal.Initially, Ashford and other employees pursued claims against Aeroframe and ATS, alleging that negotiations between the two companies led to Aeroframe's insolvency and employees' loss of wages. ATS, in turn, cross-claimed against Aeroframe and Porter, alleging financial losses from its failed attempt to acquire Aeroframe. Porter also cross-claimed against ATS, asserting tortious interference and unfair trade practices.The Court of Appeals previously remanded the case to the district court, finding that the parties were not aligned in their interests at the time of the lawsuit's filing, and the district court lacked jurisdiction due to lack of diversity among the parties. Upon reconsideration, however, the district court found new evidence indicating that the interests of Aeroframe, Porter, and the employees were aligned from the inception of the litigation and that an irrevocable settlement agreement between them existed, allowing removal under the relevant law.The Court of Appeals affirmed the district court's ruling, finding that the non-ATS parties' interests were aligned from the litigation's inception. The Court also affirmed the district court's dismissal of all claims against ATS and the individual judgments against Aeroframe in favor of the employees. View "Ashford v. Aviation Technical Svc" on Justia Law

The United States Court of Appeals for the Fifth Circuit reviewed an appeal from the National Labor Relations Board ("Board") involving Renew Home Health ("Renew"), a company that provides in-home nursing services. The Board had previously determined that Renew had violated the National Labor Relations Act ("Act") by: creating an unlawful oral workplace rule, threatening employees for exercising protected activity, interrogating employees about their concerted activities, and unlawfully terminating an employee named Ann Bornschlegl.Renew contested these findings, maintaining that its Registered Nurse Case Managers are supervisors exempt from the Act, and thus not subject to these violations. However, the court found that Renew had failed to satisfy its burden of proof, noting that the Registered Nurses primarily served in reportorial roles and did not have the authority to independently hire, terminate, or discipline other employees.Further, the court upheld the Board's finding that Renew had conducted coercive investigations and unlawfully terminated Bornschlegl. However, it disagreed with the Board's conclusions that Renew had instituted an impermissible oral workplace rule and had unlawfully threatened Bornschlegl. Therefore, the court partially granted Renew’s petition and partially granted the Board's cross-petition for enforcement. View "Renew Home Health v. NLRB" on Justia Law

The United States Court of Appeals for the Fifth Circuit affirmed the decision of the United States District Court for the Northern District of Texas, which dismissed a False Claims Act (FCA) retaliation lawsuit brought by former employee Dana Johnson against his former employer, Raytheon Co.Johnson alleged that Raytheon retaliated against him for reporting fraudulent misrepresentations that the company made to the US Navy. However, the Court of Appeals ruled that the District Court correctly held that it lacked jurisdiction to review Johnson’s claims implicating the merits of the decision to revoke his security clearance, based on the Supreme Court’s ruling in Department of the Navy v. Egan. The court also affirmed that Johnson failed to present a prima facie case of retaliation for the remaining claim, which involved Johnson being instructed not to report problems to the Navy. The court found that such instructions by Raytheon would not have dissuaded a reasonable worker from reporting to the Navy and therefore did not constitute retaliation.The case centered around Johnson's work for Raytheon, a government defense contractor, on a Navy project which required top-secret security clearance. Johnson claimed that after he reported concerns to managers and supervisors about Raytheon making fraudulent misrepresentation to the Navy, Raytheon began to monitor him, made false accusations about him to the Navy, and ultimately fired him. The Navy found that Johnson had committed security violations, and his security clearance was revoked. Raytheon subsequently terminated Johnson's employment. Johnson filed a lawsuit claiming retaliation, which the District Court dismissed and the Court of Appeals affirmed. View "Johnson v. Raytheon" on Justia Law