Justia U.S. 10th Circuit Court of Appeals Opinion Summaries

Plaintiff Willie Barlow, Jr., appealed the district court’s grant of summary judgment in favor of his former employer, C.R. England, Inc., on his claims for race discrimination, wrongful discharge in violation of Colorado public policy, and failure to pay overtime in violation of the Fair Labor Standards Act (FLSA). England employed Plaintiff as a security guard and also paid him to perform janitorial work through a company Plaintiff formed. Plaintiff began receiving workers’ compensation benefits after he sustained an injury at work in June 2007. In November, England terminated its janitorial services contract with Plaintiff's company. A few months later, England fired Plaintiff from his security guard position after he failed to notice and report a theft of several trailer doors from England’s premises. The district court concluded that: (1) there was no evidence England fired Plaintiff for race-based reasons, or in retaliation for his workers’ compensation claim; (2) Plaintiff performed his janitorial work as an independent contractor, not an employee, and thus could not assert a claim for wrongful discharge from that position; and (3) Plaintiff's status as an independent contractor precluded an FLSA claim for overtime. Upon review, the Tenth Circuit affirmed with regard to Plaintiff's claims for discrimination and violation of the FLSA. The Court reversed, however, Plaintiff's state-law claim for wrongful discharge. View "Barlow, Jr. v. C.R. England Inc." on Justia Law

Plaintiffs Fireman's Fund Insurance Company and Zurich Insurance Company Ltd., as subrogees of Boart Longyear, Inc., sued Defendants Thyssen Mining Construction of Canada Ltd. and Mudjatik Thyssen Mining Joint Venture (MTM) in New Mexico for negligence relating to the collapse of a mine that MTM was excavating in Canada. The district court dismissed MTM for lack of personal jurisdiction and dismissed the entire case under the forum non conveniens doctrine. The Plaintiffs appealed. Finding that Plaintiffs' arguments "stretch[ed] the agency theory too far," the Tenth Circuit affirmed the dismissal of MTM for lack of personal jurisdiction, but reversed the dismissal of Plaintiffs' complaint under forum non conveniens. "The district court's dismissal of Plaintiffs' claims was premature because [a] Canadian court has not yet ruled on Defendants' statute of limitations defense. Until this ruling occurs, the availability of the Canadian court as an adequate alternative forum is unclear and dismissal of the case in New Mexico risks depriving the Plaintiffs of any forum." View "Fireman's Fund, et al v. Thyssen Mining Construction, et al" on Justia Law

Cordero Mining LLC (Cordero) sought review of a Decision and Order of an Administrative Law Judge (ALJ) issued on December 5, 2011, which found that Cordero violated section 105(c) of the Federal Mine Safety and Health Act of 1977 by terminating employee Cindy L. Clapp. Cordero requested that judgment be entered in its favor and that the Tenth Circuit (a) vacate the ALJ's finding that Cordero violated the Act, (b) vacate the ALJ's orders that Ms. Clapp be reinstated, that she be paid back-pay, that Cordero's files remove reference to her termination, and that a copy of the decision and order be posted, and (c) vacate the penalties imposed by the ALJ. The Federal Mine Safety and Health Review Commission denied review of the ALJ's decision. The Tenth Circuit denied the petition for review and affirmed the order of the ALJ. "[A]fter reviewing the record as a whole, we find substantial evidence to support the ALJ's finding of discrimination and decision to award full back pay. In addition, the penalty imposed was not excessive or an abuse of discretion." View "Cordero Mining LLC v. FMSHR" on Justia Law

Avaya Inc. ("Avaya") appealed a district court's ruling compelling arbitration of its labor dispute with the Communication Workers of America ("CWA") over the legal status of a class of Avaya employees called "backbone engineers." The union viewed the backbone engineers as non-represented "occupational" employees and legitimate objects for its organizing campaigns, while Avaya saw them as managers outside the scope of the company's labor agreements. CWA contended the parties' collective bargaining agreement ("CBA") required any dispute over the status of backbone engineers to be resolved in arbitration. Avaya maintained the parties did not consent to arbitrate the status of its backbone engineers and accused CWA of trying to unilaterally enlarge the CBA to encompass disputes over company management. Having reviewed the CBA and the evidence submitted to the district court, the Tenth Circuit agreed with Avaya's position and reversed the district court's order compelling arbitration. View "CWA v. Avaya, Inc." on Justia Law

This case arose out of the Boeing Company’s 2005 sale, to Spirit AeroSystems, Inc. of facilities in Wichita, Kansas, and Tulsa and McAlester, Oklahoma. Boeing terminated the Division's entire workforce of more than 10,000. The next day, Spirit rehired 8,354 employees, who had been selected by Boeing’s managers. Although older employees predominated in the workforce both before and after the sale, a lower percentage of older workers than younger ones were rehired. The plaintiffs sued, seeking to be declared a class of about 700 former Boeing employees who were not hired by Spirit. The Employees alleged, among other things, that Boeing, Onex, and Spirit violated the Age Discrimination in Employment Act (ADEA), the Employee Retirement Income Security Act (ERISA), Title VII of the Civil Rights Act of 1964 (Title VII), and the Americans with Disabilities Act (ADA). In two separate orders, the district court granted summary judgment on the Employees’ Title VII and ADA claims, and their ERISA and ADEA claims. The court denied the Employees’ motion for reconsideration. Upon review of the Employees' claims on appeal, the Tenth Circuit found no error in the district court's judgment and affirmed the grant of summary judgment. View "Apsley v. Boeing Co." on Justia Law

The plaintiffs filed this action against Cox Enterprises, Inc., on behalf of themselves as well as a putative class consisting of all persons in the United States who subscribe to Cox for so-called premium cable and who paid Cox a monthly rental fee for the accompanying set-up box. In order to receive full access to Cox’s premium cable services the plaintiffs had to rent the set-up box from Cox. The plaintiffs alleged that this constituted an illegal tie-in in violation of the Sherman Act. The case came before the Tenth Circuit on the district court's denial of their request for class certification. Upon review of the materials filed with the Court and the applicable law, the Tenth Circuit concluded the case was not appropriate for immediate review, and denied plaintiffs' request. View "Gelder, et al v. CoxCom Inc., et al" on Justia Law

Plaintiff Gol TV produces soccer-related television programming, while Defendants EchoStar Satellite Corporation and EchoStar Satellite L.L.C. (known as DISH Network) distribute television programming to individual viewers via satellite. From 2003 until 2008, Gol TV’s programming was made available to subscribers of certain EchoStar service packages in exchange for EchoStar’s payment to Gol TV of contractually determined licensing fees. Gol TV brought a breach-of-contract suit against Echostar to recover monies due under the contract. The issue on appeal central to this dispute involved: (1) the calculation of licensing fees for the final ten days of the contract period; and (2) the accrual of interest for overdue payments. Upon review of the contract at issue, the Tenth Circuit agreed with the district court's interpretation and affirmed its disposition of the case. View "Gol TV v. Echostar" on Justia Law

Petitioner Lisa McBride was an accountant who worked as Respondent Peak Wellness Center’s business manager for about nine years. Peak terminated her in 2009, citing job performance and morale issues. Petitioner claimed she was terminated in retaliation for bringing various accounting improprieties to the attention of Peak’s Board of Directors. Petitioner brought several federal and state-law claims against Peak: (1) whistleblower retaliation under the federal False Claims Act (FCA); (2) violations of the federal Fair Labor Standards Act (FLSA); (3) breach of employment contract; (4) breach of implied covenant of good faith and fair dealing; (5) defamation; and (6) a federal sex discrimination claim under Title VII of the Civil Rights Act. After discovery, Peak moved for summary judgment on all claims, and the district court granted the motion. Petitioner appealed, arguing that significant issues of material fact remained unresolved and that her claims should have proceeded to trial. She also appealed district court’s denial of an evidentiary motion. Finding no error in the district court’s decision, the Tenth Circuit affirmed its grant of summary judgment in favor of Peak. View "McBride v. Peak Wellness Center Inc." on Justia Law

Petitioner Qwest Corporation sought review of an order of the Federal Communications Commission which denied Qwest’s petition for regulatory forbearance pursuant to 47 U.S.C. 160(a). Qwest filed a petition with the Commission in March 2009 seeking relief from certain regulations pertaining to telecommunications services in the Phoenix, Arizona, metropolitan statistical area (MSA). The Commission denied the petition, citing insufficient evidence of sufficiently robust competition that would preclude Qwest from raising prices, unreasonably discriminating, and harming consumers. Qwest challenged the Commission’s decision only as it pertained to Qwest’s mass-market retail services. Upon review, the Tenth Circuit denied Qwest's petition: "We are not a 'panel of referees on a professional economics journal,' but a 'panel of generalist judges obliged to defer to a reasonable judgment by an agency acting pursuant to congressionally delegated authority.'" The Court found the Commission's order was not "arbitrary, capricious, an abuse of discretion, or otherwise not in accordance with law." View "Qwest Corp. v. Fed. Communications Comm'n" on Justia Law

Eureka Water Company contended that a 1975 agreement granted it the exclusive license in 60 Oklahoma counties to sell spring water and other products using the "Ozarka" trademark. It sued Nestle Waters North America, Inc., the current owner of the Ozarka trademark, to obtain a declaratory judgment of that right and to obtain monetary relief under several theories, including breach of contract, tortious interference with business relations, unjust enrichment, and promissory estoppel. A jury found for Eureka on its contract and tortious interference claims, and the district court entered a judgment declaring that the 1975 agreement granted Eureka the exclusive right that it claimed in the Ozarka mark. In a post-verdict ruling, the district court denied as duplicative Eureka's equitable claims based on unjust enrichment and promissory estoppel. Nestle appealed. The Tenth Circuit agreed with most of Nestle's principal arguments. First, the Court reversed the district court's denial of Nestle's motion for JMOL on the contract claim because the 1975 agreement unambiguously did not cover spring water and under Oklahoma contract law. The Court reversed the denial of JMOL on the tortious-interference claim because Eureka failed to show that Nestle's decision to charge Eureka what it charged other vendors for bottled water was not privileged or justified. Third, the Court affirmed the denial of Eureka's unjust enrichment claim because the claim is based on the false premise that Eureka's license to use the Ozarka trademark covers spring water. The Court reversed, however, the denial of Eureka's promissory-estoppel claim, and remanded that claim for further consideration by the district court. View "Eureka Water Company v. Nestle Waters North America" on Justia Law