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

Petitioner Tina Marie Somerlott appealed a district court's dismissal of her claims against Cherokee Nation Distributors, Inc and CND, LLC ("CND") for lack of subject-matter jurisdiction. Petitioner brought federal employment discrimination claims against CND, alleging violations of Title VII of the Civil Rights Act of 1964 and the Age Discrimination in Employment Act. After allowing discovery by both parties, the district court concluded CND was immune from suit under the doctrine of tribal sovereign immunity and, therefore, dismissed Petitioner's complaint in its entirety. Upon review of the district court record, the Tenth Circuit agreed with the court's reasoning and affirmed its decision. View "Somerlott v. Cherokee Nation Distributors, et al" on Justia Law

Plaintiff-Appellant Elizabeth A. Bertsch appealed the grant of summary judgment in favor of her former employer, Defendant-Appellee Overstock.com, on her hostile work environment and retaliation claims, and appealed the denial of leave to amend to add a disparate-treatment claim, all under Title VII of the Civil Rights Act, 42 U.S.C. 2000e-e17. Plaintiff claimed that working next to another employee "notorious" for viewing sexually explicit videos at work and making misogynistic comments made work a hostile work environment. Despite her "clean" record, she and the offending co-worker were reprimanded for contributing to the work environment and instructed to work more cooperatively. Cooperative efforts ultimately failed, and Plaintiff was eventually fired; the employer elected to terminate Plaintiff because the situation between Plaintiff and the co-worker "was not ever going to resolve itself." Overstock viewed Plaintiff as a "difficult, high-maintenance employee who left the company with no choice but to part ways." Upon review, the Tenth Circuit found that Plaintiff did not exhaust her administrative remedies prior to bringing her disparate treatment claim before the Court. Accordingly, the Court held Plaintiff could not bring her Title VII action based on claims that were not part of the timely-filed EEOC charge for which she received a right-to-sue letter. Otherwise, the Court affirmed the district court's dismissal of the hostile work environment sexual harassment claim (and denial of leave to amend). The Court reversed the district court on Plaintiff's retaliation claim. The case was remanded for further proceedings. View "Bertsch v. Overstock.com" on Justia Law

Plaintiff-Appellant Equal Employment Opportunity Commission ("EEOC") on behalf of Jessica Chrysler ("Employee"), appealed a district court's grant of summary judgment in favor of Defendant-Appellee The Picture People ("Employer"). The district court granted summary judgment on the basis that Employee could not establish that she was qualified (with or without accommodation) to perform an essential function of her job as a "performer" in Employer's store. It also concluded that Employee's retaliation claim failed because she could not perform an essential function of the job, and that she offered no evidence that Employer's legitimate, non-discriminatory reasons were pretextual. Upon review of the district court record, the Tenth Circuit found no error and affirmed. View "EEOC v. The Picture People, Inc." on Justia Law

Petitioners Leroy and Glenda Morris brought suit under 42 U.S.C. 1983 and the Supremacy Clause to challenge the Oklahoma Department of Human Services' ("OKDHS") denial of Mrs. Morris' application for Medicaid benefits as inconsistent with federal law. After calculating the couple's resources and the Community Spouse Resource Allowance (CSRA), OKDHS determined that the Morrises were ineligible for benefits. In an effort to "spend down" their excess resources, the Morrises purchased an actuarially sound annuity payable to Mr. Morris. Despite this purchase, OKDHS determined that Mrs. Morris remained ineligible. The district court granted summary judgment in favor of OKDHS, upholding the agency's application of the Medicaid statutes. Upon review, the Tenth Circuit reversed and remanded the case for further proceedings. A couple may convert joint resources (which may affect Medicaid eligibility) into income for the community spouse (which does not impact eligibility) by purchasing certain types of annuities. In other words, a couple may purchase a qualifying annuity payable to the community spouse in addition to the community spouse's retention of the CSRA. View "Morris v. Oklahoma Dept. of Human Svcs." on Justia Law

Plaintiff-Appellant Cinnamon Hills Youth Crisis Center ran a residential treatment facility in St. George, Utah for young people with mental and emotional disorders. It wanted to expand its operations with a "step-down" program hereby participants would live in a separate facility with more responsibility and autonomy that other students in preparation for reentry to society. Cinnamon Hills applied to the City for a zoning variance to use the top floor of a hotel it owned for the program, the City denied its request. Cinnamon Hills subsequently sued the City for discrimination against the disabled. The district court granted summary judgment in favor of the City, and Cinnamon Hills appealed. Upon review of the district court record, the Tenth Circuit found that Cinnamon Hills could not prove by the evidence on record, instances of discrimination as it alleged. Accordingly, the Court affirmed the district court's decision in dismissing Cinnamon Hills' claims. View "Cinnamon Hills Youth Crisis v. Saint George City" on Justia Law

Plaintiff-Appellant Teresa Hernandez sued Defendant-Appellee Valley View Hospital Association for race and national origin discrimination in violation of Title VII of the Civil Rights Act of 1964, 42 U.S.C. 2000e to 2000e17. The district court granted summary judgment for Valley View on Plaintiff's claims for hostile work environment and constructive discharge, and dismissed her retaliation claim as time-barred. The court characterized Plaintiff's evidence as only "a handful of racially insensitive jokes and comments over a period of more than three years, which, while not laudable, would not support a racial or national origin hostile work environment claim." Plaintiff appealed the grant of summary judgment to the hospital. Upon review, the Tenth Circuit reversed, finding that Plaintiff did "marshal" sufficient hostile work environment evidence to withstand summary judgment. The Court also reversed the grant of summary judgment as to Plaintiff's constructive discharge claim. Accordingly, the case was remanded to the district court for further proceedings. View "Hernandez v. Valley View Hospital" on Justia Law

Plaintiff-Appellant Dr. Ann Elaine Campbell put horses out to pasture on land she owns in two Oklahoma municipalities, Defendants-Appellees the City of Spencer (the City) and the Town of Forest Park (the Town). After an animal-welfare investigation, City and Town authorities executed search warrants and seized 44 horses from her properties. The two municipalities successfully petitioned a state court to order forfeiture of the horses unless the owner posted a security bond to pay for their maintenance from the date of seizure. After unsuccessfully appealing the forfeiture and bond determinations in state court, Plaintiff filed an action under 42 U.S.C. 1983 in federal court against the City and the Town, alleging that they violated the Fourth Amendment by unlawfully searching her property and seizing her horses; the Fifth Amendment by depriving her of her horses without due process or just compensation; and the Eighth Amendment by obtaining an excessive fine through an unreasonable forfeiture bond. The court held that it lacked jurisdiction under the "Rooker-Feldman" doctrine. On appeal Plaintiff contended that the district court erred in applying the Rooker-Feldman doctrine. Upon review, the Tenth Circuit affirmed in part, reversed in part, and remanded for further proceedings: "[The Court] agree[d] that the district court lacked jurisdiction to consider the Fifth and Eighth Amendment claims, which [were] barred by Rooker-Feldman because they challenged the state court judgment; but it erred in dismissing the Fourth Amendment claims to the extent that they concern[ed] preforfeiture events." View "Campbell v. City of Spencer" on Justia Law

Plaintiff-Appellant Judy Jaramillo appealed a grant of summary judgment in favor of Defendant-Appellee Adams County School District 14 on her 42 U.S.C. 1981 claim for race discrimination. Plaintiff was employed as principal of Hanson PreK-8 school. More than 70% of the students attending Hanson are Hispanic, and Plaintiff was the only Hispanic principal in the District. In 2008, the District contemplated policy changes, including implementing an English Language Learners policy, which stresses English immersion (rather than teaching subjects in Spanish as well as English), and operating Hanson on the same academic year as other schools in the District. These proposals were controversial in the Hispanic community and apparently with some of the teachers at Hanson. Dr. Sue Chandler, interim superintendent of the District, received a copy of an e-mail about a planned teachers’ meeting before the public study session which contained false and inaccurate information. Dr. Chandler met with Plaintiff to ask for the name of the person who had misinformed her as to the specifics of the policy. Plaintiff refused to give the name. They met again later in the afternoon and Dr. Chandler questioned Plaintiff about her lack of support for the administration’s policy, and requested that Plaintiff provide Dr. Chandler with the name of the person who informed Plaintiff about the Board’s upcoming study session. Dr. Chandler informed Plaintiff that failing to provide the name would result in disciplinary action. Plaintiff refused to provide the name. Dr. Chandler placed Plaintiff on paid administrative leave; Plaintiff was subsequently notified by letter that Dr. Chandler recommended Plaintiff's termination. Upon review, the Tenth Circuit affirmed the grant of summary judgment: "What the record does reveal in this case is disagreement about administrative policy choices --hardly infrequent in the education setting. But that does not constitute pretext [of discrimination]." View "Jaramillo v. Adams County School Dist. 14" on Justia Law

Plaintiff-Appellant David R. Ribeau, Jr., appealed a district court's grant of summary judgment to Defendants-Appellees Dean Katt and Richard Smith. The district court dismissed Plaintiff's 42 U.S.C. 1983 claim alleging that Defendants violated his right to procedural due process under the Fourteenth Amendment to the U.S. Constitution. Mr. Smith was Plaintiff's immediate supervisor at the Unified School District 290 (USD 290) in Ottawa, Kansas. Plaintiff worked as a maintenance mechanic. In 2008, Plaintiff was fired after 24 years on the job for alleged poor work performance. Mr. Katt, USD 290's superintendent, told Plaintiff that the USD 290 Board of Education had given its approval for his termination. Due to the Defendants' representations, Plaintiff believed he could not file a grievance because the Board had already approved his termination. The Board, however, had not yet given its approval: the Board did not approve Plaintiff's termination until approximately one month later. The district court found Plaintiff was an at-will employee and had no protected property interest in his continued employment. Plaintiff timely appealed to the Tenth Circuit. Upon review, the Court found that any entitlement Plaintiff had to a pre-termination Board hearing derived from his express employment contract. The language of that contract was unambiguous and did not provide for a pre-termination hearing before the Board. Plaintiff therefore had no legitimate claim of entitlement to a pre-termination hearing under state law, and the district court was correct to dismiss his 1983 claim. View "Ribeau v. Katt" on Justia Law

Plaintiff-Appellee/Cross-Appellant Robert Newton alleged Major John R. Teter and Lieutenant Colonel Wayne E. Lee of the Utah Air National Guard violated his due process rights when they suspended and subsequently withdrew his Air Traffic Control Specialist (ATCS) certificate, and when they suspended his employment as an Air Traffic Control Supervisor at Hill Air Force Base in Utah. The district court granted summary judgment to defendants on Plaintiff's due process claim regarding the suspension of his employment. It denied summary judgment on Plaintiff's due process claim regarding the withdrawal of his ATCS certificate, holding this claim was not barred by qualified immunity or by intramilitary immunity under the "Feres" doctrine. In this interlocutory appeal, Defendants challenged the denial of qualified immunity and intramilitary immunity on Plaintiff's ATCS certificate claim. Plaintiff cross-appealed the grant of summary judgment on his employment claim. Upon review, the Tenth Circuit held that Plaintiff's ATCS certificate was not barred by the "Feres" doctrine, and that the Court had no jurisdiction over the interlocutory appeal from the denial of qualified immunity to defendants. The Court declined to exercise pendent jurisdiction over Plaintiff's cross-appeal. View "Newton v. Lee, et al" on Justia Law