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

Plaintiff-appellant Grace Hwang signed a written one-year contract to teach classes over three academic terms at Kansas State University. But before the fall term began, plaintiff received news that she had cancer and needed treatment. She sought and the University gave her a six-month (paid) leave of absence. As that period drew to a close and the spring term approached plaintiff's doctor advised her to seek more time off. She asked the University to extend her leave through the end of spring semester, promising to return in time for the summer term. But according to plaintiff's complaint, the University refused, explaining that it had an inflexible policy allowing no more than six months' sick leave. The University did arrange for long-term disability benefits, but plaintiff alleged it effectively terminated her employment. In response, she filed suit contending that by denying her more than six months' sick leave the University violated the Rehabilitation Act. The district court dismissed her complaint. Subsequently, plaintiff appealed to the Tenth Circuit. "When it comes to satisfying her elemental obligations, Ms. Hwang's complaint fails early on. . . . there’s also no question she wasn’t able to perform the essential functions of her job even with a reasonable accommodation. . . .It perhaps goes without saying that an employee who isn't capable of working for so long isn't an employee capable of performing a job's essential functions - and that requiring an employer to keep a job open for so long doesn't qualify as a reasonable accommodation. After all, reasonable accommodations . . . are all about enabling employees to work, not to not work." The Tenth Circuit affirmed the district court's order. View "Hwang v. Kansas State University" on Justia Law

Dr. Collie Trant was the former Chief Medical Examiner for the State of Oklahoma at a time the office was recovering from a series of public scandals. Trant lost the confidence of the Oklahoma Board of Medicolegal Investigations, and was terminated. Trant filed suit in Oklahoma state court alleging a number of claims under federal and state law in connection with his tenure and termination. Oklahoma subsequently consented to removal of the case to federal court. The federal district court granted summary judgment in favor of the defendants on Trant’s First Amendment retaliation claims brought under 42 U.S.C. 1983. The district court dismissed for lack of standing Trant’s claim seeking a declaratory judgment the Board violated the Oklahoma Open Meetings Act. The court also dismissed Trant’s breach of implied contract claim for failure to state a claim under Oklahoma law. Finding no reversible error with respect to the district court's decision on Trant's First Amendment and breach of implied contract claims, the Tenth Circuit affirmed. With regard to Trant's declaratory judgment claim, the Court reversed and remanded the case for further proceedings. View "Trant v. Medicolegal Investigations, et al" on Justia Law

Plaintiff-appellant Captain Paul Fields of the Tulsa, Oklahoma police department filed a civil rights complaint under 42 U.S.C. 1983 against defendants the City of Tulsa; Charles Jordan, the Chief of Police; and Alvin Daryl Webster, the Deputy Chief of Police. The suit challenged his punishment for objecting to an order requiring him either to attend or to order subordinates to attend a law-enforcement appreciation event hosted by the Islamic Society of Tulsa. He claimed that the punishment violated the First Amendment prohibitions against impairing the rights of free exercise of religion and of association as well as the prohibition against the establishment of religion. He also raised an equal-protection claim. He later sought to amend his complaint to add a claim that his freedom of speech was violated when he suffered retaliation for bringing this lawsuit and a claim that he was denied rights protected by the Oklahoma Religious Freedom Act (ORFA). The district court denied leave to amend and ultimately granted summary judgment for Defendants. Finding no reversible error, the Tenth Circuit affirmed: (1) the Attendance Order did not burden Fields’s religious rights because it did not require him to violate his personal religious beliefs by attending the event; (2) the order did not violate the Establishment Clause because "no informed, reasonable observer would have perceived the order or the event as a government endorsement of Islam;" (3) the Order did not burden Fields’s right of association because it did not interfere with his right to decide what organizations to join as a member; (4) Fields’s equal-protection claim duplicated his free-exercise claim and failed for the same reason; and (5) the district court did not abuse its discretion in denying Fields’s motion to amend the complaint to add ORFA and free-speech retaliation claims because the amendment would have been futile. View "Fields v. City of Tulsa, et al" on Justia Law

In 2007, the Unified School District 500 (USD 500) considered a recommendation to terminate plaintiff-appellant Charles Davis' employment when he was found lying naked on his stomach, sunbathing on the roof of the elementary school where he worked. Plaintiff had worked in the district as a custodian since 1991. Instead, the Board decided upon a suspension without pay for thirty days and demoted him from his position as head custodian. From 2008 to 2012, Davis applied for head custodian positions at seven different schools within USD 500, but was not hired for any of them. In 2008, 2010, and 2011, he filed claims with the Equal Employment Opportunity Commission (EEOC), alleging racial discrimination and later both discrimination and retaliation for filing EEOC claims. In 2012, plaintiff sued USD 500 and Stephen Vaughn, the Director of Human Resources for the district, claiming: (1) retaliation by Vaughn in violation of 42 U.S.C. 1981; (2) retaliation by USD 500 in violation of Title VII and section 1981; and (3) delayed payment of overtime compensation by USD 500 in violation of the Fair Labor Standards Act (FLSA). The district court entered summary judgment in favor of USD 500 and Vaughn. The Tenth Circuit affirmed, refusing to make the inference, as plaintiff suggested, that based on the numerous denials he received, there was a common purpose to retaliate against him. View "Davis v. Unified School District 500, et al" on Justia Law

When negotiations between the Teamsters and Harborlite reached an impasse, management told the union that unless it would agree to the company's final offer it would lock out union members and "immediately begin hiring permanent replacements for locked out employees." Several days later, the company backed off its threat: while it continued the lockout and began hiring new workers, it said that "until further notice" these workers would only be temporary. After three months, the company let its temporary workers go and permitted union members to return to work even though the union never did accept the company's purportedly final offer. The union petitioned the National Labor Relations Board, and the Board agreed with the union that the act of threatening to hire permanent replacement workers violated 29 U.S.C. 158(a)(1). The Board ordered Harborlite to cease making such threats and to post a notice admitting its violation of the law. The union appealed the Board's decision, arguing that Harborlite's lockout was itself unlawful and therefore entitled its union employees to back pay. After review, the Tenth Circuit concluded that the Board did not err in refusing to order additional remedial measures against the company, namely, back pay. View "Teamsters Local Union No. 455 v. NLRB" on Justia Law

A group of employees filed class and collective actions against Tyson Foods, Inc., seeking unpaid wages for time spent on pre- and post-shift activities. After the employees obtained a sizeable verdict and fee award, Tyson unsuccessfully moved for judgment as a matter of law. On appeal, Tyson: (1) challenged the judgment and denial of the motion for judgment as a matter of law; and (2) argued the fee award was excessive. The Tenth Circuit Court of Appeals concluded, after review, that plaintiffs presented sufficient evidence of undercompensation and the district court acted within its discretion in setting the fee award. View "Garcia, et al v. Tyson Foods, et al" on Justia Law

Plaintiff Lucrecia Carpio Holmes appealed a district court’s ruling that her claim for disability benefits under the Employee Retirement Income Security Act (ERISA) was barred due to her failure to exhaust administrative remedies. Finding no reversible error, the Tenth Circuit affirmed. View "Holmes v. Colorado Coalition" on Justia Law

The issue this case presented to the Tenth Circuit on appeal involved involves a dispute concerning the scope of an arbitration clause between Nitro-Lift Technologies, L.L.C. and three of its former employees, plaintiffs Miguel Sanchez, Shane Schneider, and Eddie Howard. Plaintiffs sued Nitro-Lift, claiming it failed to pay overtime wages in violation of both the Fair Labor Standards Act (FLSA), and the Oklahoma Protection of Labor Act (OPLA). Nitro-Lift appealed two district court orders denying its motions to dismiss and compel arbitration, or in the alternative to stay the proceeding pending arbitration, arguing plaintiffs' wage disputes fell within the scope of the arbitration clause. The Tenth Circuit agreed with Nitro-Lift's argument with respect to the wage disputes and arbitration, and as such, reversed the district court's denial of Nitro-Lift's motion to compel arbitration. The case was remanded for further proceedings. View "Sanchez, et al v. Nitro Lift Technologies" on Justia Law

George Cohlmia appealed a district court's decision to award attorney’s fees to St. John Medical Center pursuant to the Health Care Quality Improvement Act (HCQIA). This case arose from two surgeries Cohlmia performed: one patient died as a result of surgery, another was permanently disfigured. After the Hospital conducted an internal review, it concluded Cohlmia failed to follow proper medical protocols, and suspended the doctor’s staff privileges. The district court granted summary judgment in favor of the hospital on all of the doctor’s claims. The Hospital thereafter sought attorney’s fees under the HCQIA. Finding that the district court did not abuse it's discretion in awarding fees under the Act, the Tenth Circuit affirmed. View "Cohlmia, et al v. St. John Medical Center, et al" on Justia Law

Alan Christoffersen drove a truck for United Parcel Service (UPS) until he was struck and killed by an underinsured motorist. After the accident, Christoffersen's heirs sued UPS and its automobile insurer (Liberty Mutual Insurance Group), asserting claims for underinsured motorist (UIM) benefits. All parties moved for summary judgment. The district court granted UPS's motion on the ground that Utah's Worker's Compensation Act provided the exclusive remedy. On the claim against Liberty Mutual, the court granted judgment to the heirs for $10,000. The heirs and Liberty Mutual appealed. Upon review, the Tenth Circuit concluded that Liberty Mutual did not incur liability because UPS validly rejected UIM coverage; therefore, with regard to the claim against Liberty Mutual, the Court reversed the judgment of $10,000 for the heirs and remanded the case with instructions to grant summary judgment to Liberty Mutual on the entire claim. Furthermore, the Court affirmed the grant of summary judgment to UPS because it was not considered a "self insurer" for purposes of Utah's UIM statute. View "Christoffersen v. United Parcel Service, et al" on Justia Law