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

United Parcel Service (UPS) fired Jeff Macon for dishonesty. He claimed that reason was a pretext; he was actually fired in violation of his rights under the Kansas worker’s compensation statute. The district court concluded the uncontested facts showed UPS to have honestly believed Macon was dishonest and discharged him in good faith. Accordingly, it granted UPS' motion for summary judgment. Irrespective of his complaints about pretext and disparate treatment by supervisors, a regional independent union/management grievance panel for UPS conducted an investigation and decided discharge for dishonesty was appropriate. Based upon that independent and informed decision, the Tenth Circuit affirmed the grant of summary judgment. View "Macon v. United Parcel Service, Inc." on Justia Law

In this appeal, the Tenth Circuit considered a novel question: Does issue preclusion apply in bankruptcy court to a final determination in district court that a party waived an issue? Upon review of the circumstances of this case and the applicable statutes, the Court concluded issue preclusion did not apply to the waiver finding here. The Court reversed the judgment of the Bankruptcy Appellate Panel and remanded this case for the bankruptcy court to reinstate its order. View "Clark v. Zwanziger" on Justia Law

Plaintiff-Appellant Steven Smothers sued his former employer Solvay Chemical, Inc. for alleged discrimination against him on the basis of his medical disability in violation of the Americans with Disabilities Act. He worked eighteen years until Solvay fired him, allegedly because of a safety violation and dispute with a co-worker. Plaintiff maintained the company's true motivation was retaliation for his taking medical leave. The district court granted Solvay summary judgment on plaintiff's FMLA and ADA claims and on his state law claim for breach of implied contract. It dismissed the remaining state law claims as moot based on its resolution of plaintiff's breach of contract claim. Upon careful consideration of the facts of this case, the Tenth Circuit reversed the district court on the FMLA and ADA claims, and affirmed on the state law breach of contract claim. View "Smothers v. Solvay Chemicals Inc." on Justia Law

Rebecca Mays appealed the denial of her application for disability benefits. After careful consideration of the Social Security Administration's decision and the district court order affirming the Administration's decision, the Tenth Circuit found no reversible error. View "Mays v. Colvin" on Justia Law

Marcia Eisenhour sued Weber County, three of its county commissioners, and a state judge. According to Eisenhour, the judge sexually harassed her and the County retaliated against her for reporting the harassment. She claimed violations of Utah's Whistleblower Act, the First Amendment, the Fourteenth Amendment’s Due Process and Equal Protection Clauses, and Title VII. The district court granted summary judgment to the defendants on all claims. Eisenhour challenged that ruling and the district court’s exclusion of her testimony on disciplinary proceedings involving the judge. Upon review, the Tenth Circuit affirmed: (1) the exclusion of Eisenhour's testimony during the disciplinary proceedings involving Judge Storey; and (2) the award of summary judgment on the claims against the County for violation of the Fourteenth Amendment’s Equal Protection and Due Process Clauses, liability under Title VII, and violation of the Whistleblower Act relating to the refusal to rehire her. However, the Court concluded that genuine issues of material fact existed on: (1) the claim against the County under the Whistleblower Act and the First Amendment claim based on closing of the Justice Court; and (2) the claims against Judge Storey based on the Fourteenth Amendment's Equal Protection Clause. View "Eisenhour v. Weber County, et al" on Justia Law

The City of Greenwood Village, Colorado fired Police Sergeant Patrick Cillo after an incident involving officers under his command. Sgt. Cillo alleged the City's real motive for firing him was opposition to the union chapter he led. Sgt. Cillo and his union sued the City and three individuals. The district court granted summary judgment for Defendants on all claims. Upon review, the Tenth Circuit concluded that Sgt. Cillo survived summary judgment as to the first three "Pickering/Connick" factors and that the individual defendants were not entitled to summary judgment on qualified immunity grounds. The district court's judgment was reversed and the case remanded for further proceedings. View "Cillo, et al v. City of Greenwood Vilage, et al" on Justia Law

Plaintiff Air Method Corporation terminated a helicopter pilot, Jeff Stackpole, following a 2010 incident. Defendant Office and Professional Employees International Union Local 109 (OPEIU) represented Mr. Stackpole throughout the arbitration process. After the arbitration award was granted in Mr. Stackpole’s favor, Plaintiff filed a complaint against OPEIU Local 109 pursuant to the Railway Labor Act, seeking to vacate the award. On cross-motions for summary judgment, the district court ruled in favor of Defendants, thereby upholding the arbitration award. Plaintiff appealed the district court’s decision. Finding no reversible error, the Tenth Circuit affirmed the arbitration award. View "Air Methods Corporation v. OPEIU, et al" on Justia Law

Petitioner Sara Debord filed suit against her employer, Mercy Health Services of Kansas, for sexual harassment and retaliation in violation of Title VII. Petitioner claimed Mercy knew or should have known that her supervisor created a hostile workplace through unwanted touching and offensive sexual remarks. She also claimed that Mercy did not do enough to prevent sexual harassment in the workplace, and that, when she finally reported the harassment, Mercy retaliated by firing her. After reviewing the evidence at summary judgment, the district court concluded there was no triable issue of material fact. The Tenth Circuit, after its review of the matter, agreed with the district court: the record did not disclose that Mercy knew or should have known about petitioner's allegations of a hostile workplace, and she did not provide a reasonable explanation for the nearly five years she waited to first report the harassment. Nor was there a genuine dispute about whether Mercy honestly held legitimate reasons for terminating Debord based on its conclusion that she was dishonest and disruptive during Mercy's investigation of allegations about her supervisor's conduct and claims she improperly received extra pay. View "Debord v. Mercy Health System of Kansas, et al" on Justia Law

Jose Hernandez, Jr., and Salvador Hernandez were killed by a motorist while they were performing road construction in Oklahoma. Their representative sued their employer, Duit Construction Company, and the motorist and alleged a substantive due process claims against multiple Oklahoma Department of Transportation (ODOT) employees. All ODOT employees (except the director and the resident engineer on the construction project) were dismissed by the district court. The question before the Tenth Circuit in this case was whether the two remaining employees were entitled to qualified immunity. The district judge said no; but because the alleged facts revealed no constitutional violation, the Tenth Circuit reversed. View "Hernandez v. Ridley, et al" on Justia Law

George Roberts said IBM fired him because of his age. He argued an instant message exchange between two of the company’s human resources managers referencing his "shelf life" played a direct role in his eventual discharge. The Tenth Circuit concluded that after its review of the evidence presented at trial, the term "shelf life" had nothing to do with Roberts’s age and everything to do with his workload. "Once its euphemisms and acronyms are translated into English, the instant message conversation unmistakably suggests that 'shelf life' was nothing worse than an inartful reference to Mr. Roberts’s queue of billable work. And that is more than enough to preclude it from amounting to direct evidence of discrimination in violation of the federal Age Discrimination in Employment Act." View "Roberts v. IBM" on Justia Law