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

Plaintiff John Ensey was employed by both Defendant Ozzie’s Pipeline Padder, Inc. (Ozzie’s) and Rockford Corporation when he was severely injured. He sued Ozzie’s but was denied relief on the ground that Ozzie’s was protected by the exclusive-remedy provision of the New Mexico Workers’ Compensation Act. Plaintiff appealed, contending that Ozzie’s could not invoke the exclusivity provision because it failed to show that it contributed to paying for the workers’ compensation policy obtained by co-employer Rockford. Upon review, the Tenth Circuit concluded that under New Mexico law Ozzie’s was protected by the exclusivity provision because its contract with Rockford required Rockford to obtain workers’ compensation insurance for Plaintiff, and Plaintiff failed to produce evidence to overcome the inference that Ozzie’s therefore contributed to paying the insurance premium. Accordingly, the Court affirmed the district court's judgment that denied him relief.

Pro se Petitioner Katherine Slocum appealed the district court's dismissal with prejudice her claims against Corporate Express U.S., Inc., Corporate Express Office Products, Inc., (Corporate Express), Cox Communications Central II, Inc., Cox Oklahoma Telcom, LLC, Coxcom, Inc., (Cox), Journal Broadcast Group, Inc., and Journal Broadcast Group of Kansas, Inc., (Journal Broadcast). Petitioner's suit revolved around allegations that Defendants engaged in illegal surveillance, harassment and discrimination. The complaint, which sought $40 million in actual damages and $20 million in punitive damages, also asserted claims of (among other things) trespass, computer crime, slander, aggravated assault, violations of the Americans with Disabilities Act, insurance fraud, contributory negligence, and wrongful termination. The district court concluded that Petitioner's allegations failed to survive motions to dismiss. On appeal in a 63-page brief, Petitioner mainly re-alleged the claims made at the district court and contends that they were improperly dismissed, in addition to making other procedural and substantive arguments. The Tenth Circuit reviewed other contentions raised by Petitioner in this appeal and found them to be without merit. Some of these arguments, along with new factual assertions, were first made in her reply brief, which the Court declined to consider. Accordingly the Court affirmed the district court's dismissal.

Plaintiff Dennis Carter began working as a directional driller at Pathfinder Energy Services, Inc., in December 2004. Two years later, declining health had caused a reduction in Plaintiff's workload. Pathfinder fired Plaintiff for "gross misconduct" based primarily on an altercation that he had had with a coworker and his language and attitude during a conversation with his supervisor. Plaintiff sued Pathfinder in federal district court, alleging that Pathfinder had violated his rights under the Americans with Disabilities Act (ADA) and the Employee Retirement Income Security Act (ERISA). He also alleged that Pathfinder had breached his implied-in-fact employment contract. The district court granted summary judgment in favor of Pathfinder on all three claims. Upon careful review, the Tenth Circuit reversed the district court’s grant of summary judgment on Plaintiff's ADA claim, but affirmed the grant of summary judgment on the remaining claims. Specifically, the Tenth Court held that "[a] reasonable jury could conclude that [Plaintiff] has made out a prima facie case of discrimination and has established that Pathfinder’s asserted justification for his firing was pretextual. At this stage of the case, that is enough." The Court remanded the case for further proceedings on the ADA claim.

Plaintiff James Williams appealed a district court's denial of his motion for leave to proceed in forma pauperis (IFP) to file a complaint and have it served. In June 2011, Mr. Williams filed a complaint against his former employer, Cherokee Nation Entertainment, LLC, alleging he was terminated in violation of the Family Medical Leave Act of 1993. Plaintiff petitioned the district court for leave to proceed IFP and provided an affidavit alleging he was unemployed and disabled, and thus unable to pay the cost to file his suit. Plaintiff reported average monthly income from unemployment benefits and education assistance totaling $2,200, and monthly expenses totaling $300. Additionally, Plaintiff listed assets of $1025 and debt for unpaid medical bills. The district court determined that Plaintiff was able to pay court fees and costs and therefore denied his petition. Finding no error in the district court's ruling, the Tenth Circuit affirmed the district court. Plaintiff also petitioned for leave to proceed IFP on appeal. The Court granted that motion based upon an updated affidavit and financial declaration Plaintiff provided on appeal.

Plaintiff Cynthia Anderson appealed a district court's grant of summary judgment in favor of Defendant Cato Corporation on her claim of discrimination under the Pregnancy Discrimination Act. A month or two after Cato terminated her employment, Plaintiff asked for a letter stating the reasons for her termination so that she could apply for public health benefits. A Cato supervisor wrote that Plaintiff "was terminated due to pregnancy related illnesses. [Plaintiff] needed off three weeks for bed rest required by a doctor. However, according to Cato policy a part time sales associate has to be release[d] if she/he needs off for longer than seven days unless she/he has been employed for 365 days. [Plaintiff] did not apply to the guidelines; therefore she was forced to be terminated." The supervisor's undisputed testimony was that Plaintiff "told me that she needed me to put on [the letter] it was because of her pregnancy." After Plaintiff filed suit, Cato moved for summary judgment. The district court determined that the letter was not direct evidence of discrimination. The court considered it "significant" that Plaintiff asked for the letter and told her supervisors what the letter should state as reasons for her termination. The court concluded that Plaintiff could establish a prima facie case for discrimination but that the evidence did not raise a disputed issue of material fact. Upon review, the Tenth Circuit concluded that the letter was indeed not direct evidence of discrimination, and agreed with the district court's reasoning that Plaintiff could make a prima facie case but that summary judgment was appropriate.

Defendant United Parcel Service, Inc. (UPS) appealed a jury verdict that awarded Plaintiff Keith Jones $2.5 million in actual and punitive damages based on UPS's retaliatory discharge in violation of Kansas common law. Plaintiff alleged, and the jury found, that UPS terminated Jones in retaliation for filing a workers' compensation claim. UPS alleged on appeal that (1) it was entitled to judgment as a matter of law on Jones's retaliation claim; (2) the district court erred in giving two improper jury instructions; (3) it was entitled to judgment as a matter of law on Jones's claim for punitive damages; (4) the district court erred in allowing the jury to decide the amount of punitive damages; and (5) the jury's award of $2 million in punitive damages violated its federal due process rights. Upon review, the Tenth Circuit affirmed in part and reversed in part, and remanded the case for further proceedings. The Court found that the evidence presented supported a reasonable inference in support of Plaintiff's retaliation claim. Therefore, the Court affirmed the district court's conclusion that UPS was not entitled to judgment as a matter of law on Plaintiff's retaliation claim. The Court also concluded that the jury instructions in this case, "although not a model of clarity," were not improper and that UPS, based on the evidence presented, was not entitled to judgment as a matter of law on Plaintiff's claim for punitive damages. The Court ultimately concluded the district court did not err in instructing the jury to determine the proper amount of punitive damages in this case. Finally, the Court concluded that the jury's $2 million punitive damage award was excessive and violated UPS's federal due process rights. The Court reversed and remanded on this limited issue to permit Plaintiff to choose between a new trial solely to determine punitive damages or acceptance of a remittitur to be determined by the district court.

Petitioner Theresa Freeman appealed the denial of her applications for social security disability insurance benefits and supplemental security income benefits. Petitioner applied for benefits in June 2007, alleging she was unable to work as the result of obesity and an on-the-job back injury that had occurred in February 2007. Her applications were denied at the administrative level, on reconsideration, and after a hearing before an administrative law judge (ALJ). The ALJ found that Petitioner's degenerative disk disease and obesity were severe impairments, but that none of her impairments, either alone or in combination, met or equaled one of the listings. Furthermore, the ALJ found that Petitioner had "the residual functional capacity to perform less than the full range of light work." After the Appeals Council denied her request for review, Petitioner filed her complaint in district court, and a magistrate judge affirmed the Commissioner's denial of benefits. Upon review, the Tenth Circuit concluded that Petitioner wanted the Court to "reweigh the evidence or substitute [the Court's] judgment for that of the Commissioner" which the Court declined to do. Accordingly the Court affirmed the Commissioner's decision to deny Petitioner's benefits.

Plaintiff Steven Lucas filed suit against Liberty Life Assurance Company of Boston (Liberty Life), asserting that the company violated the Employee Retirement Income Security Act of 1974 (ERISA) when it denied his claim for long term disability benefits. Finding that the denial of benefits was not arbitrary and capricious, the district court entered judgment in favor of Liberty Life. Plaintiff appealed the district court's decision. Plaintiff was an employee of the Coca-Cola Company. Liberty Life both administered and insured Coca-Cola's long-term disability benefits plan. Under the plan, it has discretionary authority to determine eligibility for benefits. Plaintiff suffered a work-related injury requiring spinal surgery and, after a short period back on the job, stopped working. He filed a claim for long-term disability benefits in August 2005. In September 2007, Liberty Life terminated Plaintiff's benefits after determining that he was not eligible for continued benefits under the "any occupation" provision: while he might not be capable of performing his own occupation, he was capable of performing some occupation comparable to his former position. Plaintiff filed an administrative appeal with Liberty Life, but the company upheld the denial of benefits. Upon review, the Tenth Circuit concluded that Liberty Life's decision was supported by substantial evidence, and that Plaintiff failed to show that it was arbitrary and capricious. Accordingly, the Court affirmed the district court's decision.

Plaintiff-Appellant Denice Twigg appealed a district court’s order that granted summary judgment in favor of Defendant-Appellee Hawker Beechcraft Corporation (HBC) on Plaintiff's claims for (1) retaliation under 42 U.S.C. 1981; (2) retaliation under the Family and Medical Leave Act (FMLA); and (3) interference under the FMLA. Upon its review, the Tenth Circuit concluded that Plaintiff failed to produce sufficient evidence that HBC terminated her employment in retaliation for her complaints about race discrimination or her taking FMLA leave. Therefore, her retaliation claims under Sec.1981 and the FMLA failed as a matter of law. Furthermore, the Court concluded that the district court properly granted summary judgment to HBC on Plaintiff's FMLA interference claim because HBC met its burden of demonstrating that it terminated Plaintiff for a reason unrelated to her FMLA leave, namely, her failure to comply with the company’s notice-of-absence policy. Accordingly, the Court affirmed the district court's judgment.

Plaintiffs Ginger James and Deborah Tennison brought suit under 42 U.S.C.1983 alleging Defendant Prue Public Schools’ (the District) termination of their employment violated their First and Fourteenth Amendment rights. They appealed a summary judgment that rejected their claims, in which the district court determined (1) their pre-termination hearing satisfied their due-process rights, and (2) they failed to show their speech was a motivating factor for the termination. The School Board became concerned about the District’s finances. It initiated a financial investigation by retaining a financial consultant and terminated the treasurer’s employment. Without recommending any particular positions to be cut, Jones further opined there would have to be some reduction in personnel and it appeared the District had too many administrators. Eliminating the positions of an elementary and a high-school principal, it decided, would have the least impact on the students and was in the District’s best interest. Accordingly, the Board voted to eliminate the positions due to lack of funds and to dismiss Plaintiffs. Upon review, the Supreme Court found that the issues Plaintiffs raised in their appeal did not create a genuine issue of material fact regarding a denial of due process. Furthermore, they did not establish the occurrence and/or the content of the speech sufficiently for the district court to hold in their favor. Accordingly, the Court affirmed the district court’s decision.