Justia U.S. 11th Circuit Court of Appeals Opinion Summaries

This diversity case arises out of the theft—possibly by a group of third-party contractors—of 1,380 memory cards that belonged to Global Network Management, LTD., and were stored in a data center operated by Centurylink Latin American Solutions, LLC. Global Network sued Centurylink for implied bailment, breach of contract implied in law, and breach of contract implied in fact to hold Centurylink liable for the theft of the memory cards. The district court dismissed all of the claims with prejudice, and Global Network now appeals.   The Eleventh Circuit affirmed in part and reversed in part. The court held that the district court correctly dismissed the contract implied in law and contract implied in fact claims. But Global Network plausibly alleged that Centurylink possessed the memory cards at the time of the theft, and as a result, the implied bailment claim survives at the Rule 12(b)(6) stage. The court explained that according to Centurylink, Global Network’s ability to visit the servers means that it did not possess the servers exclusively, and as a result, no bailment relationship was formed. But this argument does not carry the day at this stage of the proceeding, where the standard is plausibility and not probability. The court noted that it does not hold there was an implied bailment as a matter of fact or law; it only held that Global Network plausibly alleged an implied bailment. View "Global Network Management, Ltd. v. CenturyLink Latin American Solutions, LLC" on Justia Law

Plaintiffs were employees of VMSB’s restaurant. They argue that VMSB failed to meet its minimum wage and overtime pay obligations under the Fair Labor Standards Act and comparable Florida laws. Plaintiffs’ complaint alleged three counts, and both sides filed cross-motions for summary judgment. Plaintiffs moved the district court to approve the settlement and to “direct the clerk to dismiss Count III” with prejudice. The district court ultimately adopted the magistrate judge’s report and recommendation and entered judgment for VMSB on Counts I and II. Plaintiffs filed a notice of appeal regarding Counts I and II.   The Eleventh Circuit dismissed the appeal. The court explained that Federal Rule of Civil Procedure 41(a)(2) provides only for the dismissal of an entire action. Any attempt to use this rule to dismiss a single claim, or anything less than the entire action, will be invalid—just like it would be under Rule 41(a)(1). Because the parties here attempted to use Rule 41(a) to dismiss a single count and not an entire lawsuit, a final judgment was never rendered. Accordingly, the court found that it lacks jurisdiction to hear this appeal. View "Israel Rosell, et al. v. VMSB, LLC" on Justia Law

Eberspaecher North America (“ENA”), is a company that manufactures car components with its headquarters in Novi, Michigan and six other locations across the country. An employee at one of these locations—ENA’s Northport, Alabama plant—complained to the Equal Employment Opportunity Commission (“EEOC”) that he was fired for taking protected absences under the Family Medical Leave Act (“FMLA”). An EEOC Commissioner charged ENA with discrimination under the Americans with Disabilities Act Amendments Act (“ADAAA”), listing only the Northport facility in the written charge. The EEOC then issued requests for information on every employee terminated for attendance-related infractions at each of ENA’s seven domestic facilities around the nation. ENA objected to the scope of those requests. The district court ordered ENA to turn over information related to the Northport, Alabama, facility but refused to enforce the subpoena as to information from other facilities. The EEOC appealed, arguing that the district court abused its discretion. In the alternative, the EEOC contends that, even if the charge were limited to the Northport facility, nationwide data is still relevant to its investigation.   The Eleventh Circuit affirmed the district court’s order enforcing only part of the EEOC’s subpoena. The court explained the EEOC’s investigatory process is a multi-step process designed to notify employers of investigations into potentially unlawful employment practices. The court held that the EEOC charged only ENA’s Northport facility— which provided notice to ENA that the EEOC was investigating potentially unlawful employment practices only at that specific facility—and thus that the nationwide data sought by the EEOC is irrelevant to that charge. View "Equal Employment Opportunity Commission v. Eberspaecher North America Inc." on Justia Law

Plaintiff was let go from her position at Brandstar Studios shortly after her father fell ill. Following her termination, Plaintiff sued Brandstar under the Family and Medical Leave Act and the Americans with Disabilities Act. The district court granted Brandstar summary judgment. On appeal, Plaintiff argued that Brandstar executives interfered with her rights under the FMLA. Second, she asserted that her termination constituted associational discrimination under the ADA. And finally, she claimed that the district court improperly weighed the evidence on summary judgment rather than construing the facts in her favor.   The Eleventh Circuit affirmed. The court explained that the parties agreed that Brandstar provided Plaintiff the leave she requested in her May 2 email and that she received full pay for those days. In fact, Plaintiff accidentally clocked in on her two days of requested leave, and Brandstar HR executives circled back weeks later to ensure that she corrected her timecard to reflect her requested leave. Thus, Plaintiff can’t demonstrate that she was harmed by Brandstar’s technical failure to notify her of her FMLA rights. Further, the court found that not only did Plaintiff fail to “request leave” in the May 6 email, but there’s also no indication that Brandstar “acquired knowledge” on its own that she wanted leave for an FMLA-qualifying reason. Moreover, the court found that the only evidence Plaintiff marshaled is the “temporal proximity” between her father’s acute onset decline and her termination—which isn’t enough to show pretext. View "Jessica Graves v. Brandstar Studios, Inc." on Justia Law

After being fired by his employer, Anheuser-Busch Companies, LLC, Intervenor filed suit in federal district court, alleging that his termination reflected racial discrimination and retaliation in violation of Title VII. Anheuser-Busch filed a motion seeking to compel arbitration of Intervenor’s district court claims, asserting that at the time when he was hired, Intervenor had agreed to be bound by the company’s Dispute Resolution Policy. Intervenor disagreed that he was required to arbitrate his claims. After Anheuser-Busch asked the district court to compel arbitration, Intervenor filed an unfair labor practice charge with the NLRB, arguing that Defendant’s efforts to enforce its arbitration agreement contravened the collective bargaining agreement and constituted a unilateral change to the terms of Intervenor’s employment, in violation of the National Labor Relations Act (“NLRA”).   The Eleventh Circuit granted the petition for review of the Board’s order dismissing the complaint, vacated the decision of the Board, and remanded for consideration of whether enforcement of the Dispute Resolution Policy against Intervenor would violate the NLRA. The court held that the Board applied an erroneously narrow standard for determining whether Anheuser-Busch’s motion had an illegal objective. The court explained that on remand, the Board should instead determine whether the outcome sought by Anheuser-Busch’s motion— the compelled arbitration of Brown’s Title VII claims under the Dispute Resolution Policy—would violate the NLRA. If the Board decides that the answer to that question is “yes,” it should then order all relief that is appropriate based on Anheuser-Busch’s unlawful conduct. View "International Brotherhood of Teamsters Local 947 v. National Labor Relations Board" on Justia Law

Plaintiff alleged (1) Officer N. used excessive force when he tased Plaintiff at the scene of an automobile wreck, (2) Officer H. failed to intervene to prevent Officer N’s excessive force, and (3) the City of Madison, Alabama admitted the officers’ actions were the result of its municipal policy. Relying on body camera footage, Defendants Officer N., Officer H., and the City moved to dismiss. The district court granted their motions to dismiss. On appeal, Plaintiff argued the district court erred by (1) considering the officers’ body camera footage when ruling on Defendants’ motions to dismiss without converting them into summary judgment motions, (2) granting qualified immunity to Officer N., (3) dismissing Plaintiff’s failure-to-intervene claim against Officer H., and (4) dismissing his municipal liability claim against the City.   The Eleventh Circuit affirmed. The court concluded that the district court properly considered the body camera footage, correctly ruled that Officer N. did not violate a constitutional right and thus Officer H. had no duty to intervene and accurately determined that Plaintiff’s claim against the City failed as a matter of law. The court explained Officer N.’s use of the taser was justified because of (1) Plaintiff’s repeated failure to comply with Officer N.’s commands, (2) Plaintiff’s unsafe driving that had just caused an automobile accident, (3) Plaintiff’s repeated efforts to get back in the vehicle, (4) Plaintiff’s physical resistance to Officer N.’s attempts to remove him from the vehicle, and (5) the tense, uncertain, and rapidly evolving series of events. Thus, the court concluded that Officer N.’s single use of a taser in dart mode was objectively reasonable. View "Curtis Baker v. City of Madison, Alabama, et al." on Justia Law

The owners of a hotel that the City of Boynton Beach declared a “chronic nuisance property” complain that they were deprived of property without due process and that the municipal chronic nuisance property code violates their First Amendment rights and those of their hotel guests. The district court granted summary judgment in favor of the City because the City afforded the hotel owners due process and enforcing the municipal code did not violate rights protected by the First Amendment.   The Eleventh Circuit affirmed. The court held that the hotel owners lack prudential standing to bring a First Amendment claim based on the rights of hotel guests, failed to present any evidence that the City otherwise violated the First Amendment, and failed to state a claim under the Fourteenth Amendment. Further, the court explained that the hotel owners’ claim lacks the causal connection between their injury and the third parties’ injuries that must be present for jus tertii standing. Moreover, the court wrote that the hotel owners’ complaint failed to state a cognizable claim. The hotel owners alleged that they were deprived of procedural protections during the administrative proceeding, but they did not allege in their complaint that there was no state process to remedy these procedural defects. View "Mata Chorwadi, Inc., et al. v. City of Boynton Beach" on Justia Law

Greater Birmingham Ministries (“GBM”), an Alabamian non-profit organization dedicated to aiding low-income individuals, and several Alabamian felons (collectively “Appellants”) appealed the district court’s summary judgment denying their Equal Protection Clause challenge to Amendment 579 of the Alabama state constitution, their Ex Post Facto Clause, challenge to Amendment 579’s disenfranchisement provisions, and their National Voting Registration Act of 1993 (“NVRA”), challenge to the format of Alabama’s mail voting registration form.The Eleventh Circuit affirmed. The court held that (1) Amendment 579 successfully dissipated any taint from the racially discriminatory motives behind the 1901 Alabama constitution; (2) Amendment 579 does not impose punishment for purposes of the Ex Post Facto Clause; and (3) Alabama’s mail voting registration form complies with the NVRA. The court wrote that it rejects Appellants’ invitation to review the extent the Alabama legislature debated the “moral turpitude” language of Amendment 579. Further, the court explained that Section 20508(b)(2)(A) is a notice statute enacted for the convenience of voting registrants. Alabama’s mail-in voting form has provided sufficient notice by informing registrants that persons convicted of disqualifying felonies are not eligible to vote and providing an easily accessible link whereby voters convicted of felonies can determine their voter eligibility. Accordingly, Alabama has complied with the requirements of Section 20508(b)(2)(A). View "Treva Thompson, et al. v. Secretary of State for the State of Alabama, et al." on Justia Law

Microsoft Corporation offers email security software to shield users from cyber threats. TocMail, Inc. is a relative newcomer to the cybersecurity scene and offers a product geared towards a specific type of threat called Internet Protocol (IP) evasion. TocMail sued Microsoft for false advertising—all within two months. In its complaint, TocMail alleged that Microsoft misled the public into believing that Microsoft’s product offered protection from IP evasion. And TocMail—who had been selling its product for two months, spent almost nothing on advertising and had not made a single sale—alleged billions of dollars in lost profits. TocMail brought two counts: false and misleading advertising under the Lanham Act (count one); and contributory false and misleading advertising under the Lanham Act. The district court entered summary judgment for Microsoft.   The Eleventh Circuit vacated the district court’s summary judgment order and remanded to the district court with instructions to dismiss this case without prejudice for lack of standing. The court explained that to establish an injury, in fact, a plaintiff must show “an invasion of a legally protected interest which is (a) concrete and particularized; and (b) actual or imminent, not conjectural or hypothetical.” The court wrote that TocMail failed to meet this standard because TocMail has offered no evidence from which a reasonable jury could find that it suffered any injury. TocMail didn’t offer testimony from any witness saying that he or she would have purchased TocMail’s product if not for Microsoft’s advertising. TocMail didn’t offer any expert testimony calculating TocMail’s lost sales from consumers who went with Microsoft. View "TocMail Inc. v. Microsoft Corporation" on Justia Law

Plaintiff, one day before the expiration of the statutory limitations period, initiated suit pro se against federal prison officials on behalf of his deceased mother’s estate. Plaintiff, who had unsuccessfully attempted to retain counsel before filing suit, did not know that he could not represent his mother’s estate pro se and needed, instead, to secure legal representation. Several months later, but before responsive pleadings were filed by Defendants, he retained counsel who entered an appearance and filed an amended complaint on behalf of the estate reasserting the original cause of action, asserting additional causes of action, and adding the United States as a defendant. Plaintiff assumed that retaining counsel and filing an amended complaint corrected his original mistake. The district court disagreed and dismissed the suit.
The Eleventh Circuit reversed. The court explained that while Plaintiff was not legally authorized under 28 U.S.C. Section 1654 to represent the Estate pro se, the district court erred in dismissing the case without first providing Plaintiff an opportunity to rectify his mistake by obtaining counsel. Once properly represented, the Estate was entitled to file the amended complaint as a matter of course pursuant to Rule 15(a)(1). Further, the FTCA claims asserted therein were timely, and the Bivens claims relate back to the date of filing of the original complaint. Therefore, the Estate’s claims can proceed. View "Grant Sunny Iriele v. Richard Carroll Griffin, et al" on Justia Law