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

Plaintiffs worked as detention officers for Glynn County under Sheriff Jump’s supervision. Although it is unclear from the record whether the Officers are formally deputy sheriffs, it is undisputed that they are, at minimum, direct employees of Sheriff Jump, in his official capacity, akin to deputies. The Officers brought a Fair Labor Standards Act (FLSA) collective action alleging that the County “illegally calculated their and other detention officers’ overtime wages.” The County moved to dismiss for failure to state a claim. In response, the Officers amended their complaint to include Sheriff Jump in his individual capacity. The County and Sheriff Jump then moved to dismiss the amended complaint for lack of subject-matter jurisdiction and for failure to state a claim, arguing that neither defendant was the Officers’ employer under the FLSA.   The Eleventh Circuit affirmed both the district court’s denial of the Officers’ motion for leave to amend and its ultimate dismissal of the amended complaint. The court held that the district court correctly dismissed the Officers’ complaint against Sheriff Jump in his individual capacity because he is not an “employer” under the FLSA. Further, the court agreed with the district court that Sheriff Jump would be entitled to Eleventh Amendment immunity when making compensation decisions for his employees. Further, the court held that Georgia “retained its Eleventh Amendment immunity” from suits in federal court for breach-of-contract claims because no statute or constitutional provision “expressly consents to suits in federal court. View "Langston Austin, et al. v. Glynn County, Georgia, et al." on Justia Law

Plaintiff was the Chief Meteorologist at CBS46, an Atlanta news station. But during his tenure, female colleagues raised repeated complaints that he engaged in inappropriate conduct and sexual harassment—including “compliments” about appearance, sexually charged language, requests for nude photos, and more. Plaintiff, who is white, alleges that he was terminated because of his race in violation of 42 U.S.C. Section 1981. The sexual harassment justification, he says, was just a pretext. The district court granted summary judgment to Defendants.   The Eleventh Circuit affirmed. The court wrote that the ultimate question in any discrimination case is whether the defendant intentionally discriminated against the plaintiff based on race. Here, Plaintiff failed to show that a reasonable jury could conclude that Defendant terminated his employment because he was white.   The court explained that Plaintiff notes that the station’s new meteorologist is a Hispanic woman. However, Plaintiff mostly argued that the existence of race data on the corporate form meant that he was fired because he was white. The court explained Plaintiff lacked direct evidence of discrimination, he lacked evidence that Defendant treated his race as a factor favoring his termination, and he lacked evidence that Defendant treated similarly situated non-white employees more favorably. On the other hand, Defendant has produced extensive evidence of Plaintiff’s sexual harassment, which is a valid, nondiscriminatory reason for his termination. The court explained that on this record, no reasonable jury could infer that Defendant’s justification was pretext for race discrimination. View "Paul Ossmann v. Meredith Corporation" on Justia Law

Employer provides security for NASA and employs approximately 40 security officers. Employee was hired as a security officer in 2018. After learning that his pay did not increase as promised after completing his training, Employee and a co-worker who was in a similar position sought reimbursement of unpaid wages. Employee wired both employees their missing wages, but Employee was not paid for other reimbursements he believed he was entitled to.After Employee and several co-workers were caught using their personal cell phones, Employee was suspended pending an investigation. The other co-workers received less severe disciplinary sanctions, if any.After review, the NLRB found that Employee engaged in protected concerted activity on several occasions and that Employer violated Section 8(a)(1)5 of the NLRA. Employer filed a petition for review with the Eleventh Circuit.The Eleventh Circuit denied Employer's petition for review of an NLRB decision finding that Employer unlawfully terminated Employee for engaging in activity protected under the National Labor Relations Act. View "Security Walls, LLC v. National Labor Relations Board" on Justia Law

Plaintiff sued The Savannah College of Art and Design, Inc. (“SCAD”) for race discrimination and retaliation after he was fired from his job as Head Fishing Coach. As part of his employment onboarding, however, Plaintiff signed a document agreeing to arbitrate—not litigate—all legal disputes that arose between him and SCAD. Accordingly, SCAD moved to dismiss and compel arbitration. The district court, approving and adopting the magistrate judge’s Report and Recommendation (“R & R”), granted SCAD’s motion. On appeal, Plaintiff argued that the district court erred by ignoring that his agreement with SCAD was unconscionable and that SCAD waived its right to arbitrate. He also argued that the district court abused its discretion in rejecting his early discovery request.   The Eleventh Circuit affirmed the district court’s order granting SCAD’s motion to dismiss and compel arbitration. The court concluded that the Plaintiff’s arbitration agreement is neither substantively nor procedurally unconscionable. Further, the court found that SCAD did not waive its right to enforce arbitration and that the district court did not abuse its discretion in overruling Plaintiff’s request for early discovery. In short, the court concluded that Plaintiff is bound by his agreement to arbitrate his legal claims against SCAD. View "Isaac Payne v. Savannah College of Art and Design, Inc." on Justia Law

Two companies filed a lawsuit in federal court against two of their former employees, who had served in executive positions. The former executives responded by suing the companies in Florida state court. They later moved for summary judgment in the federal action. While that motion was pending, the companies moved for a voluntary dismissal without prejudice of their federal action, which the executives opposed. The district court granted the companies’ motion for voluntary dismissal, and it denied the executives’ request for attorney’s fees and costs incurred in defending the federal lawsuit to that point. On remand, the district court again granted the voluntary dismissal. The executives moved to alter or amend that judgment and be awarded fees and costs immediately, which the court denied. The executives appealed.   The Eleventh Circuit affirmed. The court explained that the district court sufficiently protected the executives from the prejudice of duplicative litigation by essentially inviting them to move for payment of their costs and fees if the companies ever refiled their federal lawsuit. The court adequately explained its reasoning for granting the dismissal without prejudice on that condition. In all aspects of the decision, the court acted within its discretion. View "Emergency Recovery, Inc., et al v. Bryan Hufnagle, et al" on Justia Law

Plaintiff argues that former Broward County Public Defender Howard Finkelstein fired her from her position as a public defender in violation of her First Amendment rights. Finkelstein fired Plaintiff after she made public comments during her campaign to replace Finkelstein, who was not seeking reelection. Specifically, Plaintiff claimed on a political podcast that Finkelstein played golf rather than work, did not hire racial minorities or support black social justice organizations, and had used illegal drugs while practicing law earlier in his career. Based on these comments, Finkelstein terminated Plaintiff's employment after the primary election, which Plaintiff had lost to another employee of the office. The district court granted summary judgment to Finkelstein. It concluded that many of Plaintiff’s statements about Finkelstein were eligible for First Amendment protection because they were made on matters of public concern. But, balancing Plaintiff’s interests against her employer’s interests, the district court concluded that her interest in making these statements did not outweigh the government’s interest in the effective management of the public defender’s office.   The Eleventh Circuit affirmed. The court concluded that Plaintiff’s termination cannot support a claim for retaliation in violation of the First Amendment. The court wrote that it is yet to consider whether and how a public employee’s political campaign to replace her supervisor impacts her interest in criticizing that supervisor. Although the court recognized that an employee seeking public office has a strong interest in criticizing the elected official currently holding that position, the court believes the employer’s interest in effective management outweighs the employee’s interest when the employee’s criticisms are likely to frustrate the employer’s mission. View "Ruby Green v. Howard Finkelstein, et al" on Justia Law

A jury determined that the Broward County Sheriff’s Office discriminated and retaliated against helicopter pilot (Plaintiff) in violation of the Uniformed Services Employment and Reemployment Rights Act and awarded Plaintiff $240,000 in lost wages. The verdict form also asked whether the sheriff’s office “willfully violated the law,” and the jury answered, “Yes.” Based on a statutory provision that awards double damages for willful violations, Plaintiff moved to alter the judgment. But the district judge decided that the jury finding on willfulness was “advisory” and denied Plaintiff’s motion. The district judge also denied the sheriff’s office’s motion for judgment as a matter of law or a new trial.   The Eleventh Circuit affirmed the denial of the sheriff’s office’s motion for judgment as a matter of law or a new trial and reversed the denial of Plaintiff’s motion for an altered judgment. The court held that there was sufficient evidence supporting the verdict against the sheriff’s office. But the court reversed the denial of Plaintiff’s motion to alter the judgment because the parties consented to have the jury decide the issue of willfulness. View "Scott Thomas v. Broward County Sheriff's Office" on Justia Law

Plaintiff sued his former employer for allegedly underpaying him for overtime hours. Plaintiff worked in Florida, but he sued Waste Pro USA, Inc., and its subsidiary, Waste Pro of Florida, Inc., as one of several named plaintiffs in a purported collective action in the District of South Carolina. That court dismissed Plaintiff’s claims against Waste Pro USA and Waste Pro of Florida for lack of personal jurisdiction, and it denied as moot his motion to sever his claims and transfer them to a district court in Florida. Instead of appealing or seeking other relief in the South Carolina court, Plaintiff filed a complaint in the Southern District of Florida, alleging the same claims. The Florida district court granted summary judgment in favor of Waste Pro USA and Waste Pro of Florida because it determined that Plaintiff’s complaint was untimely.   The Eleventh Circuit affirmed. The court explained that Plaintiff had “alternate ways of preserving his cause of action short of invoking the doctrine of equitable tolling.” He could have filed a motion for reconsideration of or for relief from the dismissal order and argued that transfer was in the interest of justice. He also could have appealed the dismissal. “The right to appeal generally is regarded as an adequate legal remedy [that] forecloses equitable relief.” The court wrote that a diligent plaintiff would have filed a protective action or pursued a legal remedy in the South Carolina proceeding. Further, to the extent Plaintiff will suffer irreparable harm if equitable tolling does not apply in this case, that is the consequence of his own failure to pursue his remedies at law. Equity will not intervene in such circumstances. View "Anthony Wright v. Waste Pro USA Inc, et al." on Justia Law

Plaintiffs (collectively, the Officers) worked as police officers for the City of Hoover, Alabama. They also served as military reservists. Over a two-decade span, the Officers were summoned to active-duty service a combined thirteen times. While away, Hoover did not provide the Officers the same holiday pay and accrued benefits that it gave employees on paid administrative leave. This disparate treatment prompted the Officers to sue Hoover under USERRA. And it led the district court to grant summary judgment for the Officers. On appeal, Hoover argued that the Officers are not similar to employees placed on paid administrative leave. Second, Hoover asserted that military leave is not comparable to paid administrative leave.   The Eleventh Circuit affirmed, holding that Hoover violated Section 4316(b)(1)(B) by not providing the Officers the same benefits on military leave that it afforded similar employees on paid administrative leave. The court concluded that the DOL’s interpretation of Section 4316(b)(1)(B) deserves deference. Thus, to the extent Congress spoke to the meaning of “status” and “pay,” the legislative history suggests that it did so in a way that defeats Hoover’s interpretation. Further, the court reasoned that had the Officers been placed on paid administrative leave instead of military leave, they would have received holiday pay and accrued benefits for each period of service, including those shorter than sixteen months. So, the district court should have found the two forms of leave comparable in duration. However, the court affirmed because the district court reached the correct conclusion. View "Thaddaeus Myrick, et al v. City of Hoover, Alabama" on Justia Law

Plaintiff appealed the district court’s grant of summary judgment to his former employer, the Georgia Department of Public Safety (“Department”). Plaintiff argued that the district court erred in concluding that he failed to make out a prima facie case of Title VII race discrimination regarding (1) the Department’s investigation of an incident stemming from his alleged intoxication at work and (2) the Department’s failure to promote him to corporal while he was on administrative leave. Plaintiff also raised a separate evidentiary argument, alleging that the district court erred in refusing to admit a document he alleges is from the Equal Employment Opportunity Commission (“EEOC”).   The Eleventh Circuit affirmed the grant of summary judgment on the investigation claim for different reasons than those relied upon by the district court. Further, the court concluded the district court did not abuse its discretion in refusing to admit the document allegedly from the EEOC. The court wrote that Plaintiff has forfeited any arguments as to the district court’s findings that the purported EEOC document was inadmissible because it contained ultimate legal conclusions and an unsupported expert opinion because he did not challenge either of these grounds in his opening brief. Further, no extraordinary circumstances apply to warrant consideration because a refusal to consider the issue would not result in a miscarriage of justice, the issue is not one of substantial justice, the proper resolution is not beyond any doubt, and the issue does not present significant questions of general impact or of great public concern. View "Clyde Anthony v. Georgia Department of Public Safety" on Justia Law