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

On remand from the Supreme Court, the Eleventh Circuit reversed and remanded on plaintiff's age discrimination and gender discrimination claims, affirming the Title VII retaliation and hostile work environment claims. Plaintiff sought rehearing, arguing that the Supreme Court's decision in her case also undermined the court's Trask-based rejection of her Title VII retaliation claim and that an intervening 11th Circuit decision, Monaghan v. Worldpay US, Inc., 955 F.3d 855 (11th Cir. 2020), gutted the precedent on which the court had relied in rejecting her hostile work environment claim.The Eleventh Circuit held that the Supreme Court's decision in plaintiff's case undermined Trask v. Secretary, Department of Veterans Affairs, 822 F.3d 1179 (11th Cir. 2016), to the point of abrogation and that the standard that the Court articulated there now controls cases arising under Title VII's nearly identical text. The court also held that Monaghan clarified the court's law governing what the court called "retaliatory-hostile-work-environment" claims, and that the standard for such claims is, as the court said there, the less onerous "might have dissuaded a reasonable worker" test articulated in Burlington Northern & Santa Fe Railway Co. v. White, 548 U.S. 53 (2006), and Crawford v. Carroll, 529 F.3d 961 (11th Cir. 2008), rather than the more stringent "severe or pervasive" test found in Gowski v. Peake, 682 F.3d 1299 (11th Cir. 2012). Accordingly, the court vacated the district court's grant of summary judgment on plaintiff's Title VII retaliation and hostile work environment claims and remanded for the district court to consider those claims under the proper standards. View "Babb v. Secretary, Department of Veterans Affairs" on Justia Law

These appeals arose from a Title VII action filed by four ultrasound technologists against the Secretary, alleging that their supervisors and coworkers retaliated against them and subjected them to a hostile work environment at the Tampa VA because they engaged in protected EEOC activity. One plaintiff also alleged that she was subjected to a hostile work environment based on her sex. The district court granted summary judgment in favor of the Secretary.The Eleventh Circuit concluded that the district court's entry of summary judgment was proper as to plaintiffs' discrete retaliation claims. Likewise, the court reached the same conclusion about the one employee's sex-based hostile work environment claim. However, after summary judgment was entered in this case, Monaghan v. Worldpay U.S. Inc., 955 F.3d 855, 862 (11th Cir. 2020), clarified that retaliatory hostile work environment claims are not governed by the "severe or pervasive" standard applied by the district court here. Accordingly, the court vacated the district court's order as to that claim and directed the district court to analyze the claim in light of Monaghan. View "Tonkyro v. Secretary, Department of Veterans Affairs" on Justia Law

The Eleventh Circuit held that evidence that an employee makes three to five phone calls per week to out-of-state customers and vendors provides a legally sufficient basis for a reasonable jury to find that the employee falls within the coverage of the Fair Labor Standards Act (FLSA). The court vacated the district court's judgment concluding otherwise and remanded for further proceedings. In this case, there is no contention that plaintiff produced goods for commerce and a rational jury could have found that plaintiff was engaged in commerce. Therefore, plaintiff was covered under the FLSA. View "St. Elien v. All County Environmental Services, Inc." on Justia Law

The Eleventh Circuit affirmed the district court's dismissal of plaintiffs' False Claims Act (FCA) retaliation claim. Plaintiffs, employees of a nonprofit, suspected that their employer was committing fraud and alleged that they were terminated based on their attempt to uncover the fraud. However, in this case, the employees never had reason to believe that their employer made any false claims to the federal government. Therefore, without any reason to believe that their employer had filed a false claim against the government, they did not have any reason to believe that they were investigating a FCA violation, rather than a garden-variety fraud. The court explained that the employees may well have acted in good faith to attempt to uncover what they feared were shady practices, but the FCA is not a general anti-fraud statute. View "Hickman v. Spirit of Athens, Alabama, Inc." on Justia Law

Plaintiff appealed the district court's grant of summary judgment to Selig on her claims under the Americans with Disabilities Act (ADA) and the Family and Medical Leave Act (FMLA).The Eleventh Circuit reversed the district court's grant of summary judgment on plaintiff's claim of retaliation under the FMLA where a reasonable jury could find that plaintiff suffered retaliation for intending to use FMLA leave in the future. In this case, there are a number of factual disputes that are material to plaintiff's FMLA retaliation claim and thus summary judgment was not appropriate. However, the court affirmed in all other respects, holding that plaintiff is not disabled under the ADA and that plaintiff has not identified any evidence that she was terminated as a result of Selig's failure to give her notice of her FMLA rights. The court remanded for further proceedings. View "Munoz v. Selig Enterprises, Inc." on Justia Law

Plaintiff filed suit alleging that Miami Auto Max violated the Fair Labor Standards Act, seeking over $12,000 in unpaid wages and liquidated damages. After defendant refused an offer of judgment for $3,500, he went to trial and prevailed, winning a verdict for $97 plus an equal amount in liquidated damages. The district court awarded him 37 percent of his requested attorney's fees and taxed against him the costs incurred by the parties after the offer of judgment. Plaintiff appeals both the final judgment and the order awarding fees and taxing costs.The Eleventh Circuit dismissed in part and affirmed in part, holding that plaintiff's appeal of the final judgment is untimely and that his appeal of the order awarding attorney's fees and taxing costs has no merit. In this case, the district court acted within its discretion to award a reasonable fee in light of plaintiff's limited success at trial, where he recovered only $194.40 after demanding $12,795.30. Furthermore, the district court correctly applied Federal Rule of Civil Procedure 68 to tax the parties' post-offer costs against plaintiff. View "Vasconcelo v. Miami Auto Max, Inc." on Justia Law

Plaintiff filed suit against the University and others alleging that the parties' collective bargaining agreements' (CBA) "Conflict of Interest/Outside Activities" policy was unconstitutionally vague, that his termination breached the CBA, and that the University had used his insubordination as a pretext for First Amendment retaliation. Plaintiff's action stemmed from the University's termination of plaintiff after he attracted national news media attention for publicly questioning whether the Sandy Hook Elementary School shooting had in fact occurred.The Eleventh Circuit affirmed the district court's summary judgment rulings and its denial of plaintiff's post-trial motions for judgment as a matter of law and for a new trial. The court held that the district court correctly concluded that plaintiff's failure to exhaust the CBA's mandatory grievance-and-arbitration procedures barred his claim that the University breached the CBA by firing him. Although the court affirmed the district court on the constitutional claims, the court applied a different analysis. Without deciding the issue, the court assumed for the purposes of this appeal that plaintiff could constitutionally challenge the Policy on vagueness grounds. The court held that plaintiff's vagueness challenge failed on the merits, and his facial and as-applied First Amendment challenges to the Policy's reporting requirement failed. Furthermore, plaintiff's challenge to the Policy's conflict-of-interest provision failed on the merits. Because plaintiff's constitutional challenges failed, his declaratory judgment claim based on the same grounds also failed. Finally, the court concluded that the district court did not abuse its discretion in excluding the Faculty Senate meeting transcript. View "Tracy v. Florida Atlantic University Board of Trustees" on Justia Law

The Eleventh Circuit affirmed the district court's grant of summary judgment in favor of TriNet in an action brought by TriNet, as the successor-in-interest of Gevity, a professional employer organization (PEO). Gevity claimed tax credits from 2004 to 2009 based on its payment of FICA taxes on the tip income of its client companies' employees. The IRS asserts that such credits were not allowed because Gevity was not the "employer" entitled to claim the credits as that term is defined in 26 U.S.C. 3401(d). The court concluded that, under the statutes applicable to the period at issue, Gevity was the statutory employer entitled to claim the FICA tip credit because it—not its client companies—controlled the payment of the wages subject to withholding. View "TriNet Group, Inc. v. United States" on Justia Law

After plaintiff won a substantial arbitration award against his former employer, the employer sought vacatur in federal court. The district court agreed with the employer, Citi, that plaintiff had been an at-will employee and thus the arbitrators exceeded their powers by finding that he had been wrongfully terminated.The Eleventh Circuit reversed the district court's vacatur of the arbitration award, holding that plaintiff and Citi agreed to arbitrate all disputes about plaintiff's employment. The court stated that, under the Federal Arbitration Act, the merits of plaintiff's dispute were committed to the arbitrators and Citi does not get to start over in federal court because it identifies a possible legal error in arbitration. Therefore, the district court erred by substituting its own legal judgment for that of the arbitrators. View "Gherardi v. Citigroup Global Markets, Inc." on Justia Law

After the Medical Center suspended plaintiff's medical privileges, plaintiff filed suit against the Medical Center, an injunction against the suspension, and a declaration that the Health Care Quality Improvement Act provided no immunity from damages to the Medical Center.The Eleventh Circuit vacated the district court's judgment and remanded with instructions to dismiss plaintiff's complaint for lack of subject matter jurisdiction. Plaintiff contends only that federal question jurisdiction exists over his suit, but a request for declaratory relief that a federal law does not entitle the opposing party to a defense ordinarily does not raise a federal question under 28 U.S.C.1331. The court explained that, because the Declaratory Judgment Act does not enlarge the court's jurisdiction, plaintiff must still assert an underlying ground for federal court jurisdiction. In this case, plaintiff's complaint does not establish that the Medical Center could file a coercive action under federal law. Furthermore, a plaintiff cannot create federal question jurisdiction by seeking a declaration that a federal defense does not protect the defendant. Therefore, plaintiff's request for declaratory judgment does not establish federal question jurisdiction. View "Patel v. Hamilton Medical Center, Inc." on Justia Law