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

Petitioners, a group of five individuals, filed this petition for review, claiming that the FAA violated the National Environmental Policy Act (“NEPA”) during its Phase II approval process. Petitioners assert that the FAA violated NEPA by (1) segmenting its review of a single Airport development project into multiple, smaller projects to make the project’s environmental effect appear less significant, (2) failing to consider the project’s cumulative effects, and (3) failing to analyze all air quality impacts. The FAA responds that, as an initial matter, Petitioners cannot bring this petition for review because they lack standing and did not exhaust their administrative remedies. Alternatively, the FAA contends that it did not violate NEPA, and the petition for review should be denied.   The Eleventh Circuit denied the petition. The court held that Petitioners have standing and did not fail to exhaust their administrative remedies. Petitioners, however, fall short on the merits because it is clear that the FAA satisfied NEPA’s requirements. The court explained that Petitioners are unhappy that the FAA greenlighted Phase II (as well as the Airport developments preceding Phase II). However, the court does not vacate agency decisions over mere policy disagreements. Accordingly, the court held that the FAA did what it was supposed to do, and its review processes were not arbitrary and capricious. View "John S. Lowman, IV, et al v. Federal Aviation Administration, et al" on Justia Law

Defendant filed liens against property owned by a slew of people he thought had wronged him—including, as relevant here, a former Commissioner of the IRS and a former Secretary of the Treasury. Defendant was thereafter charged with and convicted of violating 18 U.S.C. Section 1521, which criminalizes the filing of retaliatory liens against the property of “an individual described in” Section 1114, which, in turn, refers to “any officer or employee of the United States. At issue on appeal is whether a former civil servant counts as an “officer or employee of the United States” within the meaning of Section 1114 and, thus, of Section 1521.   The Eleventh Circuit vacated Defendant’s convictions on four counts and remanded for resentencing. The court explained that Davis v. Michigan Department of Treasury and Robinson v. Shell Oil Co. establish that words like “officer” and “employee” can sometimes include formers—but only when the statutory context makes clear that they should. Neither suffices to show that the ordinary meaning of those terms includes ex-officers or erstwhile employees. Here, given the absence of textual indicia supporting a broader reading of the terms, the court declined to adopt the government’s strained interpretation. The court wrote that because Defendant filed the liens at issue when the relevant parties were no longer government “officer[s] or employee[s]” within the meaning of Section 1114, his conduct wasn’t covered by 18 U.S.C. Section 1521. View "USA v. Timothy Jermaine Pate" on Justia Law

Plaintiff became a firefighter for the City of Sanford, Florida, in 1999. At the age of 47, Plaintiff took disability retirement on November 1, 2018. When Plaintiff retired, she continued to receive free health insurance through the City. Under a policy in effect when Plaintiff first joined the fire department, employees retiring for qualifying disability reasons, such as Plaintiff’s Parkinson’s disease, received free health insurance until the age of 65. But, unbeknownst to Plaintiff, the City changed its benefits plan in 2003. Under the new plan, disability retirees such as Plaintiff are entitled to the health insurance subsidy for only twenty-four months after retiring. Her complaint alleged various claims, including violations of Title I of the Americans with Disabilities Act, the Rehabilitation Act, and the Florida Civil Rights Act. The district court entered judgment for the City.   The Eleventh Circuit affirmed. The court explained that because Plaintiff cannot establish that the City committed any discriminatory acts against her while she could perform the essential functions of a job that she held or desired to hold, her Title I claim fails. For the same reason, so do her claims under the Rehab Act and the Florida Civil Rights Act. Further, the court held that the City’s s benefits plan does not run afoul of the Equal Protection Clause. Disabled persons are not a suspect class, and government-paid health insurance is not a recognized fundamental right. Thus under rational basis review, the City’s benefits plan advances the legitimate governmental purpose of conserving funds. View "Karyn D. Stanley v. City of Sanford, Florida" on Justia Law

Plaintiff is an inmate in the custody and care of the Georgia Department of Corrections (GDC). Plaintiff was diagnosed with Hepatitis C (HCV) in 2009 but did not receive medication for it until nine years later. By then, Plaintiff’s HCV had progressed to stage F4 cirrhosis with indications of severe liver inflammation. Plaintiff sued numerous prison doctors, three of whom are the subject of this appeal, alleging that they were deliberately indifferent to his serious medical needs in violation of the Eighth Amendment. The district court granted summary judgment in favor of the doctors and dismissed all claims against them. Plaintiff appealed both the district court’s grant of summary judgment and its denial of his motion to amend the complaint.   The Eleventh Circuit reversed the district court’s grant of summary judgment but affirmed its denial of the motion to amend. The court explained that the bar to proving an Eighth Amendment deliberate indifference claim is high, but it is not insurmountable. The court explained that Plaintiff has raised a number of factual disputes regarding the denial of his HCV treatment for over eight years. These disputes are sufficiently material to be decided by a jury. View "Ricky J. Johnson v. Dr. Sharon Lewis, et al" on Justia Law

After entering a conditional guilty plea, Defendant appealed his convictions on four counts related to child pornography. At the start of the COVID-19 global pandemic, Defendant was arrested on a criminal complaint on March 10, 2020. Thereafter, the district court entered a series of pandemic-related administrative orders that continued grand jury sessions five times at the ends of justice, spanning March 26, 2020, to November 16, 2020. Due to the pandemic, a grand jury did not formally indict Defendant until December 1, 2020. On appeal, Defendant argued that the district court erred in denying his motion to dismiss his indictment for failure to indict him within thirty days from his arrest, as required by the Speedy Trial Act. Defendant does not challenge the time between indictment and his guilty plea, but only between his arrest on March 10 and grand jury indictment on December 1, 2020.

The Eleventh Circuit affirmed the denial of Defendant’s motion to dismiss his indictment. The court concluded that the pandemic-related continuances in 2020 were not an abuse of discretion and were within the ends-of-justice exception to the Speedy Trial Act. The court explained that the magistrate judge was not required to expressly consider each statutory factor in its order or recite specific language from the statute. The court explained that not every statutory factor will be relevant to the circumstances warranting the continuance. Instead, it is sufficient if the record shows, as it does here, that the magistrate judge considered the pertinent factors. View "USA v. Robert Dunn" on Justia Law

After Plaintiff sustained serious injuries from a hot-soup spill at Noodle College Park, an Atlanta-area restaurant, she and her spouse sued Shou & Shou, Inc., which owned and operated the restaurant. Shou & Shou tendered the defense to and sought coverage from AmGuard Insurance Company. But AmGuard denied coverage on the ground that the policy named “Noodle, Inc.”—an entity that did not exist—as insured. Shou & Shou settled the suit and assigned the Lowerys its rights under the policy. Plaintiffs, as assignees, then sued AmGuard for equitable reformation of the policy. The district court granted partial summary judgment in favor of Plaintiffs and later entered a final judgment.   The Eleventh Circuit affirmed, holding that reformation of the policy was proper under Georgia law. The court explained that the district court correctly equitably reformed the 2016–17 policy to insure the true owner of the restaurant. The court explained that AmGuard insists that it could not have shared Shou & Shou’s mistake because it did not know the “identity” of the intended insured and could not have intended to “name” Shou & Shou as an insured. But Georgia law does not demand that degree of specificity in defining a mutual mistake. Further, the court held that Plaintiffs claim of breach of contract merges with reformation of the policy. View "Hee Lowery, et al v. AmGuard Insurance Company" on Justia Law

CSX Transportation, Inc. is a freight railroad company. General Mills, Inc. operates a cereal processing plant in Georgia near one of CSX’s rail lines. A small connecting railroad connects CSX’s main rail line to General Mills’s plant. A contract between CSX and General Mills governs the use of the sidetrack.A General Mills employee suffered severe injuries while working on the sidetrack and then sued CSX for negligence. A jury found CSX liable, and CSX sought indemnification from General Mills, citing a contractual provision providing General Mills was required to indemnify CSX—regardless of whether CSX alone was responsible. The district court dismissed one of CSX’s breach-of-contract claims and granted General Mills summary judgment on the other.The Eleventh Circuit found that, under the parties’ agreement, General Mills was not required to indemnify CSX if CSX was solely negligent. However, the court disagreed with the district court that Georgia's vouchment doctrine barred CSX from litigating the issue of General Mills’s negligence. Thus, the Eleventh Circuit remanded for the district court to determine if General Mills was at least partially at fault for the injury. If so, then General Mills must indemnify CSX for at least a portion of the settlement and related expenses. View "CSX Transportation, Inc. v. General Mills, Inc." on Justia Law

Plaintiff worked as a hospital nurse for St. Vincent’s Health System. After St. Vincent’s fired her, Plaintiff sued, alleging race discrimination and retaliation under Title VII and 42 U.S.C. 1981. The district court granted summary judgment for St. Vincent’s, and Plaintiff appealed.On appeal, Plaintiff claimed she presented sufficient evidence to survive summary judgment as to all her claims. She also claimed that the district court erred in applying the McDonnell Douglas framework to a “mixed-motive” retaliation claim.The Eleventh Circuit held that Plaintiff's hostile work environment claim failed because there was no evidence of severe or pervasive harassment; Bostock v. Clayton County, 140 S. Ct. 1731 (2020) did nothing to undermine the application of McDonnell Douglas to retaliation claims because but for causation still applies; Plainitff's retaliation claim cannot survive; and disparate-treatment claim fails because there is no evidence that race played a role in her termination. View "Cynthia Diane Yelling v. St. Vincent's Health System" on Justia Law

Plaintiff was hired as the Superintendent of Dothan City Schools in Dothan, Alabama. The employment contract stated Plaintiff could only be terminated for cause. Furthermore, the contract stated that the termination would not be effective until the Board provided Plaintiff with a statement of the cause for termination and allowed her an opportunity for a hearing. Lastly, the employment contract provided that Plainitff could resign with or without cause as long as she gave at least 120 days notice in writing of her resignation to the Board. Six days after Plaintiff’s intent to resign was sent, Plaintiff alleges that the Board voted to terminate Plaintiff’s contract. She brought claims for deprivation of due process and the Fifth and Fourteenth Amendments, conspiracy to violate civil rights in violation of 42 U.S.C. Section 1985, and breach of contract. The district court dismissed Plaintiff’s claims with prejudice.   The Eleventh Circuit reversed the district court’s denial of Plaintiff’s due process claims and affirmed the district court’s denial of Plaintiff’s conspiracy and breach of contract claims. The court explained that instead of construing all ambiguities in Plaintiff’s favor, the district court used the minutes to recharacterize the allegations within Plaintiff’s complaint. When taking the factual allegations in Plaintiff’s complaint as true, there is a plausible claim for relief. In paragraph 18 of the complaint, Plaintiff’s classifies her communication as an “intent” to resign, not an actual resignation. The court wrote that the district court erred by ignoring that Plaintiff had a plausible claim to relief and not drawing reasonable inferences in her favor. View "Phyllis Edwards v. Dothan City Schools, et al" on Justia Law

Plaintiff, a black nurse who was disciplined and ultimately fired by her employer, Public Health Trust of Miami-Dade County—appealed the district court’s entry of summary judgment on her Title VII and state-law claims alleging (1) employment discrimination, (2) hostile work environment, and (3) retaliation. Harris contends that the district court erred in rejecting all three claims.   The Eleventh Circuit affirmed. The court wrote that Public Health Trust says that several incidents that occurred at Jackson Reeves shouldn’t be considered because they weren’t caused by Plaintiff’s race. The court wrote that it agreed with Public Health Trust that three of the incidents weren’t caused by Harris’s race and, accordingly, shouldn’t be considered as part of the hostile-work-environment calculus. Further, the court reasoned that even considering Plaintiff’s limited evidence in the light most favorable to her, these are not, given the totality of the circumstances, sufficiently severe or pervasive to alter the terms and conditions of her employment and create an abusive working environment. View "Mary E. Harris v. The Public Health Trust of Miami-Dade County" on Justia Law