Justia Class Action Opinion Summaries

The Supreme Court affirmed in part and reversed in part the judgment of the district court granting class certification in this action alleging breach of contract and violation of Montana's Unfair Trade Practices Act (UTPA), Mont. Code Ann. 33-18-101 et seq., holding that a sufficient factual basis was established to justify certification of the classes.Plaintiffs filed this action against Fergus Farm Mutual Insurance Company (FFM), alleging that FFM breached its insurance contract with Plaintiffs and all other insureds by failing to include general contractor overhead and profit in the cost to repair or replace Plaintiffs' property. The district court granted Plaintiffs' motion for class certification. The Supreme Court reversed in part, holding (1) the district court did not abuse its discretion by determining that common questions of law predominate the litigation and support certification of the class; but (2) certain conclusions reached by the district court were a "bridge too far" at this stage of litigation. View "Kramer v. Fergus Farm Mutual Insurance Co." on Justia Law

Plaintiff, on behalf of himself and individually, filed a class action alleging that the Ritz-Carlton violated the Florida Deceptive and Unfair Trade Practices Act and Florida's tax regulations. Plaintiff's complaint stemmed from allegations that he and others paid illegal automatic gratuities and sales taxes at Ritz-Carlton’s forty-nine restaurants in Florida over the last four years. The district court dismissed the complaint for lack of subject matter jurisdiction based on lack of standing. The district court also dismissed the tax refund claim for lack of subject matter jurisdiction based on plaintiff's failure to exhaust his administrative remedies.The Eleventh Circuit affirmed the dismissal of the tax refund claim based on exhaustion grounds. However, the court held that the district court erred in finding that plaintiff did not have standing to represent the class because he only paid the illegal automatic gratuity at three of Ritz-Carlton's restaurants. The court agreed with plaintiff that the class complaint alleged in good faith that the amount-in-controversy for the hundreds of thousands of Ritz-Carlton guests in Florida that unlawfully paid an automatic gratuity over the last four years exceeded $5 million. Accordingly, the court reversed in part and remanded for further proceedings. View "Fox v. The Ritz-Carlton Hotel Company, LLC" on Justia Law

In multi-district litigation (MDL), the district court certified an opt-out “negotiation class” under Federal Rule of Civil Procedure 23, consisting of all cities and counties (34,458 identified entities) throughout the United States for purposes of negotiating a settlement. These municipalities brought RICO and Controlled Substances Act claims, alleging that opioid manufacturers, distributors, pharmacies, and retailers acted in concert to mislead medical professionals into prescribing, and millions of Americans into taking and often becoming addicted to, opiates. Unlike a litigation class, formed to aggregate and try common issues, the negotiation class would attempt to reach a settlement while the individual MDL cases continue on litigation paths. Negotiation class members would likely not have a second opportunity to opt-out and would have to decide at the class certification stage—without knowing the settlement figure— whether they wish to bind themselves. A proposed agreement could only be accepted if a supermajority of six categories of voting class members assent to it.Several defendants objected; 556 putative class members opted-out of the negotiation class. In consolidated appeals, the Sixth Circuit reversed the class certification. Rule 23 does not identify negotiation as a separate category of certification distinct from settlement. The negotiation class device frustrates a court’s analysis of whether a class action is the superior method of adjudication and avoids some of the procedural requirements of litigation class certification without halting the underlying litigation. View "In re: National Prescription Opiate Litigation" on Justia Law

The Eleventh Circuit held that the district court, in approving the class action settlement underlying this appeal, repeated several errors that have become commonplace in everyday class action practice. First, the district court violated the plain terms of Federal Rule of Civil Procedure 23(h) by setting a schedule that required class members to file any objection to the settlement—including any objection pertaining to attorneys' fees—more than two weeks before class counsel had filed their fee petition. However, on the record, the district court's error was harmless. Second, the district court ignored on-point Supreme Court precedent by awarding the class representative a $6,000 incentive payment as acknowledgement of his role in prosecuting the case on behalf of the class members.Finally, in approving class counsel's fee request, overruling objections, and approving the parties' settlement, the district court made no findings or conclusions that might facilitate appellate review. Rather, the district court offered only rote, boilerplate pronouncements ("approved," "overturned," etc.). Therefore, the district court violated the Federal Rules of Civil Procedure and the court's precedents requiring courts to explain their class-related decisions. Accordingly, the court reversed in part, vacated in part, and remanded for the district court to adequately explain its fee award to class counsel, its denial of the interested party's objections, and its approval of the settlement. View "Johnson v. NPAS Solutions, LLC" on Justia Law

The class’s version of events painted the Hutchenses as cunning con artists who "puppeteered" a advance-fee loan scam from afar. Defendants Sandy Hutchens, Tanya Hutchens, and Jennifer Hutchens, a three-member family who purportedly orchestrated a loan scam, challenged a district court’s rulings to avoid paying all or part of the judgment against them brought pursuant to a class action suit. The Tenth Circuit concluded almost all of those challenges failed, including their challenges to the jury’s verdict, class certification, proximate causation, and the application of the equitable unclean hands defense. However, the Court agreed with the Hutchenses’ position on the district court’s imposition of a constructive trust on some real property allegedly bought with the swindled fees. The Court therefore affirmed in part, reversed in part, and remanded to the district court for entry of a revised judgment. View "CGC Holding Company v. Hutchens" on Justia Law

The plaintiffs, who performed mattress deliveries for Sleepy's, signed Independent Driver Agreements, providing that the relationship was “non-exclusive.” Some drivers signed on their own behalf; others signed on behalf of their corporate entity (carrier). Individual drivers were required to form business entities, even if the business consisted of one driver and one truck. Sleepy’s did not pay wages to a carrier’s owners or workers. It paid each carrier for all the deliveries the carrier performed. An employee misclassification suit, seeking class certification, alleged that Sleepy’s misclassified the individual drivers as independent contractors and violated New Jersey law by making certain deductions and failing to pay overtime.The Third Circuit reversed the denial of certification of a proposed class of drivers who performed Sleepy's deliveries on a full-time basis using one truck. In addition to the Federal Rule of Civil Procedure 23 class action requirements, the Third Circuit requires that a Rule 23(b)(3) class be “currently and readily ascertainable.” Plaintiffs must show that the class is defined with reference to objective criteria and there is a reliable and administratively feasible mechanism for determining whether putative class members fall within the definition. The district court essentially demanded that the plaintiffs identify the class members at the certification stage and focused on gaps in Sleepy's records. Where an employer’s lack of records makes it more difficult to ascertain members of an otherwise objectively verifiable class, the employees who make up that class should not bear the cost of the employer’s faulty record-keeping. View "Hargrove v. Sleepys LLC" on Justia Law

After plaintiff bought a puppy from Petland and the puppy died a week later, plaintiff filed suit under the civil provisions contained in the Racketeer Influenced and Corrupt Organizations Act (RICO), alleging that the puppy's death was the result of a nationwide racketeering conspiracy. Plaintiff alleged that defendants are involved in a conspiracy to sell sick puppies for premium prices and engaged in a campaign of obfuscation after the sale to aid Petland in avoiding its warranties.The Eleventh Circuit affirmed the district court's dismissal of plaintiff's RICO complaint for failure to state a claim under Federal Rule of Civil Procedure 12(b)(6). The court held that the complaint failed to plead facts that plausibly support the inference that defendants shared a common purpose to commit the massive fraud she alleges. Furthermore, plaintiff has failed to allege with particularity that each defendant engaged in a pattern of racketeering activity. The court also held that plaintiff adequately alleged in her complaint that the Class Action Fairness Act vested the district court with original jurisdiction over her Georgia RICO claim. Therefore, the court vacated the portion of the district court's order declining to exercise supplemental jurisdiction and remanded with instructions to dismiss plaintiff's state-law RICO claim with prejudice. View "Cisneros v. Petland, Inc." on Justia Law

Pagliacci Pizza hired Steven Burnett as a delivery driver. Steven Burnett attended a mandatory new employee orientation at a local Pagliacci Pizza. During the orientation, Pagliacci gave Burnett multiple forms and told him to sign them so that he could start working. One of the forms that Burnett signed was a one-page “Employee Relationship Agreement” (ERA). The ERA mentioned nothing about arbitration of disputes. Pagliacci’s “Mandatory Arbitration Policy” (MAP) was printed in Pagliacci’s employee handbook, “Little Book of Answers,” a 23-page booklet in which Pagliacci’s MAP appeared on page 18. The MAP was not listed in the handbook’s table of contents, and page 18 fell within the “Mutual Fairness Benefits” section. Burnett was given a copy of Little Book of Answers during his orientation and told to read it at home. Consistent with that instruction, the ERA contained a section entitled “Rules and Policies.” Delivery drivers like Burnett filed a class action alleging wage and hour claims against Pagliacci Pizza. At issue on interlocutory review was whether the trial court sustainably denied the employer’s motion to compel arbitration. The Court of Appeals affirmed, determining that the mandatory arbitration policy contained in the employee handbook, which was provided to the named plaintiff after he signed the employment relationship agreement, was procedurally and substantively unconscionable and, thus, unenforceable. The Washington Supreme Court held that the MAP at issue in this case was indeed unenforceable because no arbitration agreement was formed when the employee signed the employment agreement when he had no notice of the arbitration provision contained in the employee handbook. The Court also held that in light of the noted circumstances, even if an arbitration contract existed, it was procedurally unconscionable and unenforceable. Furthermore, the Court held the same arbitration provision was substantively unconscionable because its one-sided terms and limitation provisions would bar any claim by the terminated employee here, an overly harsh result. Accordingly, the trial court’s order denying the employer’s motion to compel arbitration was affirmed and the matter remanded for further proceedings. View "Burnett v. Pagliacci Pizza, Inc." on Justia Law

Plaintiffs filed suit challenging the quarantine decisions of certain Connecticut state officials in response to an Ebola epidemic in West Africa. On appeal, plaintiffs challenged the district court's denial of their motion for class certification and dismissing their suit for lack of standing and based on qualified immunity. Plaintiffs primarily argue that they suffered actual or imminent injuries that create standing to seek prospective relief to avert allegedly unconstitutional future quarantines; clearly established law required that any quarantine imposed be medically necessary and comport with certain procedural safeguards; and their class is sufficiently numerous to merit certification.The Second Circuit affirmed and held that the district court properly deemed plaintiffs' injuries too speculative to support standing. In this case, plaintiffs failed to plead a sufficient likelihood that, under the revised policy, any of them faces a substantial risk of suffering a future injury. The court also held that the law surrounding quarantines was not clearly established such that a state official may be held liable for the actions taken here. The court did not reach the class certification issue because it is mooted by the court's conclusion as to standing. Accordingly, the court remanded with instructions to amend the judgment to clarify that the state law claims were dismissed without prejudice. View "Liberian Community Ass'n v. Lamont" on Justia Law

Robinson worked as a truck driver for Southern in 2015-2017. In 2018, after filing a notice with the California Labor Workforce Development Agency, he filed suit under the Private Attorneys General Act (PAGA) (Lab. Code 2698), alleging that Southern denied Robinson and other employees meal and rest breaks, and, as a result, failed to pay timely wages, furnish complete and accurate wage statements, and pay all wages due upon termination.The San Diego County Superior Court subsequently approved a settlement in a class action that sought individual damages and civil penalties under PAGA for the same alleged Labor Code violations (Gutierrez), which covered all persons employed by Southern in certain jobs, 2013-2018. Robinson and three other employees opted out of the class settlement. Robinson amended the allegations of his complaint to represent Southern employees who opted out of the Gutierrez settlement and persons who were employed by Southern from January 27, 2018, to the present. The court of appeal affirmed the dismissal of the case. Robinson is barred from bringing a PAGA action asserting the same claims that were settled in Gutierrez and lacks standing to bring a representative action on behalf of employees employed during the time period when he was no longer employed by Southern. View "Robinson v. Southern Counties Oil Co." on Justia Law