Purchasers of organic asphalt roofing shingles in many states sued IKO and affiliated firms, contending that it falsely told customers that the shingles met an industry standard (ASTM D2250 and that compliance had been ascertained by use of a testing protocol (ASTM D228). What distinguishes an “organic” asphalt tile is inclusion of a layer made from felt or paper; tiles that include a fiberglass layer are not called organic, even though asphalt itself has organic components. In 2009 the Panel on Multidistrict Litigation transferred all of the federal suits to the Central District of Illinois for consolidated pretrial proceedings under 28 U.S.C. 1407. Plaintiffs asked the court to certify a class that would cover IKO sales in eight states since 1979. The court declined. After determining that subject matter jurisdiction existed despite the district court’s error in transferring the matter to a judge without approval of the Panel, the Seventh Circuit vacated, While not required to certify the proposed class, the district court denied class certification under a mistaken belief that “commonality of damages” is legally indispensable.View "Zanetti v. IKO Mfg Inc." on Justia Law

Defendant published a daily newspaper and contracted with individual carriers to deliver the paper. Named plaintiffs were four newspaper carriers for Defendant. Plaintiffs sued on behalf of a putative class of carriers, alleging that Defendant wrongly treated its carriers as independent contractors when they were employees as a matter of law. The trial court denied class certification, concluding that alleged individual variations in how carriers performed their work presented unmanageable individual issues that precluded certification. The court of appeals reversed in part, concluding that proof of employee status would not necessarily entail a host of individual inquiries. The Supreme Court affirmed, holding (1) whether a common law employer-employee relationship exists turns principally on the degree of a hirer’s right to control how the end result is achieved; (2) whether the hirer’s right to control can be shown on a classwide basis will depend on the extent to which individual variations in the hirer’s rights concerning each putative class member exist, and whether such variations, if any, are manageable; and (3) the trial court in this case erred in rejecting certification based not on differences in Defendant’s right to exercise control but on variations in how that right was exercised.View "Ayala v. Antelope Valley Newspapers, Inc." on Justia Law

Non-Settling Defendants seek to overturn a partial final judgment approving the settlement of certain putative class actions. The settled claims were brought by Investor Plaintiffs who were individual and institutional investors in so-called Bernard Madoff feeder funds managed by the Fairfield Greenwich Group (Settling Defendants). The Non-Settling Defendants challenged a provision in the settlement agreement that provides that investors who filed claims under the settlement submit to the district court's jurisdiction for the sole purpose of participating in the settlement and not for any other purpose. The court joined its sister circuits in holding that a settlement which does not prevent the later assertion of a non-settling party's claims, does not cause the non-settling party "formal" legal prejudice. Therefore, the court concluded that the Non-Settling Defendants did not have standing to object to the settlement. The court declined to address the remaining issues on appeal and dismissed for lack of standing.View "Pricewaterhousecoopers, LLP, et al. v. Bhatia, et al." on Justia Law

Plaintiffs, a group of retired U.S. Airways pilots, filed a class action seeking interest for the period of delay in the payment of their retirement benefits. The district court refused to certify the class. The court reversed and remanded, holding that the class members were not required to exhaust internal remedies before bringing their claims in court because they sought enforcement of the Employee Retirement Income Security Act's (ERISA), 29 U.S.C. 1001 et seq., substantive guarantees rather than contractual rights. View "Stephens, et al. v. US Airways Group, Inc., et al." on Justia Law

An Employee filed a class action complaint against his Employer. The Employee, however, had entered into an arbitration agreement with his Employer that waived his right to class proceedings. The Employee also sought to bring a representative action under the Labor Code Private Attorneys General Act (PAGA). The Court of Appeal concluded that the entire arbitration agreement, which included a PAGA waiver, should be enforced. The Supreme Court reversed, holding, as regards the class action complaint, (1) a state law that restricts enforcement of the waiver of the right to class proceedings in arbitration agreements on grounds of public policy or unconscionability is preempted by the Federal Arbitration Act (FAA); but (2) the class action waiver at issue in this case was unlawful under the National Labor Relations Act, and the Employer waived its right to arbitrate. With regard to the PAGA action, the Court held (1) the FAA does not preempt a state law that prohibits waiver of PAGA representative actions in an employment contract; and (2) an arbitration agreement requiring an employee to give up the right to bring representative PAGA actions is contrary to public policy and unenforceable as a matter of state law.View "Iskanian v. CLS Transp. Los Angeles, LLC" on Justia Law

Plaintiff filed a class action suit to recover unpaid overtime wages from her former employer, Bloomingdale's. The district court granted Bloomingdale's motion to compel arbitration, determining that shortly after being hired by Bloomingdale's, plaintiff entered into a valid, written arbitration agreement and that all of her claims fell within the scope of that agreement. The court concluded that plaintiff had the right to opt out of the arbitration agreement, and had she done so she would be free to pursue this class action in court. Having freely elected to arbitrate employment-related disputes on an individual basis, without interference from Bloomingdale's, she could not claim that enforcement of the agreement violated either the Norris-LaGuardia Act, 29 U.S.C. 101 et seq., or the National Labor Relations Act, 29 U.S.C. 151 et seq. The court concluded that the district court correctly held that the arbitration agreement was valid and, under the Federal Arbitration Act, 9 U.S.C. 1 et seq., it must be enforced according to its terms. The court affirmed the judgment of the district court.View "Johnmohammadi v. Bloomingdale's, Inc." on Justia Law

Plaintiff filed a class action suit alleging that Nordstrom violated various state and federal employment laws by precluding employees from bringing most class action lawsuits in light of AT&T Mobility LLC v. Concepcion. Nordstrom, relying on the revised arbitration policy in its employee handbook, sought to compel plaintiff to submit to individual arbitration of her claims. The district court denied Nordstrom's motion to compel. The court concluded that Nordstrom satisfied the minimal requirements under California law for providing employees with reasonable notice of a change to its employee handbook, and Nordstrom was not bound to inform plaintiff that her continued employment after receiving the letter constituted acceptance of new terms of employment. Accordingly, the court concluded that Nordstrom and plaintiff entered into a valid agreement to arbitrate disputes on an individual basis. The court reversed and remanded for the district court to address the issue of unconscionably.View "Davis v. Nordstorm, Inc." on Justia Law

Plaintiffs Mary Hall, the personal representative of the estate of Adolphus Hall, Sr., and Anaya McKinnon, the personal representative of the estate of Wanzy Lee Bowman appealed the Jefferson Circuit Court's order dismissing their complaint filed against Environmental Litigation Group, P.C., a law firm ("ELG"). The plaintiffs filed a complaint in against ELG, requesting a declaratory judgment and alleging one count of unjust enrichment and one count of breach of contract. The plaintiffs asserted those claims on behalf of the estates they represented and on behalf of "others similarly situated as a class action pursuant to Rule 23," Ala. R. Civ. P. In the 1990s, ELG agreed to represent hundreds of clients who had been exposed to asbestos, including Adolphus Hall and Bowman; ELG entered into an attorney-employment agreement with each client; pursuant to that agreement, ELG agreed to "take all legal steps necessary to enforce the said tort claim," and in return ELG would receive 40% of amounts collected from any settlement or judgment as its fee; the agreement also permitted ELG to reimburse itself for reasonable expenses related to the clients' claims. The "crux" of the plaintiffs' claims is that ELG breached the attorney-employment agreement by allegedly taking as an attorney fee more than 40% of the settlement proceeds. ELG filed a motion to dismiss the plaintiffs' appeal, arguing that the Supreme Court did not have subject-matter jurisdiction over the plaintiffs' appeal because "[o]nly the Alabama State Bar has jurisdiction to resolve the dispute between the parties." The Supreme Court concluded the trial court erred in dismissing plaintiffs' complaint, and affirmed the denial of ELG's motion to dismiss.View "Hall v. Environmental Litigation Group, P.C. " on Justia Law

Facing asbestos-related personal injury lawsuits filed in the 1980s, a group of producers of asbestos and asbestos-containing products formed the Center for Claims Resolution to administer such claims on behalf of its Members. About 20 Members negotiated and signed the Producer Agreement, which established and set forth the mechanics of the Center and the obligations of the Members. After G-I failed to pay its contractually-calculated share of personal injury settlements and Center expenses, U.S. Gypsum and Quigley were obligated to pay additional sums to cover G-I’s payment obligations. G-I filed for bankruptcy and the Center, U.S. Gypsum, and Quigley each filed a proof of claim, seeking to recover for G-I’s nonpayment under the Producer Agreement. The Center settled its claim with G-I. The Bankruptcy Court granted summary judgment in G-I’s favor. The district court affirmed. The Third Circuit vacated, holding that the Producer Agreement permits the Former Members to pursue a breach of contract action against G-I for its failure to pay contractually-obligated sums due to the Center, in light of their payment of G-I’s share. View "In re: G-I Holdings, Inc." on Justia Law

Before the Supreme Court, three actions: two class actions and a qui tam action brought in the name of the state of Michigan involving allegations that multiple pharmacies systematically violated MCL 333.17755(2) by improperly retaining savings that should have been passed on to customers when dispensing generic drugs in the place of their brand-name equivalents. Furthermore, plaintiffs argued that violations of section 17755(2) necessarily resulted in violations of the Health Care False Claim Act (HCFCA) and the Medicaid False Claim Act (MFCA) when pharmacists submitted reimbursement claims to the state for Medicaid payments that they were not entitled to receive. "The inferences and assumptions required to implicate defendants [were] simply too tenuous for plaintiffs' claims to survive summary judgment. Moreover, plaintiffs' overbroad approach of identifying all transactions in which a generic drug was dispensed fail[ed] to hone in on the only relevant transactions - those in which a generic drug was dispensed in place of a brand-name drug." The Supreme Court reversed the Court of Appeals’ construction of MCL 333.17755(2) and its holding that plaintiffs' pleadings were sufficient to survive summary judgment, vacated the remainder of the Court of Appeals' judgment, and reinstated the trial court's grant of summary judgment to defendants. View "Michigan ex rel Gurganus v. CVS Caremark Corp." on Justia Law