Justia Class Action Opinion Summaries

A former hourly, nonexempt employee of a large lumber manufacturer filed a class action in October 2018 alleging wage and hour violations on behalf of eight classes of present and former employees. Many employees had signed arbitration agreements that precluded class actions and required arbitration of employment-related disputes, but neither the named plaintiff nor other named plaintiffs were signatories. Throughout several years of litigation, the employer did not identify signatory employees or produce the signed arbitration agreements, despite being ordered to do so. The employer participated in extensive discovery and litigation regarding all putative class members, including those who had signed the agreements.The Superior Court of Shasta County reviewed the case and, after extensive discovery disputes, granted class certification for eight classes in November 2022. Following class certification, the employer produced over 3,000 signed arbitration agreements and promptly moved to compel arbitration for class members who had signed the agreements. The plaintiffs opposed this, arguing the employer had waived its right to compel arbitration due to its prior litigation conduct, including failure to produce agreements and treating signatory employees as class members throughout discovery. The trial court denied the employer’s motion to compel arbitration, finding waiver under the St. Agnes test, and granted sanctions precluding the employer from presenting evidence of the arbitration agreements or arguing that class members had signed them.Upon appeal, the Court of Appeal of the State of California, Third Appellate District, affirmed the order denying the motion to compel arbitration and dismissed the appeal from the sanctions order. The main holding was that the employer had waived its contractual right to compel arbitration by conduct that was inconsistent with an intent to arbitrate, including withholding the agreements and treating signatory employees as class members, as established by clear and convincing evidence. The court dismissed the appeal regarding sanctions for lack of appellate jurisdiction. View "Sierra Pacific Industries Wage and Hour Cases" on Justia Law

A coal miner was employed at the Burke Mountain Mine Complex until October 2019, when he was told the mine was “shut down” and his job was terminated without receiving advance notice. He brought a class action lawsuit on behalf of himself and other similarly situated employees against five related mining companies, alleging they failed to provide notice of termination as required by the Worker Adjustment and Retraining Notification Act (WARN Act). Evidence at trial showed that the companies shared common officers, directors, ownership, and business addresses, and that personnel and equipment were regularly exchanged among them. Employees testified that the companies operated interchangeably and were managed collectively by the same family.The United States District Court for the Southern District of West Virginia certified the class, denied summary judgment to both sides, and submitted the matter to a jury. The jury found the companies liable under the WARN Act, determining that they operated as a single employer and that at least 50 employees suffered an employment loss through termination or reduction in hours. The district court entered judgment for the plaintiff and, after trial, denied the defendants’ renewed motion for judgment as a matter of law or, alternatively, for a new trial. The companies appealed, challenging both the sufficiency of the evidence and the jury instructions.The United States Court of Appeals for the Fourth Circuit reviewed the case and affirmed the district court’s judgment. The court held that the jury had sufficient evidence to conclude the companies were a single employer under the WARN Act and that the district court’s instruction regarding the definition of employment loss was correct. The court also found that the companies forfeited any argument regarding an inconsistent jury verdict by failing to object before the jury was discharged. View "Gautier v. Tams Management, Inc." on Justia Law

A hospital district alleged that a medical device manufacturer used its dominant market share in tip-location systems (TLS) for catheters to manipulate the market for peripherally inserted central catheters (PICCs). Bard, the manufacturer, sells PICCs with a proprietary stylet that is necessary to integrate with Bard’s TLS. The hospital claimed this arrangement effectively forced hospitals to buy Bard’s PICCs to use the TLS, resulting in higher prices, and brought suit under the Sherman Act and Clayton Act for unlawful tying and monopolization. The hospital sought class certification for clinics and hospitals that had purchased Bard PICCs.Initially, the United States District Court for the District of Utah granted Bard’s motion for judgment on the pleadings regarding the tying claim, holding that the hospital lacked antitrust standing since it purchased only the tied product (PICCs) and not the tying product (TLS). The court concluded the hospital did not show it was compelled to buy Bard’s PICCs as a result of owning Bard’s TLS. The court allowed the monopolization claim to proceed, but later denied class certification, finding the proposed class did not meet certification requirements. After the Tenth Circuit denied interlocutory review of the class certification denial, the hospital voluntarily dismissed its remaining claim to facilitate an appeal from final judgment.On appeal, the United States Court of Appeals for the Tenth Circuit affirmed the dismissal of the tying claim, holding that the hospital was not an efficient enforcer of the antitrust laws and therefore lacked antitrust standing. The court found that purchasers of the tying product or competitors are generally better positioned to challenge tying arrangements. The Tenth Circuit also dismissed the appeal from denial of class certification, ruling it lacked jurisdiction under circuit and Supreme Court precedent when the underlying claim was voluntarily dismissed. View "North Brevard County Hospital District v. C.R. Bard, Inc." on Justia Law

The plaintiffs in this case are trustees who own a property in Kīhei, Maui, which they use as a vacation home for personal use. In 2021, Maui County reclassified their property as a “short-term rental” based solely on zoning, not actual use, resulting in a higher property tax rate. The plaintiffs paid the assessed taxes but did not utilize the administrative appeals process available through the Maui County Board of Review. Instead, they filed a class action in the Circuit Court of the Second Circuit, seeking a refund and alleging that the County’s collection of the higher taxes was unconstitutional, violated due process, and resulted in unjust enrichment.The Circuit Court of the Second Circuit granted the County’s motion to dismiss, finding it lacked subject matter jurisdiction. The court determined that under Hawai‘i Revised Statutes chapter 232 and Maui County Code chapter 3.48, the proper procedure for contesting real property tax assessments—including constitutional challenges—requires first appealing to the County Board of Review and, if necessary, then to the Tax Appeal Court. Because the plaintiffs bypassed these required steps and missed the statutory deadline to appeal, the court dismissed the case with prejudice.On appeal, the Supreme Court of the State of Hawai‘i affirmed the circuit court’s dismissal. The Supreme Court held that the Tax Appeal Court has exclusive jurisdiction over appeals regarding real property tax assessments, including those raising constitutional issues, and found that the plaintiffs’ claims were time-barred due to their failure to timely pursue the established administrative remedies. As a result, the Supreme Court affirmed the circuit court’s judgment dismissing the plaintiffs’ claims for lack of subject matter jurisdiction. View "Piezko v. County of Maui" on Justia Law

A group of 169 individuals who worked at the Clark County Government Center in Las Vegas brought claims alleging that they suffered serious injuries due to exposure to toxic chemicals, including polychlorinated biphenyls (PCBs), at their workplace. The site of the Government Center had previously been used as a rail yard by Union Pacific Railroad, and plaintiffs alleged that Union Pacific dumped waste, including PCBs manufactured by the former Monsanto Company, at the site. Plaintiffs asserted that Monsanto’s corporate successors inherited liability for harms caused by the production, sale, and distribution of PCBs, which allegedly caused a range of health issues for those exposed.The plaintiffs initially filed suit in Nevada state court against multiple defendants, including Union Pacific, the Las Vegas Downtown Redevelopment Agency, and Monsanto’s successors. The claims sought compensatory and punitive damages for injuries stemming from the alleged contamination. Monsanto’s successors removed the action to the United States District Court for the District of Nevada under the Class Action Fairness Act (CAFA). The plaintiffs moved to remand the case back to state court, and the District Court granted the motion, finding that the local controversy exception to CAFA applied since the alleged injuries were localized to Clark County.On appeal, the United States Court of Appeals for the Ninth Circuit reviewed the district court’s remand order de novo. The Ninth Circuit held that CAFA’s local controversy exception did not apply because the principal injuries resulting from Monsanto’s conduct were not shown to have been incurred primarily in Nevada. The court found that plaintiffs’ allegations described nationwide distribution and harm from PCBs, with no facts indicating that Nevada experienced principal or unique injuries. Therefore, the Ninth Circuit reversed the District Court’s order remanding the case and ordered the case to proceed in federal court. View "EMPLOYEES AT THE CLARK COUNTY GOVERNMENT CENTER V. MONSANTO COMPANY" on Justia Law

The plaintiff held a variable-rate credit card issued by a bank, with an agreement specifying that the interest rate for each billing cycle would be determined by adding a constant margin to the U.S. Prime Rate as published in The Wall Street Journal on the last day of each month. When the Federal Reserve increased the Federal Funds Rate multiple times from March 2022 to July 2023, the Prime Rate—and consequently, the plaintiff’s credit card interest rate—increased significantly. The new, higher rate was applied to the cardholder’s outstanding balances for the entire billing cycle, including balances incurred before the Prime Rate increased. The plaintiff, dissatisfied with paying higher interest on previous balances, filed a class action alleging that the bank’s method of calculating and applying the interest rate violated the Credit Card Accountability Responsibility and Disclosure Act of 2009 (CARD Act) and California’s Unfair Competition Law.The United States District Court for the Northern District of California dismissed the case under Rule 12(b)(6), concluding that the bank’s method fell within a statutory exception in the CARD Act. The court found that the credit card agreement’s use of the Prime Rate, which is publicly available and not controlled by the bank, satisfied the CARD Act’s exception for variable rates tied to an external index.On appeal, the United States Court of Appeals for the Ninth Circuit reviewed the dismissal de novo. The appellate court held that the agreement complied with 15 U.S.C. § 1666i-1(b)(2), as the only variable affecting the rate was the Prime Rate, which was not under the bank’s control. The court found no violation of the CARD Act and affirmed the district court’s dismissal, holding that the bank’s method of setting variable rates according to the Prime Rate was lawful under the statute’s exception. View "MILLIKEN V. BANK OF AMERICA, N.A." on Justia Law

A group of unhoused veterans with severe disabilities and mental illnesses sued the United States Department of Veterans Affairs (VA) and the Department of Housing and Urban Development (HUD), seeking to restore the West Los Angeles VA Grounds for its intended use: housing disabled veterans. The VA had leased portions of this land to third parties—including the Regents of the University of California, Brentwood School, and Bridgeland Resources LLC—for uses that did not principally benefit veterans. Plaintiffs argued that the lack of supportive housing denied meaningful access to VA healthcare, violated the Rehabilitation Act, and placed them at serious risk of institutionalization. They also challenged VA policies that counted disability benefits as income, restricting access to supportive housing, and claimed that certain land-use agreements violated the Administrative Procedures Act (APA). Additionally, they asserted that the original 1888 Deed created a charitable trust that the VA had breached.The United States District Court for the Central District of California held a four-week bench trial, finding that the VA’s land-use leases with UCLA, Brentwood School, and Bridgeland Resources LLC were unlawful, voided these leases, and enjoined the VA from renegotiating them. The court certified a plaintiff class, ordered the VA to build supportive housing, found the VA and HUD violated the Rehabilitation Act in several respects, and determined that the VA had breached fiduciary duties under a charitable trust theory, invalidating certain leases on that basis as well.On review, the United States Court of Appeals for the Ninth Circuit affirmed in part, reversed in part, vacated in part, and remanded. The Ninth Circuit held that federal courts retained jurisdiction over plaintiffs’ Rehabilitation Act claims, upheld class certification, and affirmed findings of meaningful access, Olmstead, and facial discrimination under the Rehabilitation Act against the VA. The court reversed judgment against HUD, and also reversed the charitable trust claim, finding no judicially enforceable fiduciary duties under the Leasing Act. The court vacated related injunctive relief and judgments based on the charitable trust theory, including those against UCLA, Brentwood, and Bridgeland. The injunctions were modified, allowing the VA to renegotiate leases if compliant with statutory requirements. View "Powers v. McDonough" on Justia Law

Ryan O’Donnell and Michael Goree each had their vehicles disposed of by the City of Chicago after failing to pay multiple traffic tickets. The City acted under a municipal code provision that allows for immobilization, towing, and eventual disposition of vehicles registered to owners with outstanding violations. O’Donnell’s vehicle was sold to a towing company at scrap value; Goree’s vehicle was relinquished to a lienholder. Neither was compensated or had proceeds offset against their ticket debt.After these events, O’Donnell and Goree filed a putative class action in the United States District Court for the Northern District of Illinois, Eastern Division. Their complaint alleged that the City’s forfeiture scheme was facially unconstitutional under the Fifth Amendment’s Takings Clause and the Illinois constitution, and included a state-law unjust enrichment claim. They also asserted a Monell claim against the towing company, URT United Road Towing, Inc. The district court dismissed all claims for failure to state a claim, finding that the vehicle forfeiture under the traffic code was not a taking.On appeal, the United States Court of Appeals for the Seventh Circuit reviewed the district court’s dismissal de novo. The appellate court held that the City’s graduated forfeiture scheme is an exercise of its police power to enforce traffic laws rather than a taking for public use. The court reasoned that this type of law enforcement forfeiture does not trigger the Takings Clause of either the federal or Illinois constitutions. The court further found that because there was no constitutional violation, the plaintiffs’ Monell and unjust enrichment claims also failed. The Seventh Circuit affirmed the district court’s dismissal of all claims. View "O'Donnell v City of Chicago" on Justia Law

Two commercial truck drivers, residents of Connecticut, began working as delivery drivers for a baked goods company through a staffing agency, classified as W-2 employees. After several months, the company required them to create corporations and enter into “Distributor Agreements” in their capacities as presidents of those corporations to continue working. These agreements included mandatory arbitration clauses and disclaimed an employee-employer relationship. Despite the new contractual arrangement, the drivers’ daily responsibilities remained unchanged, consisting of picking up baked goods from the company’s warehouse and delivering them to retail outlets.Seeking relief under Connecticut wage and overtime laws, the drivers initiated a putative class action in Connecticut Superior Court. The baked goods company removed the case to the United States District Court for the District of Connecticut, invoking diversity jurisdiction. The company then moved to compel arbitration pursuant to the contractual arbitration clauses. The drivers opposed, arguing that the agreements were “contracts of employment” exempt from the Federal Arbitration Act (FAA) under § 1, that they were not bound in their individual capacities, and that the clauses were unenforceable. The District Court ruled in favor of the company, granting the motion to compel arbitration, and held that the agreements were not “contracts of employment” under § 1 of the FAA.On interlocutory appeal, the United States Court of Appeals for the Second Circuit reviewed the District Court’s order de novo. The Second Circuit held that the agreements, though signed by corporate entities created at the company’s request, were “contracts of employment” within the meaning of § 1 of the FAA, as they were contracts for the performance of work by workers. Consequently, the court vacated the District Court’s order compelling arbitration and remanded for further proceedings. View "Silva v. Schmidt Baking Distribution, LLC" on Justia Law

Two individuals brought a class action against Amazon, alleging that its Virtual Try-On (VTO) feature—used to preview makeup and eyewear products by rendering them on users’ faces via their mobile devices—violated the Illinois Biometric Information Privacy Act (BIPA). The VTO software, developed both in-house and by a third party, captured users’ facial geometry to overlay products for virtual preview. The plaintiffs claimed Amazon collected, stored, and used their facial data and that of many others in Illinois without proper notice, informed consent, or the creation of required data retention and destruction policies as mandated by BIPA.After removal from Illinois state court to the United States District Court for the Northern District of Illinois, the plaintiffs moved for class certification under Federal Rule of Civil Procedure 23(b)(3). The district court certified a class of all individuals who used Amazon’s VTO feature in Illinois after September 7, 2016. The district court found the class satisfied the requirements of numerosity, commonality, typicality, and adequacy, and that common questions—primarily concerning the VTO’s functionality and Amazon’s use of biometric data—predominated over individual questions such as location and damages. It also found a class action was superior due to the size and cost of potential individual litigation.On interlocutory appeal, the United States Court of Appeals for the Seventh Circuit reviewed only the class certification decision, focusing on predominance and superiority. The court affirmed the district court’s certification, holding that common questions about Amazon’s alleged statutory violations predominated and that individual questions regarding user location and damages were manageable. The court also agreed that a class action was superior to individual suits, given the complexity and cost of litigation, and affirmed the district court’s discretion. View "Svoboda v Amazon.com Inc." on Justia Law