Justia Class Action Opinion Summaries

Assistant managers at Rite Aid stores in Maryland and Ohio joined a nationwide opt-in action in a Pennsylvania federal court, seeking back pay for misclassification of assistant managers as overtime-exempt (Fair Labor Standards Act, 29 U.S.C. 216(b)). One of them (Fisher) then initiated an F.R.C.P. 23(b)(3) class action lawsuit in the District of Maryland, seeking damages for alleged misclassification under Maryland laws. Following dismissal without prejudice under the "first-filed" rule, Fisher refiled in Pennsylvania, asserting diversity jurisdiction. Another plaintiff initiated a class action in the District of Northern Ohio seeking damages for alleged misclassification under the Ohio Act, asserting diversity jurisdiction. The case was transferred to Pennsylvania based on the forum selection clause in the employment contract. The Pennsylvania district court dismissed, holding that state law is not preempted, but that Rule 23 opt-out class actions based on state laws paralleling the FLSA are incompatible with the opt-in procedure under the FLSA, which was designed to prevent litigation through representative action. The Third Circuit affirmed with respect to preemption, but reversed with respect to inherent incompatibility. View "Knepper v. Rite Aid Corp." on Justia Law

Plaintiff sued Allstate on behalf of a putative class, alleging a nationwide pattern or practice of sex discrimination in violation of Title VII of the Civil Rights Act, 42 U.S.C. 2000e, and the Equal Pay Act, 29 U.S.C. 206(d). She alleged gender-based earning disparities based on salary, promotion, and training policies that left significant discretion in the hands of individual managers. The district court denied class certification. In response to enactment of the Lilly Ledbetter Fair Pay Act of 2009, Pub L. No. 111-2, plaintiff again moved for class certification, focusing on Allstate's uniform compensation policies. The court again denied certification, citing lack of common issues. On appeal, plaintiffs argued disparate impact, claiming that a policy of awarding merit increases based on a percentage of base pay and of comparing salaries to its competitors caused gender-based disparities in earnings. The Seventh Circuit affirmed denial of class certification, stating that plaintiffs did not meaningfully develop the disparate impact claim before the district court, where plaintiffs argued only a pattern-or-practice claim, a type of intentional discrimination. View "Puffer v. Allstate Ins. Co." on Justia Law

Current and former African–American employees brought suit alleging that they were exposed to a racially hostile work environment in defendant's warehouses and, in response to a motion for summary judgment, submitted a detailed list of incidents, scattered sporadically over 25 years, including vulgar graffiti, overtly racist comments by coworkers, and racially motivated pranks. The district court entered summary judgment in favor of the employer. The Sixth Circuit affirmed. The district court properly found that plaintiffs failed to show they were aware of the majority of harassment alleged by their fellow employees and correctly concluded that plaintiffs' claims should be considered individually. View "Berryman v. Supervalu Holdings, Inc." on Justia Law

Plaintiffs filed a class action suit, charging racial discrimination in employment in violation of Title VII of the Civil Rights Act and 42 U.S.C. 1981 and sought class certification (FRCP 23(b)(2) and 23(c)(4)) for deciding whether defendant engaged in practices that have a disparate impact on members of the class. The district court denied certification. After determining that appeal was timely, based on a renewed motion for certification made in reliance on the Supreme Court's 2011 decision, Wal-Mart Stores, Inc. v. Dukes, the Seventh Circuit reversed. Whether defendant's company-wide policies put blacks at a disadvantage is a question common to the class. While individual suits may be necessary to determine damages, that question could be resolved in a single proceeding, making limited class action treatment appropriate. View "McReynolds v. Merrill, Lynch, Pierce, Fenner & Smith, Inc." on Justia Law

Plaintiff, and drivers similarly situated, filed a class action against Affinity alleging violations of the Fair Labor Standards Act (FLSA), 29 U.S.C. 201 et seq., and California laws, including failure to pay overtime, failure to pay wages, improper charges for workers' compensation insurance, and the unfair business practice of wrongfully classifying California drivers. On appeal, plaintiff contended that the district court, after applying California's choice of law framework, erred when it concluded that Georgia law applied. The district court concluded that under Georgia law there was a presumption of independent contractor status and to rebut this presumption, plaintiff must establish that an employer-employee relationship existed. The district court found that plaintiff was unable to establish such a relationship and failed to rebut Georgia's presumption. The court held that the parties' choice of Georgia law was unenforceable in California. The court also held that under California's choice of law framework, the law of California applied. Accordingly, on remand, the district court shall apply California law to determine whether the drivers were employees or independent contractors. View "Ruiz v. Affinity Logistics Corp." on Justia Law

Named Claimants filed "class proofs of claims" in these consolidated bankruptcy cases in which Circuit City and related entities are the debtors. Named Claimants alleged that they, together with unnamed claimants, were owed almost $150 million in unpaid overtime wages. The court affirmed the decisions of the bankruptcy court with a different procedural approach for allowing claimants to file class proofs of claim and to present Rule 9014 motions. With respect to the bankruptcy court's ruling that in the circumstances of this case, the bankruptcy process would provide a process superior to the class action process for resolving the claims of former employees, the court concluded that the court's ruling fell within its discretion. With respect to these Named Claimants' challenge to notice, the court concluded that the notice to them was not constitutionally deficient - a conclusion with which they agreed - and that, with respect to unnamed claimants, the Named Claimants lacked standing to challenge the notice. View "Gentry v. Circuit City Stores, Inc." on Justia Law

Plaintiffs appealed from the judgment of the district court dismissing as time-barred their putative class action complaint against their former employer and the employer's pension plan for benefits alleged to be due under the Employee Retirement Income Security Act of 1974 (ERISA), 29 U.S.C. 1001 et seq. Plaintiffs asserted that the district court erred when it looked past the six-year New York limitations period for contract actions; applied part of the New York regime known as the "borrowing statute," which directed it to Pennsylvania law; and ruled that Pennsylvania's four-year limitations period barred plaintiffs' claims. The court held that in an action for benefits under 29 U.S.C. 1132, the court applied the forums state's statute of limitations, including its borrowing statute. Therefore, the district court was correct in applying New York's borrowing statute and plaintiffs' claims were untimely under Pennsylvania law. View "Muto, et al. v. CBS Corp." on Justia Law

Plaintiffs filed a class action, alleging violation of the Fair Labor Standards Act, 29 U.S.C. 216(b), and the Illinois Minimum Wage Law, 820 ILCS 105/1, based on denial of overtime pay. For the IMWL claim, the district court certified two classes: "hourly" and "assistant branch manager." The Seventh Circuit affirmed, rejecting an argument that the certification order did not comply with the commonality requirement of FRCP 23(c)(1)(B). The court referred to the 2011 Supreme Court decision, Wal-Mart Stores, Inc. v. Dukes, and concluded that the defendant's unofficial policy concerning overtime provided the "common answer" that will potentially resolve the case. View "Ross v. RBS Citizens N.A." on Justia Law

In 2005, during plaintiff's employment, defendant issued an employee handbook, including a provision that all employment-related disputes, whether initiated by an employee or by defendant, would be "resolved only by an arbitrator through final and binding arbitration," that disputes under the Fair Labor Standards Act were among those subject to the arbitration policy, that disputes cannot be brought as class actions or in representative capacities, and that the Federal Arbitration Act was its governing authority. Plaintiff signed a receipt that reiterated the arbitration policy. After his employment ended, plaintiff filed a class action, alleging violation of the FLSA by failing to adequately compensate him and other similarly-situated employees for overtime work. The district court denied a motion to stay proceedings and compel arbitration, finding that the provision was illusory because the employer retained the right to terminate or modify the provision at any time. The Fifth Circuit affirmed, noting that under the provision the company could make amendments almost instantaneously. View "Carey v. 24 Hour Fitness USA, Inc." on Justia Law

This matter arose out of a dispute over whether the City of Dallas paid its firefighters and police officers in accord with a 1979 ordinance adopted pursuant to a voter-approved referendum. Claiming the City had not properly paid them, some firefighters and police officers brought a class action asserting breach of contract claims and seeking a declaratory judgment. For the reasons set out in City of Dallas v. Albert, the court concluded that: (1) the ordinance's adoption by means of referendum did not result in the City's loss of immunity from suit; (2) the City had immunity from suit as to the declaratory judgment action; (3) by non-suiting its counterclaim the City did not reinstate immunity from suit as to the Officers' claims that were pending against the City when it non-suited the counterclaim; and (4) the case must be remanded for the trial court to consider whether the Legislature waived the City's immunity by amending the Local Government Code. View "City of Dallas v. Martin, et al." on Justia Law