Justia Class Action Opinion Summaries

A publicly traded company, CoreCivic, which operates private prisons, faced scrutiny after the Bureau of Prisons raised safety and security concerns about its facilities. Following a report by the Department of Justice's Inspector General highlighting higher rates of violence and other issues in CoreCivic's prisons compared to federal ones, the Deputy Attorney General recommended reducing the use of private prisons. This led to a significant drop in CoreCivic's stock price and a subsequent shareholder class action lawsuit.The United States District Court for the Middle District of Tennessee, early in the litigation, issued a protective order allowing parties to designate discovery materials as "confidential." This led to many documents being filed under seal. The Nashville Banner intervened, seeking to unseal these documents, but the district court largely maintained the seals, including on 24 deposition transcripts, without providing specific reasons for the nondisclosure.The United States Court of Appeals for the Sixth Circuit reviewed the case. The court emphasized the strong presumption of public access to judicial records and the requirement for compelling reasons to justify sealing them. The court found that the district court had not provided specific findings to support the seals and had not narrowly tailored the seals to serve any compelling reasons. The Sixth Circuit vacated the district court's order regarding the deposition transcripts and remanded the case for a prompt decision in accordance with its precedents, requiring the district court to determine if any parts of the transcripts meet the requirements for a seal within 60 days. View "Grae v. Corrections Corp. of Am." on Justia Law

Michael Salazar filed a class action lawsuit against Paramount Global, alleging a violation of the Video Privacy Protection Act (VPPA). Salazar claimed that he subscribed to a 247Sports e-newsletter and watched videos on 247Sports.com while logged into his Facebook account. He alleged that Paramount had installed Facebook’s tracking Pixel on 247Sports.com, which enabled Paramount to track and disclose his video viewing history to Facebook without his consent.The United States District Court for the Middle District of Tennessee dismissed Salazar’s complaint. The court found that Salazar had standing because the alleged disclosure of his video viewing history to Facebook constituted a concrete injury. However, the court dismissed the complaint for failure to state a claim under the VPPA, concluding that Salazar was not a “consumer” under the Act. The court reasoned that Salazar’s subscription to the 247Sports e-newsletter did not qualify him as a “consumer” because the newsletter was not “audio visual materials.”The United States Court of Appeals for the Sixth Circuit reviewed the case and affirmed the district court’s decision. The Sixth Circuit agreed that Salazar had standing but held that he did not plausibly allege that he was a “consumer” under the VPPA. The court interpreted the term “goods or services” in the context of the VPPA to mean audio-visual materials, and since Salazar’s newsletter subscription did not involve audio-visual materials, he was not a “consumer” under the Act. The court also found that the district court did not abuse its discretion in dismissing the complaint with prejudice, as Salazar had not filed a formal motion to amend his complaint. View "Salazar v. Paramount Global" on Justia Law

A certified class of Ohio landowners alleged that a Colorado-based mining company, Antero Resources Corporation, underpaid them $10 million in natural gas royalties. The landowners claimed that Antero improperly deducted costs for processing and fractionation from their royalties. Antero counterclaimed, seeking authority to deduct additional costs related to gathering, dehydrating, compressing, and transporting the unrefined natural gas. The district court certified the class, denied Antero's motion for summary judgment, granted the landowners' motion, and entered a final judgment after the parties stipulated damages.The United States District Court for the Southern District of Ohio ruled in favor of the landowners, finding that Antero improperly deducted processing and fractionation costs from the royalties. The court determined that these costs were necessary to transform the gas into marketable form and thus could not be deducted under the lease agreement.The United States Court of Appeals for the Sixth Circuit reviewed the case and affirmed the district court's decision. The court held that Antero could not deduct the costs of processing and fractionation from the landowners' royalties. The court found that the lease agreement's Market Enhancement Clause allowed deductions only for costs that enhanced the value of already marketable products, not for costs required to make the products marketable. The court concluded that the gas products first became marketable after processing and fractionation, and thus, these costs were not deductible. The court also noted that the Fourth Circuit had reached a similar conclusion in a related case involving the same defendant and lease terms. View "The Grissoms, LLC v. Antero Resources Corp." on Justia Law

Lynwood Pickens worked for Hamilton-Ryker IT Solutions from 2018 to 2019, inspecting pipes at a natural-gas export terminal in Texas. He was paid $100 per hour but was guaranteed a weekly salary of $800, equivalent to eight hours of work. For any hours worked beyond the initial eight, he received additional hourly compensation. Pickens regularly worked over 50 hours per week but did not receive overtime pay, as Hamilton-Ryker classified him as a salaried employee exempt from the Fair Labor Standards Act (FLSA).Pickens sued Hamilton-Ryker in 2020, claiming he was a non-exempt hourly worker entitled to overtime pay. Fourteen coworkers joined the lawsuit. Both parties moved for summary judgment. The United States District Court for the Middle District of Tennessee granted summary judgment to Hamilton-Ryker, classifying Pickens as a salaried employee under the FLSA and dismissing the claims of his coworkers for not being "similarly situated."The United States Court of Appeals for the Sixth Circuit reviewed the case. The court held that Pickens was not paid on a salary basis as defined by the FLSA regulations. The court emphasized that a true salary must cover a regular workweek, not just a portion of it. Since Pickens' guaranteed pay only covered eight hours, not his usual 52-hour workweek, he did not meet the salary basis test. The court reversed the district court's decision and remanded the case for further proceedings, leaving the determination of the collective action status and the claims of Pickens' coworkers to the district court. View "Pickens v. Hamilton-Ryker IT Solutions" on Justia Law

Gina Burt filed a lawsuit against Playtika, Ltd. and Playtika Holding Corporation in Tennessee state court, seeking to recover alleged gambling losses incurred by Tennessee residents who played Playtika’s online games. Burt's claim was based on Tennessee Code Ann. § 29-19-105, which allows recovery of gambling losses. Playtika removed the case to federal court, invoking jurisdiction under the Class Action Fairness Act (CAFA) and traditional diversity jurisdiction.The United States District Court for the Eastern District of Tennessee remanded the case to state court. The district court determined that it lacked jurisdiction because Burt’s suit was not a “class action” under CAFA, and the losses of the Tennessee players could not be aggregated to meet the amount in controversy requirement for traditional diversity jurisdiction. Playtika appealed the remand order under CAFA’s expedited removal appeal provision.The United States Court of Appeals for the Sixth Circuit reviewed the case and affirmed the district court’s remand order. The appellate court held that Burt lacked Article III standing to proceed in federal court because she did not allege that she personally suffered any gambling loss. The court found that Burt’s claim to recover losses on behalf of other Tennessee residents did not satisfy the injury-in-fact requirement for standing. Additionally, the court rejected Burt’s argument that she had standing under a qui tam theory, concluding that Tennessee Code Ann. § 29-19-105 is not a qui tam statute. Consequently, the court affirmed the district court’s decision to remand the case to state court. View "Burt v. Playtika, Ltd." on Justia Law

Bradley Patton was arrested in Rutherford County, Tennessee, and charged with drug and firearm offenses. He posted bail multiple times, but his bail was eventually increased to $126,000. Under local rules, because his bail exceeded $75,000, he had to prove in a hearing that the bail money was not derived from criminal activities. Patton filed a class-action lawsuit in federal court, claiming that this local rule violated his due-process and Eighth Amendment rights.The United States District Court for the Middle District of Tennessee dismissed Patton's claims, ruling that they were moot because he had been released from pretrial custody and there was no ongoing harm. The court also found that Patton could not rely on the putative class's standing to preserve his claims and rejected his argument that the claims were capable of repetition yet evading review.The United States Court of Appeals for the Sixth Circuit reviewed the case and held that Patton's claims fell within the "inherently transitory" exception to mootness for class-action claims. The court noted that pretrial detention is inherently temporary and that other class members would likely suffer the same injury. The court also found that the district court's decision to reserve the deadline for filing a motion for class certification meant that Patton should not be penalized for not filing such a motion. The Sixth Circuit reversed the district court's judgment and remanded the case for further proceedings. View "Patton v. Fitzhugh" on Justia Law

The National Labor Relations Board sought enforcement of its Order finding that AEI violated the National Labor Relations Act by barring employees from pursuing class-action litigation or collective arbitration of work-related claims and by forbidding an AEI technician from discussing a proposed compensation change with his coworkers and by firing that technician for discussing the proposed change and complaining to management about it. AEI employees sign an agreement that “Disputes … relating to your employment” must, at the election of the employee or the company, be resolved “exclusively through binding arbitration” and that “you and AEI also agree that a claim may not be arbitrated as a class action, also called ‘representative’ or ‘collective’ actions, and that a claim may not otherwise be consolidated or joined with the claims of others.” AEI’s employee handbook prohibits “[u]nauthorized disclosure of business secrets or confidential business or customer information, including any compensation or employee salary information.” The Sixth Circuit enforced the order. An arbitration provision requiring employees covered by the Act individually to arbitrate all employment-related claims is not enforceable. The evidence was adequate to support the ALJ’s factual findings and conclusion that DeCommer was fired for engaging in protected, concerted activity View "National Labor Relations Board v. Alternative Entertainment, Inc." on Justia Law

After the city began using the Flint River as its water source in 2014, residents complained that the water was discolored and foul-smelling. There were reports of skin rashes, hair loss, and vomiting after drinking and bathing in the water. Many children were found to have high levels of lead in their blood stream. In 2016, plaintiffs filed this putative class action in Michigan state court, claiming negligence, intentional and negligent infliction of emotional distress, and unjust enrichment. The defendants include several entities related to the city's expert water consultants. A defendant removed the case to district court under the Class Action Fairness Act of 2005 (CAFA), 28 U.S.C. 1332(d), asserting that the amount in controversy exceeded $5 million, the putative class comprised at least 100 members, and there was the minimal diversity of citizenship required by CAFA. The district court remanded, citing the local controversy exception, under which a district court must decline to exercise CAFA jurisdiction. The Sixth Circuit reversed, finding that the exception did not apply because other class actions had been filed in the previous three years, asserting the same or similar factual allegations against the defendants. View "Davenport v. Lockwood, Andrews & Newnam, Inc." on Justia Law

While implementing changes required by the Patient Protection and Affordable Care Act of 2010, Michigan experienced a systemic computer problem that erroneously assigned thousands of non-citizens, who may have been eligible for comprehensive Medicaid coverage, to Emergency Services Only (ESO) Medicaid. Plaintiffs, two eligible noncitizen residents of Michigan who were erroneously assigned ESO coverage, filed a class action complaint against the Director of the Michigan Department of Health and Human Services, alleging violations of the Medicaid statute and the Due Process Clause. The district court found that actions taken by the state since the complaint was filed had resolved all systemic errors, so that plaintiffs’ claims were moot. The Sixth Circuit reversed the summary judgment, noting that not one of the individuals identified as a named plaintiff or potential named plaintiff was granted relief on the basis of a systemic fix and that that it is not “absolutely clear the allegedly wrongful behavior could not reasonably be expected to recur.” Material questions of fact remain regarding claims that the state failed to provide comprehensive Medicaid coverage and a reasonable opportunity to verify immigration status, precluding summary judgment. View "Unan v. Lyon" on Justia Law

Fleet Owners Fund is a multi-employer “welfare benefit plan” under the Employee Retirement Security Act (ERISA), 29 U.S.C. 1001, and a “group health plan” under the Patient Protection and Affordable Care Act (ACA), 26 U.S.C. 5000A. Superior Dairy contracted with Fleet for employee medical insurance; the Participation Agreement incorporated by reference a 2002 Agreement. In a purported class action, Superior and its employee alleged that, before entering into the Agreement, it received assurances from Fleet Owners and plan trustees, that the plan would comply in all respects with federal law, including ERISA and the ACA. Plaintiffs claim that, notwithstanding the ACA’s statutory requirement that all group health plans eliminate per-participant and per-beneficiary pecuniary caps for both annual and lifetime benefits, the plan maintains such restrictions and that Superior purchased supplemental health insurance benefits to fully cover its employees. Fleet argued that the plan is exempt from such requirements as a “grandfathered” plan. The district court dismissed the seven-count complaint. The Sixth Circuit affirmed, concluding that plaintiffs lacked standing to bring claims under ERISA and ACA, having failed to allege concrete injury, and did not allege specific false statements. View "Soehnlen v. Fleet Owners Insurance Fund" on Justia Law