Justia Class Action Opinion Summaries

The Supreme Court dismissed this petition for review of a decision of the court of appeals affirming a circuit court order that certified a class and appointed Timothy Rave as class representative, holding that this case was moot.In the underlying action, Rave alleged that SVA Healthcare Services, LLC (SVA), a medical records vendor, improperly charged him and others similarly situated a fee for copies of medical records that exceeded the fee restrictions set forth in Wis. Stat. 146.83(3f)(b). At issue before the Supreme Court was whether the circuit court erred in granting Rave's motion for class certification. In Townsend v. ChartSwap, LL, 967 N.W.2d 21 (Wis. 2021), the Supreme Court held that fee restrictions in section 146.83(3f)(b) apply only to "health care providers" as that term is defined in Wis. Stat. 146.81(1). Following the issuance of Townsend, Rave filed a motion to dismiss. The Supreme Court granted the motion, holding that Townsend rendered this matter moot because no evidence showed that SVA met the definition of a health care provider in section 146.81(1). View "Rave v. SVA Healthcare Services, LLC" on Justia Law

The Supreme Court held that an attorney authorized by his or her client in writing via a HIPAA release form to obtain the client’s health care records is a “person authorized by the patient” under Wis. Stat. 146.83(3f)(b)4.-5. and is therefore exempt from paying certification charges and retrieval fees under these subdivisions. Accordingly, the Court reversed the decision of the court of appeals in this class action lawsuit, holding that Plaintiff’s attorney was a “person authorized by the patient” and was therefore exempt from the certification charge and retrieval fee for obtaining copies of Plaintiff’s health care records. View "Moya v. Healthport Technologies, LLC" on Justia Law

United Foods & Commercial Workers Union, Local 1473 filed a class action against Hormel Foods Corporation alleging that Hormel violated Wisconsin wage and hour laws by failing to pay employees for time spent putting on and taking off company-required clothing and equipment before and after shifts at one of Hormel’s canning plants. The circuit court ruled in favor of the Union, ordered Hormel to compensate its employees for time spent “donning” and “doffing” the required clothing and equipment, and awarded the class monetary damages of $195,087. The Supreme Court affirmed, holding (1) Hormel is required to compensate its employees for the 5.7 minutes per day spent donning and doffing the clothing and equipment at the beginning and end of the day; and (2) the required donning and doffing of clothing and equipment at the beginning and end of the day does not fall within the doctrine of de minimis non curat lex, as the wages involved are not a “trifle” either for the employees or Hormel. View "United Food & Commercial Workers Union v. Hormel Foods Corp." on Justia Law