Justia Class Action Opinion Summaries

Plaintiff was injured in an automobile accident. Group Health Plan, Inc. (GHP) paid Plaintiff’s medical bills. Plaintiff subsequently recovered a personal injury settlement from the tortfeasor. GHP, through its agent, ACS Recovery Services, Inc. (ACS), asserted a lien against Plaintiff’s settlement, seeking reimbursement or subrogation for its payment of Plaintiff’s medical bills. Plaintiff filed a class action petition against GHP asserting several claims based on the premise that Missouri law does not permit the subrogation of tort claims. ACS intervened. The trial court entered summary judgment for GHP and ACS, concluding that the Federal Employee Health Benefits Act (FEHBA) preempts Missouri’s anti-subrogation law. The Supreme Court reversed, holding that FEHBA does not preempt Missouri law barring subrogation of personal injury claims. Remanded.View "Nevils v. Group Health Plan, Inc." on Justia Law

Former employees of RHI filed suit on behalf of themselves and others, alleging that RHI failed to pay overtime and improperly classified them as overtime-exempt employees in violation of the Fair Labor Standards Act (FLSA), 29 U.S.C. 201. Both had signed employment agreements that contained arbitration provisions: “[a]ny dispute or claim arising out of or relating to Employee’s employment, termination of employment or any provision of this Agreement” shall be submitted to arbitration. Neither agreement mentions classwide arbitration. RHI moved to compel arbitration on an individual basis. The district court granted the motion in part, compelling arbitration but holding that the propriety of individual versus classwide arbitration was for the arbitrator to decide. The court entered an order terminating the case. Rather than immediately appealing, RHI proceeded with arbitration until the arbitrator ruled that the employment agreements permitted classwide arbitration. The district court denied a motion to vacate the arbitrator’s partial award. The Third Circuit reversed. Because of the fundamental differences between classwide and individual arbitration, and the consequences of proceeding with one rather than the other, the availability of classwide arbitration is a substantive “question of arbitrability” to be decided by a court absent clear agreement otherwise.View "Opalinski v. Robert Half Int'l, Inc." on Justia Law

KeHE, a Naperville food distributor, assigns each of its “sales representatives” several stores of large chain retailers. The representatives are responsible for stocking shelves at their assigned stores and for reordering merchandise when a store is low on any KeHE products. In 2012, KeHE discharged several representatives as part of restructuring. Four of them sued, claiming that KeHE had failed to pay them overtime wages required by the Fair Labor Standards Act, 29 U.S.C. 201, and seeking to certify a collective action. KeHE argued that many of the discharged employees had waived their right to participate in a collective action in their separation agreements, and that they are exempt from the overtime provisions of the FLSA as “outside sales employees.” The district court upheld the validity of the waivers and certified a collective action consisting only of employees who had not signed or had modified their agreements. The district court then granted summary judgment for KeHE, holding that all of the plaintiffs were outside sales employees. The Sixth Circuit reversed in part, holding that the district court erred with respect to the outside-sales-exemption issue and erred in excluding from the collective action those who had signed the waivers. View "Killion v. KeHE Distrib., LLC" on Justia Law

Plaintiff filed suit against Denbury, alleging that Denbury breached its duty to act as a reasonable and prudent operator of the well that was drilled under oil, gas, and mineral leases. At issue on appeal was whether the district court erred in remanding the case on the basis that the local single event exclusion under the Class Action Fairness Act (CAFA), 28 U.S.C. 1332(d)(11)(B)(ii), (ii)(I), applies to this case. The court concluded that the plain text of the exclusion supports plaintiffs' view that the terms "event" and "occurrence" are not generally understood to apply only to incidents that occur at a discrete moment in time. Moreover, this understanding is supported by legislative history and other case law interpreting the local single event exclusion. Therefore, the court held that, although the exclusion applied in cases in which the single event or occurrence happens at a discrete moment in time, the single event or occurrence may also be constituted by a pattern of conduct in which the pattern is consistent in leading to a single focused event that culminates in the basis of the asserted liability. Accordingly, the court held that the failure of the Well constituted the "event or occurrence" from which the claims of plaintiffs arose. The court affirmed the judgment of the district court. View "Rainbow Gun Club, Inc., et al. v. Denbury Onshore, L.L.C., et al." on Justia Law

Plaintiffs were four customers who purchased cable television, internet, or telephone services from Charter Communications Entertainment I, LLC and Charter Communications, Inc. (together, Charter). After a severe snow storm, Plaintiffs sued Charter on behalf of themselves and a putative class of others claimed to be similarly situated, contending that Charter violated various duties by failing to provide credits to its customers for their loss of service during the storm. Charter removed the case to federal court, invoking the Class Action Fairness Act (Act).. The federal district court subsequently granted Charter’s motion to dismiss, finding that the claims of three Plaintiffs were moot because they had received credits covering the time they were without service and that, as to the fourth plaintiff, the complaint failed to state a claim. The First Circuit vacated in part the district court’s opinion, holding that the district court (1) properly exercised its jurisdiction under the Act; but (2) erred in granting Charter’s motion to dismiss, as all four plaintiffs may pursue their requests for declaratory relief regarding their dispute with Charter over the nature of its obligations to them, and Plaintiffs’ complaint pleaded facts sufficient to plausibly show that they were entitled to relief on some of their claims. View "Cooper v. Charter Cmmc’ns Ents. I, LLC" on Justia Law

Plaintiff filed suit against Mellon, seeking to represent a class of Arkansas homeowners facing non-judicial foreclosures by Mellon. After plaintiff subsequently appealed the district court's denial of plaintiff's motion to remand to state court and then granted Mellon's motion to dismiss, the district court awarded Mellon costs despite Mellon's failure to file a verified affidavit substantiating the costs. The court concluded that 28 U.S.C. 1453(c)(1)'s one-year removal limitation is inapplicable in this case based on 28 U.S.C. 1453(b). Therefore, Mellon was not required to remove this class action within one year of plaintiff's original complaint. Because the amount in controversy exceeds $75,000, the only named plaintiff was a citizen of Arkansas at the time of commencement and removal, and no defendant is a citizen of Arkansas, this class action falls within the federal courts' diversity jurisdiction under 18 U.S.C. 1332(a). Plaintiff's challenge to the district court's dismissal of his complaint under Rule 12(b)(6) was foreclosed by the court's decision in Rivera v. JPMorgan Chase Bank. Finally, the district court legally erred in awarding costs to Mellon where Mellon provided no affidavit substantiating the costs. Accordingly, the court affirmed the denial of plaintiff's motion to remand and dismiss the case, but reversed the award of costs and remanded with instructions. View "Reece v. Bank of New York Mellon" on Justia Law

Plaintiff filed a class action suit against Lebo, alleging violations of California's Fair Employment and Housing Act (FEHA), Gov. Code 12940 et seq., and Unfair Competition Law, Bus. & Prof. Code, 17200 et seq. On appeal, plaintiff challenged the trial court's order granting defendants' motion to compel him to arbitrate his individual claims, as well as defendants' motion to dismiss all class claims without prejudice. The court held that the question whether the parties agreed to class arbitration was for the arbitrator rather than the trial court to decide, and that the trial court erred by deciding that issue in this case. The court did not reach the merits of whether the arbitration provisions plaintiff signed permit arbitration. The court also did not address plaintiff's argument that the trial court failed to consider extrinsic evidence demonstrating that the parties impliedly agreed to arbitrate on a class-wide basis. Accordingly, the court reversed and remanded with instructions. View "Sandquist v. Lebo Automotive" on Justia Law

Lucky filed a petition for writ of mandate challenging the Superior Court's decision to decline to appoint a temporary judge for the purpose of ruling on motions for preliminary and final approval of a settlement. The court concluded that the California Constitution, the California Rules of Court, and public policy concerns preclude the appointment of a temporary judge for purposes of approving the settlement of a pre-certification class action. When the class had not yet been certified, the putative class representative has no authority to consent to a temporary judge on behalf of the absent putative class members. Therefore, the court denied the writ petition. View "Luckey v. Super. Ct." on Justia Law

In this case, a thief stole a health care provider’s computer containing medical records of about four million patients. The plaintiffs filed an action under the Confidentiality Act, seeking to represent as a class, all of the patients whose records were stolen, with a potential award of about $4 billion against the health care provider. The health care provider demurred to the complaint and moved to strike the class allegations, but the trial court overruled the demurrer and denied the motion to strike. On petition of the health care provider, the Court of Appeal issued an alternative writ of mandate to review the trial court’s rulings. After that review, the Court concluded that plaintiffs failed to state a cause of action under the Confidentiality of Medical Information Act because they did not allege that the stolen medical information was actually viewed by an unauthorized person. The Court therefore granted the health care provider’s petition for a peremptory writ of mandate and directed the trial court to sustain the health care provider’s demurrer without leave to amend and dismiss the action. View "Sutter Health v. Super. Ct." on Justia Law

In the 1990s, Defendants (Employers) created a sick-leave policy allowing employees to bank their sick leave in a continued illness bank (CIB). In 2002, Employers modified the terms of the CIB to create the CIB pay-out benefit, which allowed a capped amount of unused CIB hours to be paid to departing employees who completed twenty-five years or more of service. In 2008, Employers terminated the CIB pay-out benefit, and only employees who had reached twenty-five years of employment with Employers were entitled to their earned but unused CIB hours upon termination. Plaintiffs in this case represented employees who had not reached twenty-five years of service before the benefit ended. Plaintiffs brought a class action complaint against Employers. The district court granted summary judgment for Employers. The Supreme Court affirmed, holding that the district court did not err in determining that (1) Employers’ policies did not constitute a standardized group employment contract; (2) the CIB pay-out benefit was not deferred compensation or wages under the Montana Wage and Wage Protection Act; and (3) the covenant of good faith and fair dealing did not apply to Plaintiffs’ claims.View "Chipman v. Northwest Healthcare Corp." on Justia Law