Justia Class Action Opinion Summaries

AdvancePCS is a prescription benefits manager for plans sponsored by employers, unions, and others and is retained to achieve savings by negotiating discounts from drug manufacturers, providing mail order service, contracting with retail pharmacies, and electronic processing and paying of claims. Plaintiffs are retail pharmacies that entered into agreements with AdvancePCS that include an agreed reimbursement rate and an arbitration clause. In 2003, plaintiffs filed suit, asserting that AdvancePCS engaged in an unlawful conspiracy with plan sponsors to restrain competition in violation of the Sherman Act, 15 U.S.C. 1; that AdvancePCS used the economic power of its sponsors to reduce the contractual amount it pays below levels prevailing in a competitive marketplace; and that the agreements impose other limitations. For almost a year, AdvancePCS litigated without mentioning arbitration. After denial of a motion to dismiss and reconsideration, AdvancePCS filed an answer with affirmative defenses, then sought to compel arbitration. The court granted the motion. Plaintiffs did not initiate arbitration, but sought dismiss pending appeal. A different judge vacated the order compelling arbitration. The Third Circuit remanded with directions to reinstate the order compelling arbitration. On remand, a third judge granted dismissal. The Third Circuit ruled in favor of plaintiffs, holding that AdvancePCS waived its right to arbitrate. View "In Re: Pharmacy Benefit Mgrs. Antitrust Litig." on Justia Law

The underlying suits arise from alleged defects in Kenmore-brand Sears washing machines sold in periods beginning in 2001 and 2004. One asserted a defect that causes mold; the other asserted a defect that stops the machine inopportunely. The district court denied certification of the class complaining of mold and granted certification of the class complaining of sudden stoppage. The Seventh Circuit affirmed certification of the stoppage claims and reversed denial of certification for the mold claims. Rule 23(b)(3) conditions maintenance of a class action on a finding “that the questions of fact or law common to class members predominate over any questions affecting only individual members.” The basic question in the litigation is: were the machines defective in permitting mold to accumulate and generate noxious odors? The question is common to the entire mold class, although the answer may vary with the differences in design. The individual questions are the amount of damages owed particular class members. It is more efficient for the question whether the washing machines were defective to be resolved in a single proceeding than for it to be litigated separately in hundreds of different trials View "Butler v. Sears, Roebuck & Co." on Justia Law

Cintas’s SSRs drive trucks to deliver products and act as sales representatives, providing customer service, pitching sales, and collecting payments. Serrano, a female, unsuccessfully applied for a position as an SSR and filed a discrimination charge with the EEOC in 2000. In 2002, after investigating Serrano’s claims and expanding the investigation to include Cintas’s female hiring practices throughout Michigan, the EEOC issued a reasonable-cause determination and sent a proposed conciliation agreement to Cintas suggesting that relief be provided to Serrano, 111 other specified women, and an unspecified number of “other similarly situated females.” Cintas did not respond. In 2005, the EEOC notified Cintas that it was terminating conciliation efforts. In 2004, Serrano filed a Title VII class-action complaint, in which the EEOC intervened. In 2008, the district court denied nationwide class certification. By April 2010, all individual plaintiffs, save Serrano, had their cases resolved. In 2009 the EEOC filed an amended complaint, limiting its allegations to “a class of women in the State of Michigan” The district court granted Cintas’s judgment on 13 individual and “pattern or practice” claims, denying the EEOC’s discovery motions, and awarding costs and fees. The Sixth Circuit vacated and remanded View "Serrano v. Cintas Corp." on Justia Law

ASNA is an inter-tribal consortium of federally recognized tribes situated in Alaska. In 1996, 1997, and 1998, ASNA contracted with the Department of Health and Human Services, under the Indian Self-Determination and Education Assistance Act to operate a hospital. ISDA requires the government to pay costs reasonably incurred in managing the programs, 25 U.S.C. 450j-1. There have been three previous class actions concerning payments. One resulted in settlement; in two the courts denied class certification for failure to exhaust administrative remedies because claims had not first been submitted to the contracting officer. ANSA brought its claim, arguing that it was a putative class member in those suits even though it did not individually present claims to the contracting officer within the Contract Disputes Act six-year limitations period and that the limitations period was tolled while those cases were pending. The Civilian Board of Contract Appeals dismissed. The Federal Circuit reversed. The class actions involved similar issues and parties, and put the government on notice of the general nature and legal theory underlying ASNA’s claims. ASNA monitored the legal landscape, took action as appropriate, and reasonably relied upon controlling authority, holding that it did not need to exhaust administrative remedies to be a class member.View "Arctic Slope Native Assoc., Ltd. v. Sebelius" on Justia Law

White was an emergency department nurse for Baptist 2005-2007. She did not have a regularly scheduled meal break; breaks occurred as work allowed. White received a copy of Baptist’s employee handbook, which stated that an unpaid meal break would be automatically deducted from their pay checks and that if a meal break was missed or interrupted because of work, the employee would be compensated. Employees were to record time spent working during meal breaks in an “exception log.” White signed a document concerning the policy and recorded occasions where her meal break was interrupted. She claims that if her entire unit missed a break, she was compensated, but that if she individually missed breaks she was sometimes not compensated. She never told her supervisors or human resources that she was not. Eventually, White stopped using the exception log. White knew Baptist’s procedure to report and correct payroll errors, but did not utilize this procedure to correct the unreported interrupted meal break errors because she felt it would be “an uphill battle.” White filed suit, alleging violations of the Fair Labor Standards Act, 29 U.S.C. 201. The district court granted Baptist summary judgment and class decertification. The Sixth Circuit affirmed. View "White v. Baptist Mem'l Health Care Corp." on Justia Law

While employed at PPG, plaintiffs were represented by three labor unions. In 2001 PPG modified health benefits for retirees, requiring that retirees pay a portion of the cost. The unions thought the modification was a breach of collective bargaining agreements and sued, requesting that the Pennsylvania district court order PPG to arbitrate the benefit dispute with the unions. The district court entered judgment for PPG, holding that the benefits had not vested. The Third Circuit affirmed. Meanwhile, in 2005, more than a year before the district court entered judgment, several individual retirees filed a putative class action in the Southern District of Ohio. Their core allegation was identical to that in the Pennsylvania action; they asserted claims under the Labor Management Relations Act and ERISA and sought monetary damages and an injunction ordering reinstatement of full coverage. The district court held that the Pennsylvania judgment collaterally estopped the plaintiffs from arguing the contrary in this case. The Sixth Circuit reversed. The district court in the Pennsylvania action neither certified a class nor employed any other “special procedures” to protect the retirees’ interests in that action, so the plaintiffs are not bound to that decision. View "Amos v. PPG Indus., Inc." on Justia Law

In this case a corporation abruptly cashiered a member of senior management, which prompted the employee to file suit for age discrimination and retaliation. After a protracted trial, the jury found the employer guilty of retaliation and returned a seven-figure verdict in the employee's favor. The district court allowed the liability finding to stand, trimmed the damages but doubled what remained, refused to grant either judgment notwithstanding the verdict or an unconditional new trial, and awarded the prevailing plaintiff attorneys' fees and an equitable remedy. The First Circuit Court of Appeals affirmed the judgment below except vacated the previously remitted award of emotional distress damages and directed the district court to order the plaintiff either to remit all of that award in excess of $200,000 or else undergo a new trial on that issue. The Court also directed the district court to adjust its award of multiplied damages to reflect the plaintiff's response to this remittitur. View "Trainor v. HEI Hospitality, LLC" on Justia Law

This case involved an interlocutory appeal from an order granting plaintiffs' motion for class certification where the certified class putatively consisted of various governmental entities within the State of Louisiana whose representatives entered into contracts with defendants for cellular telephone service. Plaintiffs alleged that defendants engaged in deceptive billing practices that constituted a breach of contract and violated the state's unfair trade and consumer protection laws. The court agreed with defendants that the district court abused its discretion when it certified plaintiffs' class because, in doing so, it effectively certified an "opt in" class, which was impermissible under Rule 23. Accordingly, the court reversed and vacated, remanding for further proceedings. View "Ackal, et al v. Centennial Beauregard Cellular, et al" on Justia Law

Plaintiffs in these five separate putative class actions alleged that Wells Fargo and Wachovia Bank unlawfully charged them overdraft fees for their checking accounts, which were governed by agreements that provided for arbitration of disputes on an individual basis. On appeal, Wells Fargo argued that it did not waive its right to compel arbitration because it would have been futile to move to compel arbitration before the Supreme Court decided AT&T Mobility LLC v. Concepcion. The court concluded that Concepcion established no new law. Because the court concluded that it would have been futile for Wells Fargo to argue that the Federal Arbitration Act, 9 U.S.C. 1 et seq., preempted any state laws that purported to make the classwide arbitration provisions unenforceable, the court affirmed the denial of its motion to compel arbitration. View "Garcia v. Wells Fargo Bank, N.A." on Justia Law

LG Display sought to appeal the district court's rejection of their assertions of federal court jurisdiction under the Class Action Fairness Act of 2005 (CAFA), 28 U.S.C. 1332. South Carolina initiated these cases in state court, alleging violations of the State's Antitrust Act and its Unfair Trade Practices Act (SCUTPA), S.C. Code 39-3-130, -180. The court concluded that CAFA's minimal diversity requirement was not satisfied in either of these cases, and the district court properly remanded them to state court. Accordingly, the petitions for appeal of LG Display were granted and the Remanded Decisions were affirmed. View "AU Optronics Corp. v. State of South Carolina" on Justia Law