Justia Class Action Opinion Summaries

Westwood Apex, a subsidiary entity of Westwood College, filed a breach of contract action against defendant to recover an unpaid student loan in San Bernardino County Superior Court. Defendant, a former Westwood College student, filed a class action counterclaim alleging that Westwood Apex and Westwood College committed fraud and engaged in unfair and deceptive business practices in connection with their operation of the college. Westwood College subsequently filed a notice of removal in the Central District of California. At issue was whether section 5 of the Class Action Fairness Act of 2005 ("CAFA"), 28 U.S.C. 1453(b), allowed a party joined to an action as a defendant to a counterclaim, an additional counterclaim defendant, to remove the case to federal court. The court held that section 1453(b) did not permit additional counterclaim defendants to remove an action to federal court and therefore, affirmed the district court's decision to remand the case to state courts.

Plaintiff and defendant, the United Parcel Service, Inc. ("UPS"), appealed a jury verdict awarding plaintiff unpaid overtime, meal, and rest-period wages. The district court originally certified a class comprised of full-time supervisors employed by UPS under Federal Rule of Civil Procedure 23 and appointed plaintiff as class representative under California's Industrial Welfare Commission ("IWC") Wage Order No. 9, Cal. Code Regs. tit. 8 11090. At issue was whether the district court erred in subsequently decertifying the class on the ground that plaintiff failed to establish that common issues of law or fact predominated over individual ones. The court held that the district court did not abuse its discretion in decertifying the class where the district court held that plaintiff had not established predominance, had relied heavily on a survey that was neither reliable nor representative of a class, that his remaining evidence similarly was not representative of the class, and did not address the "primarily engaged" element of the exemptions under the IWC Wage Order No. 9.

Respondents filed a complaint against AT&T Mobility LLC ("AT&T"), which was later consolidated with a putative class action, alleging that AT&T had engaged in false advertising and fraud by charging sales tax on phones it advertised as free. AT&T moved to compel arbitration under the terms of its contract with respondents and respondents opposed the motion contending that the arbitration agreement was unconscionable and unlawfully exculpatory under California law because it disallowed classwide procedures. The district court denied AT&T's motion in light of Discover Bank v. Superior Court and the Ninth Circuit affirmed. At issue was whether the Federal Arbitration Act ("FAA"), 9 U.S.C. 2, prohibited states from conditioning the enforceability of certain arbitration agreements on the availability of classwide arbitration procedures. The Court held that, because it "stands as an obstacle to the accomplishment and execution of the full purposes and objectives of Congress," quoting Hines v. Davidowitz, California's Discover Bank rule was preempted by the FAA. Therefore, the Court reversed the Ninth Circuit's ruling and remanded for further proceedings consistent with the opinion.

The representative of the estate of a deceased individual filed a civil rights suit (42 U.S.C. 1983). The court denied the motion of another (Gresham) for joinder, amendment of the complaint to include Gresham's claims, and class action certification. The Sixth Circuit held that it lacked jurisdiction to consider an appeal. Gresham was not a party to the case, in which there has been no entry of a final or appealable order disposing of all issues. The court declined to treat the filing as a petition for mandamus.

Employees filed a class action in Illinois state court, concerning violations of wage and hour laws. The company removed the case, pursuant to the Class Action Fairness Act, 28 U.S.C. 1453(c)(1). The federal district court remanded to state court. The Seventh Circuit reversed, holding that the company presented plausible evidence that the case satisfied the jurisdictional amount in controversy requirement ($5,000,000) and the employees did not demonstrate that it was legally impossible for them to recover that amount.