Justia U.S. 2nd Circuit Court of Appeals Opinion Summaries

The Second Circuit affirmed the district court's grant of defendants' motion to dismiss an action alleging violations of the Rehabilitation Act of 1973 and related state and municipal laws. Plaintiff also filed suit under 42 U.S.C. 1983 for the same alleged violations of the Rehabilitation Act.The court held that an employee cannot make a prima facie case against his employer for failure to provide a reasonable accommodation under the circumstances presented here. In this case, plaintiff failed to plausibly allege that defendants knew or should reasonably have known he was disabled; defendants were under no obligation to initiate the interactive process, and plaintiff's failure to affirmatively request an accommodation was a sound basis for dismissal of his claim. The court also held that the rights established by the Rehabilitation Act were not enforceable under section 1983. View "Costabile v. New York City Health and Hospitals Corp." on Justia Law

The Second Circuit affirmed the district court's grant of summary judgment for defendants in a wage-and-hour practices and policies action under the Fair Labor Standards Act, the New York Labor Law, the New York Business General Business Law, and 26 U.S.C. 7434. The district court treated defendants' opposition to plaintiffs' motion for conditional collective certification as a cross‐motion for summary judgment as to plaintiffs, and as a motion to dismiss without prejudice as to putative opt-in plaintiffs.The court held that plaintiffs had reason to recognize the motion could be converted into one for summary judgment and that the district court appropriately applied Federal Rule of Civil Procedure 41(a)(1)(B), dismissing the complaint based on plaintiffs' two prior voluntary dismissals in New York State court and in the Eastern District of New York. The court considered plaintiffs' remaining arguments and found them to be without merit. View "Lin v. Shanghai City Corp." on Justia Law

Plaintiff appealed the district court's summary judgment award in favor of his former employer in an action alleging claims of discrimination and retaliation under the Americans with Disabilities Act (ADA), impairment and retaliation under the Family and Medical Leave Act, and retaliation under Title VII of the Civil Rights Act of 1964. At issue on appeal was plaintiff's ADA claim.The Second Circuit joined its sister circuits in holding that the ADA Amendments Act of 2008 did not alter or erode its well‐settled understanding that the inability to perform a single, particular job does not constitute a substantial limitation in the major life activity of working. In this case, because plaintiff did not attempt to show that his work-induced impairment substantially limited his ability to work in a class or broad range of jobs, the court held that no reasonable factfinder could conclude that plaintiff has a "disability" within the meaning of the ADA. View "Woolf v. Strada" on Justia Law

When a district court concludes that a proposed settlement in a Fair Labor Standards Act case is unreasonable in whole or in part, it cannot simply rewrite the agreement, but it must instead reject the agreement or provide the parties an opportunity to revise.The Second Circuit vacated the district court's approval of a settlement agreement in an FLSA case where the district court modified the agreement by increasing the portion of the settlement funds to be paid to plaintiff while reducing attorneysʹ fees and costs to be paid to his counsel. The court held that the district court abused its discretion in rewriting the settlement agreement by modifying the allotment of the settlement funds. Furthermore, the district court erred in concluding that the maximum fee percentage that plaintiff's counsel may retain in an FLSA suit is generally limited to 33% of the total settlement amount. Therefore, the panel remanded for further proceedings. View "Fisher v. SD Protection Inc." on Justia Law

The Federal Rail Safety Act (FRSA) does not prevent employers from requesting reasonable documentation to assure themselves that employees' absences are legitimate. The Second Circuit affirmed the district court's grant of MTA's motion for summary judgment and dismissal of plaintiff's claims for failure to establish a prima facie case of retaliation under the FRSA. Plaintiff, a locomotive engineer, alleged that MTA was liable for disciplinary action against him when he failed to report to work while under the influence of a prescribed narcotic.The court held that there was no reason to conclude that the FRSA precludes employers from implementing standard policies reasonably designed to verify employees' appropriate use of medical leave. In this case, plaintiff failed to demonstrate that his absences, when unaccompanied by SLA-28 forms, were protected activity, as directly required by element (i), and indirectly by (ii) and (iv). View "Lockhart v. MTA Long Island Railroad" on Justia Law

The Second Circuit affirmed the district court's award of summary judgment in favor of Aetna, plaintiff's employer. The court held that, when interpreting the scope of a Fair Labor Standards Act (FLSA) exemption, courts must give the exemption a fair reading and shall not construe it narrowly against the employer seeking to assert the exemption.The court also held that the first prong of the professional exemption's primary duty test requires courts to: (A) identify what qualities or skills are characteristic of the work of the profession at issue; and (B) determine if the employee's primary duty reflects those qualities or skills; central to the profession of registered nursing is the ability to act independently, or under limited supervision, on the basis of collected clinical data; and the district court did not err in concluding that plaintiff's job satisfied the first prong. In this case, plaintiff's primary duty as an appeals nurse consultant—to conduct utilization review and approve insurance coverage for medically necessary services under minimal supervision—reflects the discretion and requires the judgment characteristic of other registered nurses. Therefore, plaintiff's job as an appeals nurse consultant required the use of advanced nursing knowledge.The court also held that, in cases where, as here, the employer requires the possession of an advanced academic degree, the third prong of the primary duty test for the professional exemption of the FLSA requires courts to: (A) identify the job's primary duty which requires the use of advanced knowledge; and (B) determine if that duty is consistent with the employer's minimum academic qualifications. The court held that the district court did not err in concluding that plaintiff's job satisfied the third prong. Accordingly, the undisputed facts demonstrated that plaintiff was properly classified as exempt under the FLSA's overtime-pay requirements. View "Isett v. Aetna Life Insurance Co." on Justia Law

After plaintiff filed suit against her employer for violation of the Fair Labor Standards Act's overtime provisions, the employer made an offer of judgment under Federal Rule of Civil Procedure 68(a) and plaintiff accepted. Before the judgment was entered, the district court sua sponte ordered the parties to submit the settlement agreement to the court for a fairness review and judicial approval, which the district court believed was required under the Second Circuit's decision in Cheeks v. Freeport Pancake House, Inc., 796 F.3d 199 (2d Cir. 2015).The court held, however, that judicial approval was not required of Rule 68(a) offers of judgment settling FLSA claims. The court considered amici's other arguments and found them to be without merit. Accordingly, the court reversed and vacated the district court's order, remanding with instructions. View "Mei Xing Yu v. Hasaki Restaurant, Inc." on Justia Law

The Second Court clarified that, to establish a prima facie pay discrimination claim under Title VII, a plaintiff need not first establish an Equal Pay Act violation—that is, that she performed equal work but received unequal pay. Rather, all Title VII requires a plaintiff to prove is that her employer discriminated against her with respect to her compensation because of her sex. The court adopted the framework applicable to Sarbanes‐Oxley Act of 2002 whistleblower retaliation claims to Consumer Product Safety Improvement Act whistleblower retaliation claims.In this case, plaintiff filed suit alleging that defendants paid her less than they would have if she were a man, retaliated against her when she raised concerns about her disparate pay and possible Consumer Product Safety Act violations, and fired her because she was pregnant. The district court held that plaintiff failed to establish a prima facie case for each of her claims.The court held that there was sufficient evidence to support a prima facie case for plaintiff's Pregnancy Discrimination Act and Title VII claims, but insufficient evidence to support her Consumer Product Safety Improvement Act whistleblower retaliation claim. Accordingly, the court vacated in part and remanded for further proceedings. View "Lenzi v. Systemax, Inc." on Justia Law

The Second Circuit affirmed the district court's judgment compelling arbitration of grievances raised by airlines in a dispute with the collective bargaining representatives of their pilots.The court held that the district court properly granted the employers' motion for summary judgment and to compel arbitration. The court held that the management grievances did not involve a major dispute; rejected the Union's argument that the case raised issues of representation that would fall within the exclusive jurisdiction of the National Mediation Board; and held that the district court did not err in exercising jurisdiction over the dispute. The court also held that Atlas's motion to compel arbitration of its management grievance was timely.Finally, the court rejected the Union's three arguments with respect to the arbitrability of the employers' management grievances. In this case, Southern was entitled to file a management grievance with the Southern Board regarding the interpretation of Section 1.B.3 of the collective bargaining agreement (CBA); the district court correctly determined that it lacked authority to decide whether the merger provisions of the Atlas CBA were prompted by the announced operational merger of Atlas and Southern; and nothing in the process of interpreting the provisions of the two collective bargaining agreements purports to bind Atlas or Southern pilots to the terms of another existing CBA. View "Atlas Air, Inc. v. International Brotherhood of Teamsters" on Justia Law

After the Authority implemented a reduction in force (RIF), plaintiffs filed suit against the Authority and others under 42 U.S.C. 1983 and New York law, alleging that the termination of union-represented employees violated the employees' First Amendment right to associate. At issue was whether State Employees Bargaining Agent Coalition v. Rowland, 718 F.3d 126, 134 (2d Cir. 2013), which held that union activity is protected by the First Amendment right to freedom of association and that heightened scrutiny applies to employment decisions that target an employee "based on union membership," extends to agency fee payors (AFPs), who are not union members, based solely on the fact that AFPs are represented by a union during collective bargaining.The Second Circuit held that the First Amendment protections apply to union members but do not extend to AFPs based on union representation alone. The court held that AFPs did not have a First Amendment right to freedom of association merely because they were represented by a union during collective bargaining. Accordingly, the court affirmed in part, vacated in part, and remanded for the district court to determine whether the layoffs of the thirteen AFPs were justified under rational basis review. View "Donohue v. Milan" on Justia Law