Recent Trends and Developments in Employment La...Recent Trends and Developments in Employment Law...
Transcript of Recent Trends and Developments in Employment La...Recent Trends and Developments in Employment Law...
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NORTHWEST HUMAN RESOURCE
MANAGEMENT ASSOCIATION
October 1, 2012
Recent Trends and Developments in
Employment Law
Gregory S. Fisher
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Scope
Alaska Legislature
U.S. Supreme Court
Last Term and Preview
A few recent Ninth Circuit
and Alaska Supreme Court cases
Odds and ends from “Agency Land”
Other interesting trends
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Editor’s Discretion
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Alaska Legislature—Gridlock
Recently completed Second Session of the 27th
Legislature (2011-2012)
Relatively little accomplished as Alaska
Legislature was preoccupied with ACES, natural
gas pipeline, and other natural resource and/or
revenue measures
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However, Two Actions of Interest
Veteran employment preference
Texting now prohibited
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Alaska Legislature
HCS CSSB 136 (FIN) adds AS 43.20.047 and
provides for a tax credit for employment of a
previously unemployed veteran
Veteran must have been unemployed for at
least 4 weeks prior to employment
Veteran must have been discharged within
past 10 years if disabled, or 2 years if
nondisabled
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Alaska Legislature
HB 255 (now in effect as of May 11, 2012)
Amends AS 28.35.161 and prohibits texting while
driving
Why include here?
Couriers, freight forwarders, delivery services
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U.S. Supreme Court Cases
A few of the more interesting opinions
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Qualified Immunity – Filarsky v. Delia
Should private attorney retained by City to
conduct workplace investigation be entitled to
assert qualified immunity?
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Filarsky
City retains Filarsky to participate in
administrative investigation
Employee (Delia) ordered to produce materials
that were in his home. He did so, then filed a
Section 1983 suit claiming constitutional
violations
Ninth Circuit concluded that Filarsky was not
entitled to qualified immunity because he was
not a city employee.
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Decision
Doesn’t guarantee
immunity, but may
seek to invoke REVERSED
Court holds that
private lawyer is
entitled to seek
qualified
immunity
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FMLA – Coleman v. Maryland
Under Hibbs, states are subject
to suit for FMLA violations related to caring for
family members
May states also be sued for FMLA violations
related to self-care?
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Coleman
Under Nevada v. Hibbs, states may be sued for
FMLA violations related to caring for family
members
However, may states also be sued for FMLA
violations related to self-care?
The district court concluded “no” and the
Fourth Circuit affirmed
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Decision
5-4 split
AFFIRMED
Self-care leave
provision is NOT
enforceable
against the
States
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Arizona v. United States
Whether state law criminalizing unauthorized
aliens who work is preempted by federal law
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Arizona v. United States
Court holds that part of the law (SB 1070) that
imposes criminal penalties on undocumented
aliens who seek work or work in the state is
preempted by federal law
However, state law enforcement officers may
ask for identification
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Other Cases
Hosanna-Tabor Evangelical Lutheran Church
(ministerial exception bars minister’s termination
suit against church)
Christopher v. SmithKline Beecham Corp.
(pharmaceutical sales representatives are
exempt from the FLSA as “outside sales”
employees). New USDOL interpretation not
accorded any deference.
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Other cases
Knox v. Service Employees Int’l Union (Hudson
notice must be provided when union imposes a
special assessment or
Elgin v. Department of Treasury (Civil Service
Reform Act case, employee should have
appealed to Merit Systems Protection Board
before filing suit in district court)
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Finally . . .
Obamacare (Affordable Care Act upheld)
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Cases under review for October 2012 Term
Employment and Labor cases
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Vance v. Ball State University
Scope of “supervisor liability” under Title VII
Is power to direct an employee’s daily activities
enough to be classified as a “supervisor”? Or is
something more required?
Significance: employer may be liable for
severe or pervasive workplace harassment
committed by a supervisor. If the other person
is merely a co-employee, however, employer is
not liable unless it was negligent
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Vance v. Ball State University
Second, Fourth, and Ninth Circuits: a
“supervisor” is one whom has ability to direct
and oversee daily activities
First, Seventh, and Eighth Circuits: a “supervisor”
is limited to employees who have power to
hire,d emote, promote, transfer, or discipline the
employee subjected to unlawful harassment
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Genesis HealthCare v. Symczyk
Symczyk filed suit under FLSA as a colelctive
action (class action) for wage and hour
violations
Offer of judgment extended to satisfy all claims
before Symczyk certified class or any other
plaintiffs opted into the suit
Issue: Is the case then moot? District court
concluded “yes,” but the Third Circuit reversed
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Kloeckner v. Solis
The Merit Systems Portection Board hears
appeals from federal employees who are
dismissed. If there is a discrimination charge, it is
a “mixed case”
Who has jurisdiction over an appeal—the
district court or the Court of Appeals for the
Federal Circuit?
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Ninth Circuit
Recent cases of interest
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United States v. Nosal
Reversing a 3 judge panel, 9th Circuit holds en banc
that Computer Fraud and Abuse Act may not be
used to prosecute employees who violate
employer’s policies (employees who had lawful
access and then abused their access rights)
Former employee solicited current employees and
asked them to send him confidential information
Majority notes that criminalizing computer use in this
context could subject employees to wide range of
liability
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Samper v. Providence St. Vincent Medical
ADAAA case
Court holds that because regular attendance is
an essential function of the job (neo-natal
nurse), the employer did not need to adopt the
nurse’s proposed accommodation that would
have allowed her an unspecified number of
unplanned absences
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Alaska Supreme Court
A few recent cases of interest
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Boyko v. Anchorage School District
Employment references and related issues with
departing employees
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Boyko v. Anchorage School District
Boyko resigns rather than be terminated for
cause for alcohol abuse
Secretly tapes HR manager who told her that if
she resigned there would be “nothing in the
record” and ‘nothing that we would release to
anyone else”
Boyko resigns and applies to two other schools
ASD refuses comment to the first
To the second, ASD advises that Boyko was not
eligible for rehire and they recommended not
hiring Boyko
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Boyko v. ASD
Boyko files suit
Superior court grants ASD summary judgment,
reasoning that even if ASD made a promise not
to disclose Boyko’s job performance, it was
immune from civil liability for good faith job
performance disclosures (statutory grant of
immunity under AS 09.65.160)
Alaska Supreme Court reverses. Genuine issue
of material fact regarding “resignation
agreement” (promises made by HR manager)
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Interesting points
Boyko did not suffer any actual damages
The Court affirmed with respect to the non-
reference given to the first employer
There was a negative reference to the second
employer, but that employer hired Boyko
anyway
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Risk Management
Watch unchecked “free form” conversations
with departing employees
Keep to the script
Consider options and policies to defend against
secret taping
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Grundberg v. ASCHR
ASCHR failed to conduct competent
investigation and failed to credit evidence of
pretext
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Grundberg v. ASCHR
Grundberg (58 year old Asian-American) works
for State Department of Transportation and
Public Facilities (DOTPF)
Denied promotion, younger Causasian man
hired
Grundberg filed ASCHR complaint
ASCHR concluded that she failed to provide
substantial evidence of discrimination
Superior Court affirmed
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Grundberg v. ASCHR
Grundberg provided response to State’s
position statement with names of potential
witnesses and other relevant facts.
Her submission had gaps in it and was not
comprehensive
ASCHR never investigated further, concluding
instead that Grundberg had failed to provide
sufficient evidence that the State’s decision
was a pretext for unlawful discrimination
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Grundberg v. ASCHR
Alaska Supreme Court reverses
At the investigation stage, ASCHR should not
focus on whether employer’s nondiscriminatory
reasons are legitimate. Instead, ASCHR should
ask if there is a reasonable possibility that
discriminatory reasons motivated the
employer’s decision
There was at least some evidence here that
may have supported Grundberg, and ASCHR
never competently investigated that evidence
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Toliver v. ASCHR
Statutory duty to impartially investigate requires
ASCHR to interview witnesses identified by
complainant
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Toliver v. ASCHR
Toliver (African-American and in his 60s) files
public accommodation discrimination claim,
alleging that liquor store has a “whites only”
policy
Store says it barred Toliver because he verbally
abused and physically threatened a store
manager
Oliver identified witnesses who he said
supported his claim, but these were never
contacted or interviewed
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Toliver v. ASCHR
Toliver’s “witnesses” had signed a petition
complaining of racism at the store
ASCHR concludes no evidence of
discrimination
Superior Court affirms and notes that there was
no evidence that the witnesses in question
actually saw anything relevant
Alaska Supreme Court reverses –once witnesses
were identified ASCHR should at least have
contacted and interviewed some of them
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Risk Management—Grundberg and Toliver
Be sure and address all direct or implied
arguments in a position statement
Don’t rely on ASCHR to chop your wood
Don’t file position statements without review by
counsel—better yet, have counsel draft and
filed position statements for you
Be sure and conduct your own investigation,
and preserve all evidence
Anticipate and be prepared to rebut any
arguments that may be raised
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Peterson v. State of Alaska
Privilege exists between union representative
and employee with respect to union grievance
file
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Peterson v. State
Peterson fired, grieves discharge through union,
and loses
Files wrongful discharge suit
State serves subpoena seeking union
representaive to testify at a deposition with the
union’s grievance file
Peterson sought protective order, Suoeruor
Court denied relief
Alaska Supreme Court grants petition for review
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Peterson v. State
Court notes it may recognize a new privilege
CBA provided that only a union representative
could represent an employee in grievance
proceedings
Other jurisdictions have held that compelled
disclosure interferes with an employee’s right to
union representation
Privilege covers confidential communications in
ongoing disciplinary or grievance proceedings
with union representatives acting in official
capacity
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Lentine v. State
Implied covenant case
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Lentine v. State
Lentine fired for submitting a falsified time sheet
She argues that dismissal violated implied
covenant because (1) a biased supervisor was
involved in the decision to terminate her, (2) the
investigation was unfair, and (3) she was
treated differently from other similarly situated
employees
Superior Court grants State summary judgment
Alaska Supreme Court affirms
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Lentine v. State
Subject bad faith requires evidence that the
decision was actually made in bad faith
Alleged bias by supervisor not really an issue
where supervisor played little role in discipline
Alleged defects in underlying investugation not
imporant where basic facts established
Disparate treatment not establushed because
no proof that another employee committed
same infraction and was disciplined differently S
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Other Courts
Trends or decisions
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First Amendment, Free Speech
Is a “Like” on Facebook expressive activity that
is protected by the First Amendment?
Currently, there are a handful of cases
addressing this question in the context of
discipline imposed on public employees
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Agency Odds and Ends
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Immigration—New H2B Visa Rules
Seasonal workers—common industries affected
include fisheries, hotel & entertainment, natural
resources, tourism, and others
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IRS, USDOL, Others—Worker Classification
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NLRB – Section 7 Rights
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NLRB—Arbitration
DR Horton: Board holds that employees cannot
be compelled to execute employment
agreements that preclude class actions
whether in arbitration or in court
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NLRB—Posting Requirement
Is now on hold and may never be implemented
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NLRB—Handbook Policies
The Roomstores of Phoenix—the following
policies violate Section 7
Trespassing on company premises when off
duty
Collusion with another employee to violate
company policy
No personal use of company information
No outside activity that has adverse effect on
the company
Broad restrictions on use of confidential
information [and other policies]
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NLRB—New Election Rules
Now suspended—court issued opinion on
May 14, 2012, striking down the rule because
Board lacked a quorum when the rule was
adopted
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NLRB—Can’t Prohibit Discussing Wages
Board views policies that prohibit employees
from discussing wages and other terms and
conditions of employment as violating Section 7
and Section 8 rights
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NLRB—secret taping
Stephens Media: Board holds that employer
committed ULP by discharging employee who
secretly taped a meeting with management
Employer had no policy prohibiting taping and
applicable state law (Hawaii) was silent
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EEOC – Adverse Credit Reports
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EEOC – Disability Claims Up 17%
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EEOC—Criminal Conviction/Arrest Records
New guidance issued April 25, 2012
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EEOC—Transgender Workers
EEOC issued a new ruling on April 24, 2012,
holding that discrimination against a
transgender individual is discrimination
“because of sex” and therefore prohibited by
Title VII
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EEOC – Alaska Statistics
FY 2009, FY 2010, FY 2011
The total number of employment discrimination
charges filed with the EEOC in Alaska has
varied over the past three years—85 filed in FY
2009, 120 filed in FY2010, and 79 filed in FY2011
Highest number of claims seen in retaliation,
disability, and age discrimination
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Seattle – New City Ordinance
Employers must provide paid sick leave
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Advice for “The Broken Age”
Sam says, “Stick with your pack and stay alert”
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Conclusion
Questions?
Gregory Fisher, Davis Wright Tremaine LLP, 701
W. 8th Avenue, Ste. 800, Anchorage, Alaska
99501 (907) 257-5335 (direct)