Justia U.S. 7th Circuit Court of Appeals Opinion Summaries

Miko Thomas, an employee of JBS Green Bay, filed a lawsuit under Title VII of the Civil Rights Act of 1964, alleging racial discrimination. He claimed that his employer delayed his training for three years, denied his vacation requests while approving similar requests for others, and transferred him to a different shift despite knowing it caused childcare issues. Thomas argued these actions were discriminatory based on his color.The United States District Court for the Eastern District of Wisconsin dismissed Thomas's complaint under Rule 12(b)(6) for failure to state a claim. The court found that the alleged events were not serious enough to be actionable under Title VII and that Thomas's complaint did not include all necessary elements to prove his case. After Thomas amended his complaint, the district court dismissed the suit outright, maintaining that the complaint lacked sufficient detail and did not meet the required legal standards.The United States Court of Appeals for the Seventh Circuit reviewed the case and found the district court's dismissal to be mistaken. The appellate court held that the district court incorrectly required the complaint to allege significant or material injury, which is not necessary under Title VII as clarified by the Supreme Court in Muldrow v. St. Louis. The appellate court also noted that the district court improperly demanded that the complaint include every element of proof needed for summary judgment, contrary to the notice pleading standard established by the Federal Rules of Civil Procedure and reaffirmed in Swierkiewicz v. Sorema N.A.The Seventh Circuit reversed the district court's dismissal and remanded the case for further proceedings, allowing it to move to the summary-judgment stage and potentially to trial. View "Thomas v. JBS Green Bay, Inc." on Justia Law

A group of current and former employees of Professional Transportation, Inc. filed a collective action under the Fair Labor Standards Act (FLSA) in 2014, alleging overtime and minimum-wage violations. The district court conditionally certified the collective action, and approximately 3,500 workers opted in. However, the court later decertified the collective action, deeming it overbroad, and the suit was abandoned without an appeal. Subsequently, a second collective action was filed in a different district court on behalf of over 1,400 workers, including a new claim regarding the company's commute-time adjustment formula. This case was transferred to the Southern District of Indiana, which conditionally certified a collective action on the commute-time claim but later decertified it due to the formula's inconsistent application across locations.The Southern District of Indiana severed the claims, leaving Joseph Miller as the sole plaintiff, and determined that the statute of limitations barred Miller's claim. The plaintiffs' lawyers filed a notice of appeal. However, the main issue on appeal was the lack of an appellant, as the named plaintiffs did not file written consents to join the suit as required by 29 U.S.C. §216(b). The court found that the consents from the earlier suit could not be recycled for the new case, and the forms authorizing counsel to represent the plaintiffs were not sufficient consents to join the lawsuit.The United States Court of Appeals for the Seventh Circuit dismissed the appeal due to lack of jurisdiction, as the plaintiffs' lawyers prosecuted the appeal on behalf of individuals who were not parties to the case. The court emphasized that without proper written consents, the named plaintiffs were not parties and could not appeal. The court also noted that the district court's ruling on the statute of limitations for Miller's claim was not adequately contested on appeal. View "Ghafoor v. Professional Transportation, Inc." on Justia Law

In February 2020, a police officer in Wauwatosa, Wisconsin, shot and killed a Black teenager, Alvin Cole. Following the incident, community members organized protests against police violence and racism. Anticipating unrest after the district attorney decided not to charge the officer, the mayor imposed a curfew. Plaintiffs, affected by the curfew and police conduct, filed constitutional and state law claims against the City of Wauwatosa and individual defendants.The United States District Court for the Eastern District of Wisconsin dismissed most claims, allowing only First Amendment and Driver’s Privacy Protection Act (DPPA) claims to proceed. The court later granted summary judgment for the defendants on the First Amendment claims, leaving only the DPPA claims for trial. The jury ultimately ruled in favor of the defendants on the DPPA claims.The United States Court of Appeals for the Seventh Circuit reviewed the case. The court affirmed the district court’s rulings, holding that the curfew was a permissible time, place, and manner restriction under the First Amendment. The court found that the curfew was content-neutral, served a significant government interest in public safety, was narrowly tailored, and left open ample alternative channels for communication. The court also upheld the dismissal of the plaintiffs' § 1983 claims against individual defendants, agreeing that the claims were inadequately pleaded and that the district court did not abuse its discretion in denying further amendments. Lastly, the court found no abuse of discretion in the district court’s response to a jury question regarding the definition of “personal information” under the DPPA. The judgment of the district court was affirmed. View "Knowlton v. City of Wauwatosa" on Justia Law

Heide Montoya, a former Superintendent of On-Board Services at Amtrak, was discharged in 2020 and later rehired to a different position. Montoya filed a lawsuit alleging sex discrimination and other state-law claims. The litigation became complicated due to a dispute over arbitration. Amtrak argued that Montoya had agreed to arbitration by continuing to work after receiving an email notice. Montoya denied receiving the arbitration agreement, and the district judge could not resolve the issue due to a lack of definitive evidence.The United States District Court for the Northern District of Illinois, Eastern Division, held a status hearing where the judge indicated that the evidence was insufficient to determine if an arbitration agreement existed. The judge suggested that the parties confer and possibly provide a joint statement on how to proceed. Instead of following these steps, Amtrak filed a notice of appeal, relying on §16(a)(1) of the Federal Arbitration Act (FAA), which allows interlocutory appeals from orders bypassing arbitration.The United States Court of Appeals for the Seventh Circuit reviewed the case and found that §16 of the FAA only applies when the Act as a whole is applicable. Section 1 of the FAA excludes contracts of employment for railroad employees, among others, from its scope. Since Montoya was an Amtrak employee, the case falls outside the FAA. The court referenced similar cases and legal precedents, including Southwest Airlines Co. v. Saxon and Bissonnette v. LePage Bakeries Park St., LLC, to support its conclusion. Consequently, the Seventh Circuit dismissed Amtrak's appeal for lack of jurisdiction, noting that the district court still needs to resolve whether Montoya agreed to arbitrate disputes under state law. View "Montoya v. National Railroad Passenger Corp." on Justia Law

The City of Chicago’s Department of Water Management hired Tinka Vassileva as a Filtration Engineer (FE) in 2001. Vassileva, who started as an FE II, was promoted to FE III in July 2019. She applied unsuccessfully for promotions to FE V in April 2018 and FE IV in July 2019. Vassileva claimed that the City’s decisions not to interview her for these positions were based on age, gender, national origin, and retaliation for previous discrimination charges she filed with the Illinois Department of Human Rights (IDHR) and the Equal Employment Opportunity Commission (EEOC).The United States District Court for the Northern District of Illinois granted summary judgment in favor of the City on all claims. The court found that Vassileva did not provide sufficient evidence that her age, gender, national origin, or EEOC charges motivated the City’s decision not to interview her for the 2018 FE V position. Additionally, the court concluded that Vassileva had not administratively exhausted her claims related to the 2019 FE IV openings, as she failed to file an EEOC charge based on the City’s 2019 actions before filing the lawsuit.The United States Court of Appeals for the Seventh Circuit affirmed the district court’s decision. The appellate court held that Vassileva did not present evidence suggesting that the City’s explanation for not interviewing her in 2018 was pretext for discrimination or retaliation. The court also noted that Vassileva failed to show that the decision-maker was aware of her EEOC charges. Regarding the 2019 claims, the court found that Vassileva waived her argument about administrative exhaustion by not addressing it until oral argument. Thus, the appellate court affirmed the summary judgment in favor of the City. View "Vassileva v. City of Chicago" on Justia Law

Michael Mogan, a condominium owner, challenged the City of Chicago's Shared Housing Ordinance, which prevented him from listing his unit on short-term rental platforms like Airbnb. Mogan claimed that the Ordinance constituted an unconstitutional taking and inverse condemnation under Illinois law. He also sought a declaratory judgment against the City and his homeowners association, Roscoe Village Lofts Association, to allow him to lease his unit on a short-term basis.The United States District Court for the Northern District of Illinois dismissed Mogan's takings and inverse condemnation claims and declined to exercise jurisdiction over any remaining state law claims. Mogan appealed the decision.The United States Court of Appeals for the Seventh Circuit reviewed the case and affirmed the district court's decision. The court held that Mogan lacked standing to challenge the Ordinance because he failed to demonstrate a concrete and particularized injury. The court also found that Mogan's property rights were subject to the Declaration of Condominium Ownership, which prohibited leases of less than 30 days. Therefore, Mogan could not claim that the Ordinance interfered with any reasonable investment-backed expectations or caused any economic impact. The court concluded that the district court did not abuse its discretion in declining to exercise supplemental jurisdiction over the remaining state law claims. View "Mogan v. City of Chicago" on Justia Law

Daroush Ebrahimi, a prisoner serving a life sentence in Illinois, filed a lawsuit in the United States District Court for the Southern District of Illinois against Wexford Health Sources, Inc. and Dr. Mohammed Siddiqui, alleging medical mistreatment. Ebrahimi was granted in forma pauperis status, indicating his inability to pay court fees. The district court eventually granted summary judgment in favor of the defendants. Following this, Wexford and Dr. Siddiqui submitted a bill of costs totaling $5,243.45 for deposition transcripts, which Ebrahimi opposed, citing his indigency.The district court awarded the full amount of costs to the defendants. The court noted that Ebrahimi's prison trust fund account had a balance of $1,663.70 in July 2022, which had decreased to $936.84 by September 2022. The court concluded that Ebrahimi had not demonstrated an inability to pay the costs, either currently or in the future, despite his in forma pauperis status at the beginning of the lawsuit.The United States Court of Appeals for the Seventh Circuit reviewed the case and affirmed the district court's decision. The appellate court held that the district court did not abuse its discretion in awarding costs to the defendants. The court emphasized that Ebrahimi failed to provide sufficient documentation to prove his inability to pay the costs. The appellate court also found that the district court provided an adequate explanation for its decision, noting that Ebrahimi had substantial funds in his account and had received ample funds since the litigation began. Thus, the assessment of costs against Ebrahimi was affirmed. View "Ebrahimi v. Siddiqui" on Justia Law

In Illinois, voters can cast their ballots by mail, and election officials can receive and count these ballots for up to two weeks after Election Day, provided they are postmarked or certified by Election Day. Plaintiffs, including Illinois voters and political candidates, challenged this procedure, arguing it unlawfully extends the voting period and dilutes their votes. They also claimed it forced them to spend additional resources on their campaigns beyond Election Day. The district court dismissed their claims, ruling that Plaintiffs lacked standing to sue and also rejected the claims on the merits.The United States District Court for the Northern District of Illinois dismissed the case, concluding that Plaintiffs lacked standing to challenge the Illinois ballot receipt procedure. The court found that Plaintiffs did not allege a sufficient injury in fact, as their claims of vote dilution and additional campaign expenditures were deemed too speculative and generalized. Plaintiffs appealed the decision.The United States Court of Appeals for the Seventh Circuit reviewed the case and affirmed the district court's dismissal. The appellate court held that Plaintiffs lacked standing because they did not allege a concrete and particularized injury. The court found that any potential vote dilution would affect all Illinois voters equally, making it a generalized grievance. Additionally, the court determined that the claimed campaign expenditures were speculative and not directly traceable to the Illinois ballot receipt procedure. Therefore, the court concluded that Plaintiffs did not meet the requirements for Article III standing and affirmed the dismissal of the case for lack of jurisdiction. View "Bost v. Illinois State Board of Elections" on Justia Law

The case involves Jose Ageo Luna Vanegas, a guestworker employed by Signet Builders, Inc., who alleges that Signet overworked and underpaid him in violation of the Fair Labor Standards Act (FLSA). Signet, incorporated and headquartered in Texas, hires H-2A visa holders for agricultural work, which it claims exempts them from FLSA overtime pay requirements. Luna Vanegas, who built livestock structures in multiple states including Wisconsin, filed a collective action against Signet in the Western District of Wisconsin, seeking to represent similarly situated workers.The district court initially dismissed the case, citing the FLSA’s agricultural exemption, but the United States Court of Appeals for the Seventh Circuit reversed that decision. Luna Vanegas then moved for conditional certification to notify other Signet workers nationwide about the collective action. Signet argued that the notice should be limited to workers in Wisconsin, asserting that the court only had specific jurisdiction over claims from that state. The district court allowed nationwide notice but certified the question of whether specific jurisdiction is required for each opt-in plaintiff’s claim. The district court held that such jurisdiction was not required, leading to this interlocutory appeal.The United States Court of Appeals for the Seventh Circuit reversed the district court’s decision. The court held that in FLSA collective actions, personal jurisdiction must be established for each plaintiff’s claim individually, whether representative or opt-in. The court rejected the argument that Federal Rule of Civil Procedure 4 could be used to establish nationwide personal jurisdiction in FLSA cases. The court concluded that the district court’s personal jurisdiction is limited to claims that fall within Wisconsin’s specific jurisdiction, and any expansion of jurisdiction would require new Rule 4 service. The case was reversed and remanded for further proceedings consistent with this holding. View "Ageo Luna Vanegas v. Signet Builders, Inc." on Justia Law

Meghan Faxel was injured while riding an inflatable tube down the "Black Hole" water slide at the Wilderness Hotel in Wisconsin Dells. Her tube became stuck and flipped over, causing a shoulder injury. Meghan and her husband, Mike Faxel, sued Wilderness for negligence, common-law premises liability, and loss of consortium. Wilderness filed a cross-claim against ProSlide Technology, Inc., the slide's manufacturer, seeking contribution if found liable. The Faxels missed the deadline to disclose their liability expert and sought an extension, which was denied by the magistrate judge. Wilderness then moved for summary judgment, arguing that without expert testimony, the Faxels could not prove their claims. The magistrate judge agreed and entered judgment for Wilderness.The case was initially filed in the Northern District of Illinois, which transferred it to the Western District of Wisconsin due to lack of personal jurisdiction. The parties consented to proceed before a magistrate judge. The Faxels filed an amended complaint adding ProSlide as a defendant, but the claims against ProSlide were dismissed as time-barred. The Faxels also missed the deadline to disclose an expert witness and their motion to extend the deadline was denied. Wilderness moved for summary judgment, which the magistrate judge granted, concluding that expert testimony was necessary to establish the standard of care required of water-park operators.The United States Court of Appeals for the Seventh Circuit reviewed the case and affirmed the magistrate judge's decision. The court held that the hotel’s duty of care regarding the safety protocols, inspection, and maintenance of water slides required specialized knowledge and expertise. Without expert testimony, the Faxels could not prove their claims. The court concluded that the safety measures taken by Wilderness appeared reasonable on their face and that jurors could not determine the standard of care without expert testimony. Therefore, summary judgment for Wilderness was appropriate. View "Faxel v. Wilderness Hotel & Resort, Inc" on Justia Law