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

TWD, LLC filed a complaint against Grunt Style LLC in 2018, alleging trademark infringement. Both companies sell goods with military-related trademarks. Grunt Style counterclaimed, asserting TWD was infringing on its prior trademark. The district court granted Grunt Style's motion for partial summary judgment in April 2022, dismissing all of TWD's claims. The case was reassigned to Judge Hunt, who held a bench trial in 2024 and ordered TWD to pay Grunt Style $739,500. Grunt Style moved to amend the judgment to include interest and permanent injunctive relief, which the district court granted in January 2025.TWD filed a notice of appeal from the amended judgment, which was docketed as appeal No. 25-1305. During a preliminary review, the Seventh Circuit identified a potential jurisdictional issue because the district court's judgment did not explicitly address TWD's counterclaims. The court directed the parties to address whether the judgment was deficient. TWD filed an amended notice of appeal, which was docketed as a new appeal, No. 25-1341. The district court later issued an indicative ruling, signaling its intent to correct the judgment if the case was remanded.The United States Court of Appeals for the Seventh Circuit agreed with the district court's solution and decided to remand the case for correction of the clerical mistake in the judgment. The court retained jurisdiction over the appeal and dismissed the second appeal (No. 25-1341) as unnecessary, without collecting an additional fee. The court emphasized the importance of clear and complete judgments to avoid jurisdictional issues and ensure appellate jurisdiction is clear. View "Grunt Style LLC v TWD, LLC" on Justia Law

A transgender girl, D.P., and her mother challenged a new policy by the Mukwonago Area School District that required D.P. to use the boys’ bathroom or a gender-neutral alternative. They argued that the policy violated Title IX of the Education Amendments of 1972 and the Fourteenth Amendment’s Equal Protection Clause. They filed an emergency motion for a temporary restraining order and a preliminary injunction to prevent the policy's enforcement during litigation, citing the precedent set by Whitaker v. Kenosha Unified School District No. 1 Board of Education.The United States District Court for the Eastern District of Wisconsin granted the temporary restraining order and, shortly after, converted it to a preliminary injunction without holding a hearing. The judge found that the case was controlled by the Whitaker precedent and concluded that D.P. was likely to succeed on the merits of her claims. The school district appealed, arguing that the judge erred by not holding an evidentiary hearing and urging the court to overrule Whitaker and a related case, A.C. v. Metropolitan School District of Martinsville.The United States Court of Appeals for the Seventh Circuit affirmed the district court’s decision. The appellate court held that an evidentiary hearing is not always required before issuing a preliminary injunction, especially when the opponent does not request one or identify material factual disputes. The court also declined to revisit or overrule Whitaker and Martinsville, reaffirming that the district judge did not abuse his discretion in granting the preliminary injunction based on binding circuit precedent. The court concluded that the slight differences in D.P.'s case did not warrant a different outcome. View "Doe v Mukwonago Area School District" on Justia Law

Mark Petersen sued Deputy Stefanie Pedersen under 42 U.S.C. § 1983, alleging false arrest for drunk driving and an unlawful blood draw. On December 27, 2018, Deputy Pedersen responded to a car crash in rural Wisconsin. She found Petersen, who was intoxicated, attempting to change a tire on a car registered to him. Witnesses confirmed he was the only person near the car. Petersen had a history of uncooperative behavior with law enforcement and prior OWI charges. Based on the scene, his behavior, and his intoxication, Pedersen arrested him for OWI and obtained a search warrant for a blood draw, which confirmed his high BAC.In the Circuit Court of Winnebago County, Petersen was charged with OWI – 4th Offense. He moved to suppress the BAC evidence, arguing lack of probable cause for his arrest. The state court granted his motion, leading to the dismissal of the charges. Petersen then filed a § 1983 lawsuit in the United States District Court for the Eastern District of Wisconsin, which was reduced to claims against Deputy Pedersen for false arrest and unreasonable search. The district court granted summary judgment for Pedersen, finding probable cause for the arrest and a valid search warrant for the blood draw, and also granted her qualified immunity.The United States Court of Appeals for the Seventh Circuit reviewed the case. The court affirmed the district court’s decision, holding that probable cause supported Petersen’s arrest based on the totality of the circumstances, including his intoxication, the scene of the crash, and witness statements. The court also found the blood draw was lawful as it was conducted pursuant to a valid search warrant. Additionally, the court held that Deputy Pedersen was entitled to qualified immunity for both the arrest and the blood draw. View "Petersen v Pedersen" on Justia Law

Employees of United Airlines, including pilots, flight attendants, and other staff, challenged the company's COVID-19 vaccination mandate and masking requirement issued in 2021. United required employees to either get vaccinated or apply for religious or medical exemptions by specific deadlines. Plaintiffs alleged that despite submitting or attempting to submit exemption requests, they were either fired, placed on unpaid leave, or subjected to a hostile work environment.The United States District Court for the Northern District of Illinois dismissed the plaintiffs' claims with prejudice, finding that they had not stated any viable claim for relief despite having sufficient opportunities to do so. The court addressed each of the plaintiffs' twelve claims, noting that many were forfeited due to the plaintiffs' failure to respond to substantive arguments. The court also found deficiencies in the proposed amended complaints and ultimately dismissed the action with prejudice after determining that further amendments would be futile.The United States Court of Appeals for the Seventh Circuit reviewed the case and affirmed the district court's decision. The appellate court agreed that the plaintiffs' claims were either improperly preserved or inadequately pled. The court found that the plaintiffs had forfeited their FDCA, invasion of privacy, and negligence claims by failing to address the district court's findings of forfeiture. The court also upheld the dismissal of the Illinois Whistleblower Act claim, as the plaintiffs did not show how receiving a COVID-19 vaccine would violate federal regulations. Additionally, the court affirmed the dismissal of the Title VII claims due to the plaintiffs' failure to obtain right-to-sue letters from the EEOC, which is a prerequisite for such lawsuits. The appellate court concluded that the district court did not err in denying further opportunities to amend the complaint. View "Anderson v. United Airlines" on Justia Law

Lazerek Austin, a state prisoner, filed a lawsuit under 42 U.S.C. § 1983 against three medical providers, alleging deliberate indifference to his serious medical needs in violation of the Eighth Amendment. Austin, representing himself, requested the court to recruit counsel due to his severe mental illness and lack of access to legal resources. The district court initially granted his motion for recruited counsel but was unable to find a volunteer attorney despite extensive efforts. Consequently, Austin continued to litigate his case pro se, participating in discovery and responding to motions.The United States District Court for the Central District of Illinois eventually granted summary judgment in favor of the defendants, concluding that a reasonable jury could not find that they violated Austin’s constitutional rights. Austin appealed, arguing that the district court erred by not continuing to search for counsel after initially granting his motion.The United States Court of Appeals for the Seventh Circuit reviewed the district court's decision for abuse of discretion. The appellate court noted that federal courts cannot compel attorneys to provide free services to civil litigants and that the district court made reasonable efforts to recruit counsel. The court emphasized that the district court was not required to search indefinitely for a volunteer attorney and that it reasonably concluded Austin was capable of litigating his case pro se. The appellate court affirmed the district court's decision, finding no abuse of discretion in its handling of Austin's motion for recruited counsel and its determination that Austin could proceed without counsel. View "Austin v. Hansen" on Justia Law

Epic Systems Corporation sued Tata Consultancy Services Limited and Tata America International Corporation for unauthorized use of confidential information. A jury awarded Epic $240 million in compensatory damages and $700 million in punitive damages. The district court reduced these amounts to $140 million and $280 million, respectively, and entered judgment in 2017. The Seventh Circuit affirmed the compensatory damages but limited the punitive damages to $140 million, leading to a new judgment in 2022. Tata agreed to pay postjudgment interest on the compensatory damages from 2017 but argued that interest on the punitive damages should start from 2022. The district court sided with Tata, and Epic appealed.The United States Court of Appeals for the Seventh Circuit reviewed the case. The court noted that both the 2017 and 2022 judgments included $140 million in compensatory damages and at least $140 million in punitive damages. The court referenced the Supreme Court's decision in Kaiser Aluminum & Chemical Corp. v. Bonjorno, which held that postjudgment interest should be based on the date when damages became ascertainable. The Seventh Circuit concluded that the $140 million punitive damages were ascertainable from the 2017 judgment, as neither the district court nor the appellate court had ever deemed this amount excessive.The Seventh Circuit reversed the district court's decision and remanded the case with instructions to award postjudgment interest on the $140 million punitive damages starting from October 3, 2017. View "Epic Systems Corporation v Tata Consultancy Services Limited" on Justia Law

Union Pacific Railroad Company, as the corporate successor to a dissolved coal mining company, periodically received mine subsidence claims from the Illinois Mine Subsidence Insurance Fund. The Fund, acting as a reinsurer for primary insurers offering mine subsidence coverage, sought to recover its reinsurance payments from Union Pacific. After years of litigation, Union Pacific sued the Fund for declaratory and injunctive relief to preclude future cases. The Fund moved to dismiss, and the district court allowed the complaint seeking injunctive relief to proceed on certain theories but not others. Union Pacific brought an interlocutory appeal.The United States District Court for the Central District of Illinois had previously ruled that Union Pacific could seek declaratory and injunctive relief for subsidence claims acquired by the Fund before the Gillespie case and the 2019 Opinion but not for future claims. Union Pacific amended its complaint, and the district court reiterated its earlier decision, dismissing the request for future injunctive relief while allowing the case to proceed on the earlier claims.The United States Court of Appeals for the Seventh Circuit reviewed the case and concluded that it lacked appellate jurisdiction. The court determined that the district court's order was a narrowing of the injunctive relief rather than a definitive refusal. The court also found that the injunctive relief sought on appeal was not substantially different from the relief still pending in the district court. As a result, the appeal was dismissed. View "Union Pacific Railroad Co. v. Illinois Mine Subsidence Insurance Fund" on Justia Law

While incarcerated at Ellsworth Correctional Institution in Wisconsin, the plaintiff was sexually assaulted and physically abused by a correctional officer, James Faulkner. Faulkner was later criminally convicted for these acts and sentenced to a lengthy prison term. The plaintiff subsequently filed a civil suit under 42 U.S.C. §1983 seeking damages from Faulkner and three supervisory officials, alleging violations of her constitutional rights.The United States District Court for the Eastern District of Wisconsin granted summary judgment to the supervisory officials, finding no evidence that they knew or should have known of Faulkner’s risk to inmates. The plaintiff did not appeal these rulings, effectively abandoning her claims against those defendants. Faulkner, having failed to answer the complaint, was found in default. The district court held a hearing to determine damages and ultimately awarded the plaintiff $1 million for pain and suffering and $3 million in punitive damages, but denied additional damages for lost income and future medical expenses due to insufficient and improperly presented evidence.On appeal, the United States Court of Appeals for the Seventh Circuit reviewed the district court’s evidentiary rulings and the plaintiff’s arguments regarding the scope of Faulkner’s employment. The appellate court held that the district judge did not abuse his discretion or commit legal error in excluding the plaintiff’s evidence on future damages, as the submissions failed to comply with statutory requirements and evidentiary rules. The court also rejected the plaintiff’s arguments concerning employer liability, noting that the employer was not named as a party and that such issues were not properly before the court. The Seventh Circuit affirmed the judgment of the district court. View "Dotson v. Faulkner" on Justia Law

In August 2021, the Cook County Health and Hospitals System implemented a policy requiring all personnel to be fully vaccinated against infectious diseases, including COVID-19. Exemptions were allowed for disability, medical conditions, or sincerely held religious beliefs. Plaintiffs, who are healthcare employees or contractors, requested religious exemptions, which were granted. However, the accommodation provided was a transfer to unpaid status pending termination, with a limited time to find a non-existent remote position. Plaintiffs argued this was religious discrimination violating the Free Exercise Clause of the First Amendment.The United States District Court for the Northern District of Illinois previously denied plaintiffs' motions for preliminary injunctions against the vaccine mandates, including Cook County’s. The Seventh Circuit affirmed this denial, rejecting the plaintiffs' facial challenge to the mandate. On remand, plaintiffs amended their complaint but were denied permission to add a claim under the Illinois Religious Freedom Restoration Act until after the court ruled on the County’s motion to dismiss. The district court dismissed the second amended complaint, considering it a facial challenge, which had already been ruled upon.The United States Court of Appeals for the Seventh Circuit reviewed the case and held that the plaintiffs waived their as-applied challenge by not raising it in the district court or their opening brief on appeal. The court also noted that plaintiffs conceded they no longer sought injunctive relief and did not pursue a facial challenge. Consequently, the court affirmed the district court’s dismissal of the constitutional claim. Additionally, the court found no abuse of discretion in the district court’s denial of leave to amend the complaint to include the Illinois RFRA claim. The court criticized the plaintiffs' counsel for poor advocacy and procedural errors. View "Lukaszczyk v Cook County" on Justia Law

Dyamond Davis, an employee at the Shapiro Development Center, informed her supervisor on May 12, 2017, that she needed to leave work due to pregnancy-related morning sickness. Her supervisor allowed her to leave, reminding her to complete the necessary paperwork. Davis was later granted FMLA leave retroactive to May, but DHS determined that part of her May 12 absence was unauthorized because it believed FMLA did not cover morning sickness and that Davis violated policies requiring the substitution of accrued paid leave for FMLA leave. Consequently, DHS terminated her employment. Davis appealed her termination unsuccessfully to the Illinois Civil Service Commission and then filed a lawsuit alleging FMLA interference. Another employee, Antionette Burns, joined the lawsuit with a similar claim.The United States District Court for the Central District of Illinois dismissed Burns’s claim for lack of Article III standing and granted summary judgment in favor of DHS on Davis’s claim. The court found that Burns failed to establish a concrete injury-in-fact and that DHS was entitled to rely on the medical certification provided by Davis’s doctor, which did not indicate a need for intermittent leave for morning sickness.The United States Court of Appeals for the Seventh Circuit reviewed the case. The court affirmed the dismissal of Burns’s claim without prejudice, agreeing that she failed to establish a concrete injury-in-fact. However, the court found that there were genuine disputes of material fact regarding Davis’s FMLA claim. The court noted that morning sickness qualifies as a serious health condition under FMLA and that DHS was aware of Davis’s need for intermittent leave due to morning sickness. The court also found that DHS may have improperly applied its paid leave substitution policy, which could have led to Davis’s termination. Therefore, the court reversed the district court’s grant of summary judgment for DHS on Davis’s claim and remanded the case for further proceedings. View "Davis v Illinois Department of Human Services" on Justia Law