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

Pennell defaulted on a loan, then sent MobiLoans a letter refusing to pay her debt and requesting that all future debt communications cease. MobiLoans sold Pennell’s debt to Global, which had no knowledge that Pennell refused to pay and that she was represented by counsel. Pennell received a dunning letter from Global. Through counsel, Pennell notified Global that she refused to pay the debt and requested all debt communications stop. Global complied. Pennell sued under 15 U.S.C. 1692c(a)(2), the Fair Debt Collection Practices Act, which prohibits a debt collector from directly communicating with a consumer who is represented by counsel with respect to the debt and proscribes a debt collector from directly communicating with a consumer who notifies a debt collector in writing that she refuses to pay or that she wishes the collector to stop communicating with her. Pennell claimed “stress and confusion” as her injuries. The district court granted Global summary judgment on the merits. The Seventh Circuit vacated and ordered dismissal for lack of Article III standing. A party invoking federal jurisdiction must demonstrate that he has suffered an injury in fact that is fairly traceable to the defendant’s conduct and redressable by a favorable judicial decision. The state of confusion is not itself a “concrete and particularized” injury. Nor does stress, without physical manifestations or a medical diagnosis, amount to concrete harm. Pennell failed to show that receiving the dunning letter led her to change her course of action or put her in harm’s way. View "Pennell v. Global Trust Management, LLC" on Justia Law

A class of owners accused Navistar of selling trucks with defective engines. The suit was settled for $135 million. The district court gave its preliminary approval. A court-approved Rule 23(e) notice was sent by first-class mail to all class members describing the settlement terms and the option to litigate independently. The notice's opt-out instructions included a link to a website with the full details and a phone number. The court held a fairness hearing then entered a final judgment implementing the settlement. Class member Drasc had sued Navistar in Ohio concerning the truck engines. The federal court declined to enjoin parallel state court suits, so the Ohio case proceeded while the federal action was pending. After the court approved the settlement, Navistar notified Drasc that its suit is barred by the release in the settlement. Drasc argued that it never received notice of the settlement and that its effort to continue litigating in Ohio should be deemed a “reasonable indication” of a desire to opt-out. The Seventh Circuit affirmed the rejection of Drasc’s arguments, noting findings that two first-class letters were sent to Drasc at its business addresses; Drasc had not provided an email address for notice; Drasc’s Ohio lawyers had actual notice of the settlement and must have known about the need to opt-out. Drasc had actual knowledge of the need to opt-out and could not show excusable neglect that would justify an extension of the opt-out deadline. View "DRASC, Inc. v. Navistar, Inc." on Justia Law

The church holds weekly in-person worship services attended by approximately 80 people. Its pastor suspended these services after he received a March 31, 2020 “Cease and Desist Notice” from the county health department that threatened penalties under Illinois Executive Order 2020-10, issued March 20, 2020, if the church continued to host in-person gatherings of ten or more people. The Plaintiffs sought a preliminary injunction, citing the First Amendment and the Illinois Religious Freedom Restoration Act and alleging violations of their due process rights and that the Order exceeded the governor’s powers.On May 29, months before plaintiffs filed their appellate brief, the governor issued Executive Order 2020-38, which removed the mandate. All subsequent pandemic-related executive orders have expressly exempted religious gatherings from mandatory restrictions.The Seventh Circuit affirmed the denial of a preliminary injunction. While intervening Supreme Court decisions offer a greater prospect for success on the merits of the First Amendment claim than previously expected, they have also indicated that equitable considerations weigh against granting a preliminary injunction at this time. The prospect of irreparable injury to the plaintiffs is very low; the public interest weighs substantially against injunctive relief. The federal procedural due process claim was not presented to the district court. The Eleventh Amendment bars relief against the governor; it may also bar relief against the local defendants. All of the state-law claims are poor candidates for a federal court’s exercise of supplemental jurisdiction. View "Cassell v. Snyders" on Justia Law

When Indiana officials determine that a child is suffering abuse or neglect, they initiate the Child in Need of Services (CHIN) process. Lawyers are automatically appointed for parents but not for children in the CHINS process. The plaintiffs, children in the CHINS process, claimed that they are entitled to counsel. The Seventh Circuit affirmed the dismissal of the suit, citing “Younger” abstention. While declining to decide that Younger would mandate abstention in all CHINS cases, the court reasoned that principles of comity entitle states to make their own decisions. Because children are not automatically entitled to lawyers, as opposed to the sort of adult assistance that Indiana routinely provides, it would be inappropriate for a federal court to resolve the appointment-of-counsel question in any of the 10 plaintiffs’ state proceedings. A state judge may decide to appoint counsel or may explain why counsel is unnecessary. View "Nicole K. v. Stigdon" on Justia Law

Women who work at the Cook County Jail or the adjoining courthouse filed a class-action suit against their employers for failing to prevent male inmates from sexually harassing them. The district court certified a class comprising all non‐supervisory female employees who work with male inmates at the jail or courthouse, of whom there are about 2,000.On interlocutory appeal, the Seventh Circuit held that the district court abused its discretion in certifying the class under Rule 23. The court’s primary error was using the peripheral and overbroad concept of “ambient harassment” (i.e., indirect or secondhand harassment) to certify a class of employees who have endured a wide range of direct and indirect harassment. Even without this error, the class cannot stand because it comprises class members with materially different working environments whose claims require separate, individualized analyses. Hostile work environment claims are fact-intensive. They turn on the frequency, severity, character, and effect of the harassment. Here, these are “worker‐specific” inquiries because they depend on a class member’s unique experience—which correlates to where she works. Some class members will have had comparable experiences but the plaintiffs have not proven that for the entire class. View "Howard v. Cook County Sheriff's Office" on Justia Law

In 2002, GTL, a mutual reserve company that underwrites insurance policies, engaged Platinum to market its insurance products. After a customer sued both parties, GTL terminated the marketing agreement. In 2015, the lawsuit settled. GTL sued Platinum for breaching the marketing agreement. In 2017, in arbitration, GTL and Platinum entered a settlement agreement, resolving all the claims that had and could have been brought in that litigation and providing for “reasonably proportionate” attorneys fees to the prevailing party in any future litigation. Weeks before the parties executed the 2017 settlement, another customer sued GTL in Missouri. After the 2017 settlement agreement took effect, GTL filed a third-party complaint against Platinum in that Missouri lawsuit, claiming that Platinum breached the marketing agreement by failing to ensure its contractors’ compliance with regulations, GTL's guidelines, and requirements for advertising its insurance products, and GTL's Code of Ethical Market Conduct.Platinum sued GTL in federal court, arguing that the Missouri third-party complaint mirrored claims resolved by the 2017 settlement agreement and was therefore barred. The district court granted Platinum summary judgment and awarded $108,445.10 in attorneys fees (150% of the underlying damages award). The Seventh Circuit affirmed. The 2017 agreement bars the third-party complaint and the award of attorneys fees is “reasonably proportionate” to the underlying damages. View "Platinum Supplemental Insurance, Inc. v. Guarantee Trust Life Insurance Co." on Justia Law

Smith suffered an injury from a car accident, retained an attorney for a personal injury lawsuit, and authorized her attorney to obtain her healthcare information. The attorney requested Smith’s medical records from MHS, on three occasions. RecordQuest, not MHS, answered those requests and charged Smith’s attorney (who paid on her behalf) a $20.96 handling fee and an $8.26 certification fee each time.Smith brought a class action, alleging these charged fees contravened the permissible fee schedule set out in Wis. Stat. 146.83(3f)(b) for healthcare records requests and resulted in the unjust enrichment of RecordQuest. The district court dismissed both claims, reasoning that the statute imposes a duty upon only healthcare providers.” RecordQuest is not a healthcare provider but is the agent of MHS; “no principle of agency law holds that a principal’s liability is imputed to the agent when the agent performs the act that results in the principal’s liability.” Smith’s unjust enrichment claim failed because any unjust benefit that Smith allegedly conferred to RecordQuest belonged to MHS.The Wisconsin Court of Appeals subsequently expressly disagreed with the district court’s analysis of Smith’s statutory claim. The Seventh Circuit reversed the dismissal of the statutory claim but affirmed as to Smith’s unjust enrichment claim. Under section 146.83(3f)(b), Smith has a remedy at law for any “injustice” that allegedly resulted from excessive payments; the equitable remedy of unjust enrichment is derivative of and predicated upon the statutory claim. View "Smith v. RecordQuest LLC" on Justia Law

In 2020 Krislov sought to run in the Democratic primary for a position on the Illinois Supreme Court. To get on the ballot he needed 5,050 valid signatures, 0.4% of the votes cast in the same district for the same party’s candidate in the most recent gubernatorial election. He submitted about 9,500 signatures, but many were ruled invalid and his total fell about 100 short. Instead of protesting that decision in state court, Krislov sued in federal court, arguing that falling 100 signatures short of 5,050 is within the margin of error for document examiners. The district court dismissed the case as a state-law challenge to a state-law requirement, which Krislov had forfeited by not using his state remedies and stating that “close enough for government work” is not an available doctrine in Illinois.The Seventh Circuit vacated and remanded with instructions to dismiss for lack of a justiciable controversy. The U.S. Constitution does not require states to ensure that their laws are accurately administered. Accurate adjudication always is in the public interest—as is accurate administration of state law—but federal courts cannot proceed if the plaintiff lacks standing or the proposed remedy would not redress the plaintiff’s injury. The election is over and Krislov cannot establish that the same problem is likely to recur for him, personally; if it does, Krislov is entitled to prompt review in state court. There is no “public interest” exception to the justiciability rules. View "Krislov v. Yarbrough" on Justia Law

Gracia’s former employer, SigmaTron, fired her 13 years ago after she filed sexual harassment and hostile work environment claims with the Equal Employment Opportunity Commission. Gracia prevailed in a 2014 trial on a Title VII retaliation claim. She found new work at a different company. In 2015, SigmaTron described Gracia’s lawsuit in public filings with the Securities and Exchange Commission. Gracia filed another Title VII retaliation claim, plus claims for retaliation under the Illinois Human Rights Act, defamation, and invasion of privacy. The district court dismissed Gracia’s defamation and false light invasion of privacy claims and later granted SigmaTron summary judgment on the Title VII and Illinois Human Rights Act claims.The Seventh Circuit affirmed. Gracia failed to present specific facts to show any injury in fact and expressly acknowledged that SigmaTron’s disclosures did not affect her current employment, with which she is content. That admission left the district court without subject matter jurisdiction to consider the Title VII claim on the merits. As for Gracia’s state law claims, the district court was right to conclude that the allegations failed to state a claim on which relief could be granted. View "Gracia v. SigmaTron International, Inc." on Justia Law

Weinert roofing employees could drive directly to job sites around Green Bay or could carpool from the shop using a company truck. For carpool employees, Weinert paid travel time at time-and-a-half the minimum wage and did not count travel time toward an employee’s 40-hour workweek. Weinert paid more than minimum wage for job-site work; job-site overtime pay was higher than travel time pay. Anderson, a Weinert seasonal employee, filed a collective action under the Fair Labor Standards Act, 29 U.S.C. 216(b), and Wisconsin law. Three other employees joined the action. Anderson converted the collective action into an individual FLSA action, which settled. Anderson then sought class certification (FRCP 23) for the state claims. Anderson identified 37 former or current Weinert employees to include in the class and requested the inclusion of employees Weinert expected to hire in 2019.The Seventh Circuit affirmed the denial of class certification. Employees to be hired in a future period cannot be included in the class. Anderson failed to show that joinder of the 37 employees in a single lawsuit (with multiple named plaintiffs) would be impracticable, as required by Rule 23(a). Anderson did not identify any difficulty in locating or contacting potential class members; the class lacked the geographical spread that might render joinder impracticable. Prevailing under the Act allows a plaintiff to recover attorneys’ fees and costs, offsetting some of the disincentive created by the small damages available. The numerosity requirement focuses on whether joinder would be impracticable, not whether each potential class member could bring a separate lawsuit. View "Anderson v. Weinert Enterprises Inc." on Justia Law