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

Nine Illinois energy consumers sued their electricity provider, ComEd, and its parent, Exelon, on behalf of themselves and those similarly situated for damages under the Racketeer Influenced and Corrupt Organizations Act (RICO) alleging injury from increased electricity rates. These rates increased, they allege, because ComEd bribed former Illinois Speaker of the House Michael Madigan to shepherd three bills through the state’s legislature: the Energy Infrastructure and Modernization Act of 2011 (EIMA); 2013 amendments to that legislation; and the Future Energy Jobs Act of 2016. Although Illinois law still required public utilities to file rates with the Illinois Commerce Commission (ICC), EIMA implemented statutorily prescribed, performance-based rate increases that limited ICC discretion in reviewing rates and authorized at least $2.6 billion in ComEd spending on smart meters and smart grid infrastructure, costs that were required to be passed on to customers. In 2016, FEJA provided $2.35 billion in funding for nuclear power plants operated, paid for through a new fee for utility customers, and allowed ComEd to charge ratepayers for all energy efficiency programs and for some expenses relating to employee incentive compensation, pensions, and other post-employment benefits.The Seventh Circuit affirmed the dismissal of the suit. Paying a state’s required filed utility rate is not a cognizable injury for a RICO damages claim. View "Brooks v. Commonwealth Edison Co." on Justia Law

Alight provides recordkeeping services for employee healthcare and retirement benefit plans, some of which are governed by ERISA, 29 U.S.C. 1001–1461 The Department of Labor investigated Alight, following a discovery that Alight processed unauthorized distributions of plan benefits due to cybersecurity breaches, and sent Alight an administrative subpoena duces tecum, seeking documents in response to 32 inquiries, including broad demands, such as “[a]ll documents and communications relating to services offered to ERISA plan clients.” Alight produced some documents but objected to several inquiries, citing its duty to keep certain information confidential. The Department petitioned for enforcement of the subpoena. Alight produced additional materials but redacted most of the documents to remove client identifying information, preventing the Department from discerning potential ERISA violations. Alight asked the court to quash or limit the subpoena and permit redactions. Alight’s legal consultant projected full compliance would require “thousands of hours of work.” The Department clarified or narrowed its requests.The Seventh Circuit affirmed an order granting the Department’s petition to enforce the subpoena with some modifications. The court rejected Alight’s arguments that the subpoena is unenforceable because the Department lacks authority to investigate the company because it is not a fiduciary under ERISA, or cybersecurity incidents generally; that the subpoena’s demands are too indefinite and unduly burdensome, and that the district court abused its discretion by denying Alight’s request for a protective order to limit production of certain sensitive information. View "Walsh v. Alight Solutions, LLC" on Justia Law

The Seventh Circuit denied Petitioner's petition for review of the judgment of the Department of Labor's Administrative Review Board (ARB) affirming an administrative law judge's (ALJ) determination that BNSF Railway Company had a valid same-action affirmative defense to Plaintiff's retaliation claim, holding that substantial evidence supported the decision.Plaintiff, a train engineer, brought an administrative complaint with the Occupational Safety Health Administration (OSHA) alleging that BNSF, his employer, violated the Federal Railroad Safety Act by retaliating against him for raising safety concerns and refusing to engage in unsafe practices. OSHA dismissed the complaint. A Department of Labor ALJ denied Plaintiff's claim based on the statutory same-action affirmative defense. The ARB affirmed. The Seventh Circuit denied review, holding that substantial evidence supported the ARB's decision that the same-action defense applied to BNSF's discipline of Plaintiff. View "Brousil v. U.S. Dep't of Labor, Administrative Review Board" on Justia Law

The First Circuit reversed the judgment of the district court concluding that the retroactivity rule from two Seventh Circuit opinions - United States v. Leach, 639 F.3d 769 (7th Cir. 2011), and Vasqez v. Foxx, 895 F.3d 515 (7th Cir. 2018) - controlled and that, therefore, a disputed ordinance applied prospectively, holding that the ordinance was retroactive.The ordinance at issue was passed by the Village of Hartland, Wisconsin and placed a moratorium against any new sex offenders residing there either temporarily or permanently. Plaintiff, a registered sex offender, brought this action against the Village, alleging that the ordinance violated the Ex Post Facto Clause of U.S. Const. art. I, 10. Under the Leach-Vasquez rule, a law is not retroactive and cannot violate the Ex Post Facto Clause if it applies "only to conduct occurring after its enactment." The district court only considered the retroactivity prong of the two-part analysis because, under Leach-Vasquez, the ordinance operated only prospectively. The Seventh Circuit reversed and remanded the case, holding (1) this Court overturns the Leach-Vasquez rule governing the retroactivity inquiry of the Ex Post Facto Clause, and instead, the critical question is whether the law attaches new legal consequences to events completed before its enactment; and (2) the subject ordinance applies retroactively. View "Koch v. Village of Hartland" on Justia Law

The Seventh Circuit reversed the order of the district court granting summary judgment and dismissing this complaint brought by Plaintiff after he was fired from his commissary job while incarcerated at Indiana State Prison, holding that the district court erred in finding that Plaintiff failed to comply with the Prison Litigation Reform Act's (PLRA) exhaustion requirement, 42 U.S.C. 1997e(a).Plaintiff was hired for a job in the commissary with the understanding that he would miss work on Fridays to attend the prison's weekly Jumu'ah Muslim prayer service. When Officer Julie Anton refused to allow Plaintiff to attend Jumu'ah and he went anyway, Anton fired Plaintiff based on a work evaluation accusing Plaintiff of theft. Plaintiff sued Anton under 42 U.S.C. 1983, alleging a violation of his First Amendment rights. The district court dismissed the complaint because Plaintiff did not file a formal grievance before bringing suit. The Seventh Circuit reversed, holding that the prison's grievance policy excepted Plaintiff's claim from the prison's administrative process. View "Miles v. Anton" on Justia Law

In this case arising out of a child welfare investigation, the Seventh Circuit vacated the judgment of the district court entering summary judgment in favor of Indiana Department of Child Services (DCS) case workers on the grounds of qualified immunity, holding that the facts were too disputed to allow the Court to reach any legal conclusions with confidence.When DCS learned from a social worker that Plaintiffs may not have been providing their infant daughter prescribed medication to control epileptic seizures DCS case workers took the child to the hospital for a blood draw to clarify whether that was so. The results showed that the infant had started the prescription a few days earlier. Plaintiffs filed a complaint under 42 U.S.C. 1983, alleging that the investigation and demand for a blood test violated their constitutional rights as parents under the Fourteenth Amendment and their daughter's rights under the Fourth Amendment. The district court entered summary judgment for the DCS defendants on the grounds of qualified immunity. The Seventh Circuit vacated the summary judgment and remanded the case, holding that the facts were so contested as to limit what the Court could do on appeal. View "Jerger v. Blaize" on Justia Law

The Janesville Wisconsin Police Department created a “no‐preference tow list” to simplify its response to traffic accidents in which a vehicle owner expressed no preference as to which tow company towed their car. Smith is Black and owns Flying A.J.’s Towing Company, which operates in the area. Flying A.J.’s was added to the list. Less than two months later, the Police Department removed the company from its tow list, citing the company’s unresponsiveness and complaints related to one particular tow job.Smith and Flying A.J.’s claim that their removal was due to Smith’s race and in retaliation because, in 2010, Smith had successfully sued the town of Beloit after experiencing racial discrimination by the police department. The Seventh Circuit affirmed the dismissal of those claims under 42 U.S.C. 1983 and 1981. Smith had failed to put forth sufficient evidence to allow a jury to determine that Smith’s race or former complaints caused the decision to remove Flying A.J.’s from the tow list. Smith claimed that a tow company owned by a white man had received a lesser penalty but the situations leading to the two complaints are too dissimilar for any reasonable jury to conclude that the factor leading to any perceived disparate treatment was race. View "Smith v. City of Janesville" on Justia Law

McHale began employment at the VA Hospital in 2011 as a pharmacy technician. In 2014, side effects from McHale’s diabetes medication impacted her attendance at work. Weeks later, McHale’s supervisor, reduced McHale’s performance rating due to her use of sick leave and imposed an official sick leave restriction. McHale filed a union grievance. During the years that followed, McHale unsuccessfully applied for three other positions. McHale’s second-level supervisor stated that he did not want to select McHale for one position due to her frequent sick leave and the sick leave restriction. In interviews with the agency’s internal EEOC office, McHale never suggested that she had any disability. McHale filed a handwritten formal administrative complaint in 2015, alleging reprisal for the prior EEOC activity and unfair treatment in the form of the sick leave restrictions. The final agency decision concluded that it had not violated the law.McHale sued under the Rehabilitation Act, 29 U.S.C. 791, alleging she was disabled due to complications with her diabetes and that: the agency had failed to accommodate this disability; had discriminated against her because of her disability; had subjected her to a hostile work environment; and had retaliated against her. The Seventh Circuit affirmed the rejection of her suit. McHale failed to exhaust her administrative remedies for the disability claims because she never complained of discrimination on the basis of disability to the agency. For the same reason, McHale cannot establish retaliation. View "McHale v. McDonough" on Justia Law

Lanahan was a longtime employee of Cook County’s Department of Public Health responsible for managing federal grants. After her retirement, Lanham filed a qui tam suit, alleging various violations of the False Claims Act, 31 U.S.C. 3729(a)(1), arising out of the use of federal grants. Lanaham claimed she repeatedly warned Cook County it was seeking federal reimbursement for unincurred expenses, for example by estimating the time dedicated to federal service after the fact and pinning the salary allocations submitted for reimbursement to the CDC to pre-performance budget estimates and failing to segregate federal reimbursement funds from unaffiliated Cook County revenue.The Seventh Circuit affirmed the dismissal of the suit. The court noted the lack of specificity about false claims and statements and the complaint’s use of conclusory statements. The complaint alleged, for example, that Cook County failed to segregate government funds but did not allege that the county was not entitled to those funds. View "Lanahan v. County of Cook" on Justia Law

Illinois moved its Medicaid program from a fee‐for‐service model, where a state agency pays providers’ medical bills, to one dominated by managed care, where private insurers pay medical bills. Most patients of Saint Anthony Hospital are covered by Medicaid, so Saint Anthony depends on Medicaid payments. Over the last four years, it has lost roughly 98% of its cash reserves, allegedly because managed‐care organizations have repeatedly and systematically delayed and reduced Medicaid payments to it. Saint Anthony sued, arguing that Illinois officials owe it a duty under the Medicaid Act to remedy the late and short payments.The Seventh Circuit reversed the dismissal of the suit, concluding that Saint Anthony has alleged a viable claim for relief under 42 U.S.C. 1396u‐ 2(f) and may seek injunctive relief under 42 U.S.C. 1983 against the state official who administers the Medicaid program in Illinois. Illinois has tools available to remedy systemic slow payment problems—problems alleged to be so serious that they threaten the viability of a major hospital and even of the managed‐care Medicaid program as administered in Illinois. If Saint Anthony can prove its claims, the chief state official could be ordered to use some of those tools to remedy systemic problems that threaten this literally vital health care program. View "Saint Anthony Hospital v. Eagleson" on Justia Law