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

Under a 2014 policy, United pilots only accrued sick time during the first 90 days of military leave. Moss, a pilot and a Lieutenant Colonel in the Marine Corps Reserves, sued, alleging violations of the Uniformed Services Employment and Reemployment Rights Act (USERRA), 38 U.S.C. 4301, which requires employers to provide employees on military leave any seniority-based benefit the employee would have accrued but for the military leave. He claimed that sick time is a seniority-based benefit that should have continuously accrued or sick-time accrual was available to pilots on comparable periods of leave.The district court granted United summary judgment. The Seventh Circuit affirmed. For a benefit to be seniority-based, the benefit must be a reward for length of service. Sick leave is not such a reward but is "a future-oriented longevity incentive." United’s sick-time accrual policy contains a work requirement and is in the nature of compensation, not a reward for long service. . View "Moss v. United Airlines, Inc." on Justia Law

Reinebold, then 56 years old, applied to be the head baseball coach of Indiana University South Bend (IUSB). After IUSB declined to hire Reinebold, he sued IUSB, Athletic Director Bruce, and Assistant Athletic Director Norris under the Age Discrimination in Employment Act (ADEA) and 42 U.S.C. 1983. The district court dismissed all of Reinebold’s claims with his concession except for his section 1983 claims against Bruce and Norris in their individual capacities. The district court then entered summary judgment in favor of Bruce and Norris, finding that Reinebold did not identify a suitable comparator and did not show that he was intentionally treated differently because of his age.The Seventh Circuit affirmed. The hiring committee distinguished Reinebold and his proposed comparator Buysse (age 31) based on their respective performances during their interviews. The evidence shows that Reinebold performed poorly during his phone interview. Buysse performed well. An employer is not required to score a job interview using objective criteria. View "Reinebold v. Bruce" on Justia Law

After a steady buildup of performance problems, Sweet lost her job as a customer service representative in the Bargersville, Indiana clerk-treasurer’s office. Months before she was fired, Sweet criticized Longstreet, the elected clerk-treasurer, for reconnecting the utility service of a delinquent customer who was Longstreet’s wealthy business partner. Arguing that she was fired for vocalizing her opposition to the reconnection, she sued Longstreet and the town alleging retaliation in violation of her First Amendment right to freedom of speech. Sweet cited “suspicious timing” in the form of a five-month gap between her criticism and the termination of her employment; an ambiguous affidavit from a fellow employee; and the fact that her former employer offered several reasons for her termination rather than a single, consistent explanation.The Seventh Circuit affirmed summary judgment for the defendants in her suit under 42 U.S.C. 1983. Even if Sweet’s criticism of Longstreet was constitutionally protected, she lacks sufficient evidence to support an inference that it was a motivating factor in the termination of her employment. The evidence, considered as a whole, indicates that Sweet was fired for multiple reasons, including “her long documented history of deficient performance, failure to improve on requested areas, incidences of bullying and repeated mistakes.” View "Sweet v. Town of Bargersville" on Justia Law

Railey clocked in and out of work at the Sunset Food Mart by placing her hand on a biometric scanner. She brought a class action in state court in 2019 alleging violations of the Illinois Biometric Information Privacy Act. Two years into litigation, Sunset removed the case to federal court, alleging that Railey’s claims were completely preempted by the Labor Management Relations Act. Sunset explained the timing of the removal by pointing to an interrogatory response it received from Railey in October 2020 in which she confirmed her membership in a labor union.The district court found Sunset’s removal untimely. Citing the Class Action Fairness Act, 28 U.S.C. 1453(c)(1), the Seventh Circuit affirmed the remand to state court. A Class Action Fairness Act exception for “home-state controversies” directs that district courts “shall decline to exercise jurisdiction” over a class action in which “two-thirds or more of the members of all proposed plaintiff classes in the aggregate, and the primary defendants, are citizens of the State in which the action was originally filed,” 28 U.S.C. 1332(d)(4)(B). Railey brought a putative class action on behalf of Illinois citizens against a small Illinois grocery chain under Illinois law. Sunset missed its preemption-based removal window. View "Railey v. Sunset Food Mart, Inc." on Justia Law

Citing a budget deficit, Chicago’s Board of Education laid off 1,077 teachers and 393 paraprofessional educators in 2011. The Chicago Teachers Union and a class of teachers (CTU) sued, alleging that the layoffs discriminated against African-American teachers and paraprofessionals in violation of Title VII of the Civil Rights Acts of 1964 and the Civil Rights Act of 1991, 42 U.S.C. 2000e.The Seventh Circuit affirmed summary judgment in favor of the Board. While CTU made a prima facie case of disparate impact with evidence that African-Americans comprised approximately 30% of Union members at the time of the layoffs but made up just over 40% of Union members receiving layoff notices, the Board’s decision to tie layoffs to declining enrollment in schools was legitimate, job-related, and consistent with business necessity. Beyond noting the existence of open positions for which laid-off employees were qualified, CTU did not meet its burden of establishing that its proposed alternative of transferring employees was “available, equally valid and less discriminatory.” The Illinois statute’s designation of hiring discretion to principals neither promotes discrimination nor bears any relationship to the Board’s decision to tie layoffs to declining enrollment and the transfer alternative proposed by CTU is not consistent with the Collective Bargaining Agreement. CTU did not put forth any evidence of intentional discrimination by the Board. View "Chicago Teachers Union v. Board of Education of the City of Chicago" on Justia Law

Kerry began requiring workers to use fingerprints to clock in and out. Plaintiffs, former employees, say that Kerry did not obtain their consent before doing so in violation of the Illinois Biometric Information Privacy Act.The Seventh Circuit affirmed the dismissal of the suit as preempted by the Labor Management Relations Act, 29 U.S.C. 185 because its resolution depends on the interpretation of collective-bargaining agreements between Kerry and the plaintiffs' union. Federal law prevents states from interfering in relations between unions and private employers. Whether a topic of bargaining is mandatory or permissive, the union is the workers’ agent. If labor and management want to bargain collectively about particular working conditions, they are free to do so. Workers cannot insist that management bypass the union and deal with them directly about these subjects. The use of biometric data is a topic for bargaining between unions and management. States cannot bypass the mechanisms of federal law and authorize direct negotiation or litigation between workers and management. View "Fernandez v. Kerry, Inc." on Justia Law

Mahran, an Egyptian Muslim, sued Advocate Christ Medical Center, alleging employment discrimination under Title VII of the Civil Rights Act of 1964 and the Illinois Human Rights Act. Mahran, a pharmacist, alleged that Advocate failed to accommodate his need for prayer breaks; disciplined and later fired him based on his race, religion, and national origin; retaliated against him for reporting racial and religious discrimination; and subjected him to a hostile work environment based on his race, religion, and national origin. The district judge rejected all of the claims on summary judgment.The Seventh Circuit affirmed, rejecting arguments that the judge wrongly required Mahran to show that Advocate’s failure to accommodate his prayer breaks resulted in an adverse employment action and that the judge failed to consider the totality of the evidence in evaluating his hostile-workplace claim. Mahran expressly agreed at trial that an adverse employment action is an element of a prima facie Title VII claim for failure to accommodate an employee’s religious practice. He cannot take the opposite position. While the judge should have considered all the evidence Mahran adduced in support of his hostile workplace claim, there was not enough evidence for a jury to find that Advocate subjected him to a hostile work environment. View "Mahran v. Advocate Christ Medical Center" on Justia Law

Bless was employed by the Cook County Sheriff’s Office, 1996-2013. In 2004, Bless earned his law degree and began practicing law in addition to working as a police officer. The Sheriff’s Office requires its employees to request and receive authorization before engaging in secondary employment. In 2004-2008, Bless received the required approval. In 2008, Bless was involved in a collision while on duty. He sustained injuries, was placed on disability leave, and received temporary disability benefits. Shortly after the accident, Bless was elected as a Republican McHenry County Commissioner. Soon after his return to work as a police officer, Bless was transferred to a less desirable shift.Meanwhile, the County discovered that Bless was driving his car while on disability leave although he had a driving restriction. The Office of Professional Review found no records of secondary employment requests for Bless for 2009-2010. Bless claimed that he had submitted those requests. OPR brought filed a complaint with the Merit Board, which found that Bless had engaged in unauthorized secondary employment, violated driving restrictions, and lied to OPR investigators; it directed the Sheriff’s Office to fire Bless. After his termination, Bless filed suit, alleging political retaliation under 42 U.S.C. 1983 (the Sheriff is a Democrat) and race discrimination under section 1983 and Title VII, 42 U.S.C. 2000e. The Seventh Circuit affirmed the rejection of both claims on summary judgment. View "Bless v. Cook County Sheriff's Office" on Justia Law

Chicago offers public-school teachers higher pay if they earn extra college credits. Graham sought a higher salary under this program in July 2015, only to have her application ignored. She tried again in September and was fired on the ground that her application had been backdated, which the Board of Education considered fraud. A hearing officer ordered her reinstated with back pay. Graham alleges the Board did not honor this decision in full, published a declaration that she is a fraudster, and refused to consider her for open positions. Graham sued, alleging violations of 42 U.S.C. 1983 by discriminating against her on account of sex and race and of the Employee Retirement Income Security Act (ERISA) by depriving her of pension and health benefits.The Seventh Circuit vacated the dismissal of the complaint. The complaint does not identify other employees who received better treatment from the school system but It is enough for a plaintiff to assert that she was treated worse because of protected characteristics. The school system’s plans are exempt from ERISA. Because the state not only funds the charter schools but also approves their establishment and continued existence, it is not appropriate to treat them as private institutions subject to public regulation. View "Graham v. Board of Education of the City of Chicago" on Justia Law

The Fair Labor Standards Act, 29 U.S.C. 207(a) generally requires that covered workers be paid extra for overtime work, but it exempts from that requirement some retail and service employees who are paid bona fide commissions. Brex auto repair technicians claimed that Brex’s complex payment plan is not a true commission so that under the Act they are paid hourly wages and are entitled to overtime pay. To arrive at a technician’s take-home pay, “Brex starts with the total cost charged to customers for each technician’s weekly repairs and applies a series of divisions, multiplications, and additions, some of which are redundant.” The hourly wage has a floor that applies even if the mechanic’s hourly production is anemic during a particular pay period, which is one and a half times the applicable state minimum wage, rounded up. The alternative wage floor is triggered in only 16 percent of paychecks; 84 percent of Brex paychecks are paid on the commission scale.The Seventh Circuit affirmed summary judgment for Brex based on the bonafide commission exemption. Undisputed evidence showed that there was substantial hourly and weekly variation in pay and that the guarantees are “computed in accordance with a bona fide commission payment plan or formula under which the computed commissions vary in accordance with the employee’s performance on the job.” View "Reed v. Brex Inc." on Justia Law