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

In its 2018 “Janus” holding, the Supreme Court reversed course on 41 years of jurisprudence sanctioning agreements between state-government agencies and unions authorizing the unions to collect fair-share fees from non-union members to cover costs incurred representing them. Ocol, a math teacher in the Chicago public school system, filed a putative class action under 42 U.S.C. 1983 and 28 U.S.C. 2201 against the Unions, the Attorney General of Illinois, and members of the Illinois Educational Labor Relations Board, seeking recovery of payments he had previously made under protest to the Union. He also challenged the constitutionality of the exclusive representation provisions of Illinois law as they applied to non-union members.The Seventh Circuit affirmed the rejection of all of his claims. Acknowledging circuit precedent, Ocol conceded defeat on his Section 1983 claim for a refund of his fair-share payments and his First Amendment challenge to exclusive representation. The court granted Ocol’s request for summary affirmance so that he may seek a petition for certiorari to pursue his arguments in the Supreme Court. View "Ocol v. Chicago Teachers Union" on Justia Law

Williams, a Chicago school social worker, suffers from depression, anxiety, and chronic sinusitis. For the 2013–14 school year, Williams received an evaluation score that placed him in the “developing” category, and was given a Professional Development Plan. Social workers' hours depend on the school they are serving on a particular day. The Board denied Williams's first accommodation request, for consistent work hours. During the 2014–15 school year, Williams was cited for interrupting a teacher, failing to read a student’s individual educational plan before a meeting, speaking inappropriately about his personal life, making personal calls during school hours, and failing to report to work. Williams was twice denied titles that may be awarded to “proficient” social workers. Williams filed a discrimination charge and another accommodation request, seeking a consistent start time, a reduced caseload, and assignment to a single school. The Board denied these requests but assigned him to schools with 7:45 a.m. start times. Williams's third accommodation request sought a private office, dedicated equipment, and exemption from evaluations. The Board supplied Williams with HEPA filters, computer monitors, and access to a private meeting space; it denied his other requests. Williams was not selected for special assessment teams because he did not have the “proficient” rating and was not bilingual. He filed his second charge of discrimination.The Seventh Circuit affirmed the dismissal of his suit under the Americans with Disabilities Act. 42 U.S.C. 12101, and Title VII, 42 U.S.C. 2000e, rejecting claims that the Board discriminated against Williams because of his disability and gender, failed to accommodate his disability, and retaliated against him for filing discrimination claims. View "Williams v. Board of Education of the City of Chicago" on Justia Law

Vargas began working as a mail carrier in 2005. Mail carriers must be able to carry up to 35 pounds in their shoulder bags. Vargas’s route also required shuttling mail and equipment weighing up to 75 pounds between the post office and a satellite location. Vargas sustained an on-the-job foot injury in 2008. He was diagnosed with plantar fasciitis, received treatment, submitted a successful workers’ compensation claim, and continued working. In 2011, Vargas filed an EEO complaint, raising miscellaneous workplace grievances and alleging race- and disability-related discrimination. He withdrew this complaint. Vargas’s plantar fasciitis subsequently flared up. His doctor placed him on work restrictions, March 1-22, prohibiting him from carrying more than 15 pounds. On March 14, Vargas returned to work from a vacation; he wanted his route restructured to eliminate carrying heavy loads. His superiors did not oblige and he applied for workers’ compensation. He also made daily requests for “light duty” but there was no light duty work available, so he took paid sick leave.Vargas, who is Hispanic, sued, alleging disability-based discrimination under the Americans with Disabilities Act, with retaliation and racial discrimination claims under Title VII. Vargas still works for the Postal Service. The Seventh Circuit affirmed summary judgment rejecting his claims. Vargas could not perform the only job available to him, with or without reasonable accommodation, and there is no evidence he was treated differently because of his race or suffered unlawful workplace retaliation. View "Vargas v. DeJoy" on Justia Law

The Illinois Biometric Information Privacy Act regulates the collection, use, retention, disclosure, and dissemination of biometric identifiers (fingerprints, retina and iris scans, hand scans, and facial geometry). Fox's employer, Dakkota, required employees to clock in and out by scanning their hands on a biometric timekeeping device. Dakkota used third-party software to capture that data, which was stored in a third-party's database. Fox alleges that Dakkota did not obtain her informed written consent before collecting her biometric identifiers, unlawfully disclosed or disseminated her biometric data to third parties without her consent, failed to develop, publicly disclose, and implement a data-retention schedule and guidelines for the permanent destruction of its employees’ biometric identifiers, and failed to permanently destroy her biometric data when she left the company. Fox was represented by a union at Dakkota, The judge dismissed two counts as preempted by the Labor Management Relations Act, but remanded the section 15(a) claim to state court.The Seventh Circuit reversed the remand order. Fox’s section 15(a) claim does not allege a mere procedural failure to publicly disclose a data-retention policy but alleges a concrete and particularized invasion of her privacy interest in her biometric data stemming from Dakkota’s violation of its section 15(a) duties to develop, publicly disclose, and comply with data retention and destruction policies. Her allegations plead an injury in fact for purposes of Article III. The invasion of a legally protected privacy right, though intangible, is personal and real, not general and abstract. View "Fox v. Dakkota Integrated Systems, LLC" on Justia Law

Calderone, a Chicago police communications operator, was off duty, driving her car when another motorist, Garcia, threw a drink into Calderone’s vehicle, then pulled to the side of the road. Calderone stopped behind Garcia’s car. The women exited their cars and argued. Garcia returned to her vehicle and tried to drive away. Calderone blocked Garcia’s exit. Garcia again got out of her vehicle, grabbed Calderone by the hair, and threw her to the ground. Calderone then shot Garcia with her handgun, which she was legally permitted to carry. The bullet lacerated Garcia's vital organs; she was hospitalized for several months.Calderone was indicted for attempted murder. The city administratively charged her with violations of Personnel Rules and, after a hearing, fired Calderone. Calderone asserts the city did not respond to her claim that the discharge was in self-defense. An Illinois state court acquitted Calderone of attempted murder based on self-defense. The city subsequently reinstated Calderone and held a hearing to determine her back pay.Calderone sued, arguing that her termination deprived her of her Second Amendment right to keep and bear arms, that the city deprived her of property and liberty rights without due process, and that the Personnel Rules were vague. The Seventh Circuit affirmed the dismissal of the claims. Even if Calderone has a constitutional right to discharge her firearm in self-defense, qualified immunity shielded her supervisors from suit because precedent has not clearly established that right. View "Calderone v. City of Chicago" on Justia Law

Sandefur, a Cook County corrections officer, suffers from spinal disk desiccation and osteoarthritis in his knees. In 2011, Sandefur received a handicapped parking placard from the Illinois Secretary of State. His application asserted that he could not walk without an assistive device and that the impairment was permanent. In 2015, at age 55, Sandefur was accepted to the Police Academy. An instructor noticed the handicapped parking placard in Sandefur’s car. Sandefur said it was there for his wife. When another officer asked about the placard, Sandefur said that it was his wife’s but that he also used it. Wanting to confirm that Sandefur was medically cleared to participate in the Academy’s physical training, Academy officials met with Sandefur, who stated that he was not requesting any accommodations in the Academy. During a formal investigation, Sandefur’s explanations did not improve or become consistent. An investigator concluded that Sandefur had demonstrated an “inability to provide truthful responses to basic questions.” The Sheriff’s Office dismissed Sandefur from the Academy. He returned to his corrections job.The Seventh Circuit affirmed the summary judgment rejection of Sandefur’s suit, which alleged violations of the Americans with Disabilities Act, 42 U.S.C. 12112, and his due process rights. The Sheriff’s Office dismissed Sandefur based on its honest belief that he had lied about his disability, not because he had a disability. There is no evidence that anyone involved in the investigation or dismissal harbored any unlawful animus. View "Sandefur v. Dart" on Justia Law

Applecars is a member of a network of Wisconsin used-car dealerships. McCormick owned a majority share in each dealership. Each dealership received management services from Capital M, which McCormick also owned. Capital M tracked shared dealership inventory, held employee records, and issued identical employee handbooks for each dealership; Capital M’s operations manager hired and fired each dealership’s general manager. The employees of each dealership gathered as one for events several times per year. The dealerships advertised on a single website, which included some language suggesting a single entity and some indicators that each dealership is a separate entity. Each dealership properly maintained corporate formalities and records. Capital M billed each dealership separately. Each dealership had a distinct general manager, bank accounts, and financial reports. The dealerships separately filed and paid taxes, paid employees, and entered into contracts.Prince worked at Applecars for several months before he was fired. Prince claims his firing was retaliatory and sued Applecars and its affiliates for racial discrimination under Title VII of the 1964 Civil Rights Act. The court granted the defendants summary judgment, noting that Applecars had fewer than 15 employees and was not subject to Title VII. The Seventh Circuit affirmed. There is insufficient evidence to support Prince’s theory that the court should pierce the corporate veil of the network, aggregating the number of employees such that Title VII would apply. View "Prince v. Appleton Auto LLC" on Justia Law

In 2006, Mlsna was hired by Union Pacific, as a conductor. Union Pacific was aware of Mlsna’s hearing impairment. In 2012 the Federal Railroad Administration implemented regulations to ensure that train conductors possessed hearing acuity, and to confirm that railroads appropriately protected their employees’ hearing, 49 C.F.R. 242.105(c). Union Pacific had Mlsna’s hearing tested several different ways. Mlsna passed the hearing acuity test only when he relied on his hearing aids with no additional hearing protection. Later Mlsna was retested with the same results. Union Pacific decided it could not recertify Mlsna to work as a conductor. When he wore hearing aids and passed the hearing acuity requirement he was in violation of Union Pacific’s hearing conservation policy, which required additional hearing protection; when he complied with that policy by wearing the protection, he could not pass the hearing acuity test. Mlsna proposed he use specific custom‐made hearing protection. Union Pacific rejected his proposal because that device did not have a factory‐issued or laboratory‐tested noise reduction rating, as required by the regulation. Mlsna’s employment was terminated.Mlsna sued, alleging discrimination based on his hearing disability. The district court granted the railroad summary judgment. The Seventh Circuit reversed. Issues of fact exist as to whether wearing hearing protection is an essential function of Mlsna’s work as a conductor, as well as whether reasonable accommodations for the conductor were properly considered. View "Mlsna v. Union Pacific Railroad Co." on Justia Law

Marshall worked at the Indiana Department of Corrections for over 20 years. He received good reviews and promotions. He identified as homosexual. He reached the rank of Internal Affairs Investigator. In 2015, he was arrested for operating a vehicle while intoxicated. Warden Brown issued a written reprimand. In 2016, he attended a law enforcement conference in Indianapolis. A sheriff from another county complained that Marshall became intoxicated at the conference and behaved inappropriately. Marshall denies the allegations. Later that month, Marshall and others confronted Storm—a subordinate directly under Marshall’s supervision—about Storm’s unethical disclosure of confidential investigation materials. The next day, Storm accused Marshall of sexually harassing him twice outside of work. Regional Director Osburn decided to terminate Marshall. At a meeting before the termination, someone said they should be prepared for Marshall to file a complaint with the EEOC. Osburn terminated Marshall and demoted Storm.The Seventh Circuit affirmed the summary judgment rejection of Marshall’s claims of discrimination based on sexual-orientation discrimination and retaliation. Marshall’s case falters for lack of a similarly situated comparator; there were legitimate issues about whether he was meeting expectations. Marshall’s exposure of Storm’s breach of confidentiality is not protected by Title VII; retaliation for the exposure cannot be Title VII retaliation. View "Marshall v. Indiana Department of Corrections" on Justia Law

Demkovich was hired in 2012 as the music director at St. Andrew the Apostle Catholic Church. Demkovich is gay, overweight, and suffers from diabetes and metabolic syndrome. Demkovich claims Reverend Dada subjected him to a hostile work environment based on his sexual orientation and his disabilities. After Demkovich married his partner, Reverend Dada demanded Demkovich’s resignation because his marriage violated Church teachings. Demkovich refused. Reverend Dada fired him. Demkovich filed hostile environment claims under Title VII and the Americans with Disabilities Act.The Seventh Circuit declined to extend the constitutional "ministerial" exemption to categorically bar all hostile environment discrimination claims by ministerial employees where there is no challenge to tangible employment actions like hiring and firing. The court reasoned that the First Amendment does not bar those same ministerial employees from bringing contract and tort claims against their employers and supervisors, nor does it bar enforcement of criminal laws arising from the mistreatment of those same employees. Religious employers’ control over tangible employment actions—hiring, firing, promoting, deciding compensation, job assignments, and the like—provides ample protection for the free exercise of religion. The First Amendment does not require complete immunity from the sometimes horrific abuse that a bright-line rule would protect. View "Demkovich v. St. Andrew the Apostle Parish" on Justia Law