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

In Wisconsin, Register of Deeds is an elected position. If a vacancy occurs mid-term, the governor may appoint an interim Register for any unexpired portion of the term. The Marinette County Register announced her mid-term retirement. Chasensky, then employed as Chief Deputy Register of Deeds, sought the interim appointment. Chasensky was interviewed by Esser, Walker’s appointments official, who informed Chasensky that he would forward her application to Governor Walker for appointment to the position. Esser subsequently learned that Chasensky was involved in a personal bankruptcy proceeding. Esser informed Chasensky that Walker would not appoint her as interim Register. Chasensky claims that Werwie, Walker’s official spokesperson, publically broadcast that she was not appointed because she was in a bankruptcy proceeding and that “[d]erogatory comments and innuendo regarding [her] bankruptcy, personal financial matters and character which impugned and harmed [her] professional and personal reputation were intentionally publically disclosed by Governor Walker and Mr. Werwie” when Governor Walker spoke on the FOX television network. Werwie publically announced that Walker had planned to appoint her until he learned of her bankruptcy. In her suit alleging violation of privacy rights, employment rights, and of 11 U.S.C. 525(a) (bankruptcy discrimination), the district court held that the defendants waived qualified immunity by failing to raise it before their motion to dismiss the amended complaint. The Seventh Circuit reversed; the defendants are entitled to qualified immunity from Chasensky’s privacy and equal protection claims. View "Chasensky v. Walker" on Justia Law

Reed, a trackman with NSR, experienced a bout of severe abdominal pain while working. He claimed that the company was reluctant to provide medical treatment and pressured him into signing a statement that he had not been “injured on or at work.” Reed was on medical leave for seven months. After he returned, a company claims agent urged him to state whether the incident was work‐related. Reed stated that, notwithstanding his earlier attestation, he felt that his work did play a role in his injury. NSR fired Reed for making inconsistent statements and for violating an internal rule requiring same‐day reporting of on‐site injuries. Reed and his union believed that his termination violated the terms of the collective bargaining agreement. Pursuant to the Railway Labor Act, 45 U.S.C. 153, Reed appealed his dismissal. While arbitration proceedings before the Board were pending, Reed filed a complaint with OSHA, alleging violation of the Federal Railroad Safety Act, which prohibits discriminating against employees who “notify, or attempt to notify, the railroad carrier … of a work‐related personal injury,” 49 U.S.C. 20109(a)(4). After an appropriate period, Reed filed in district court. The Board awarded him reinstatement without back pay. The district court denied NSR’s motion for summary judgment under the FRSA election-of-remedies provision, reasoning that the arbitration proceedings were not an “election” of remedies because arbitration was mandatory, and that a collective bargaining agreement was not “another provision of law.” The Seventh Circuit reversed. View "Reed v. Norfolk S. Ry. Co." on Justia Law

In 2004 Spurling began working for C&M as a packer assigned to the third (night) shift. In 2009, she began to experience decreased consciousness and alertness, for which she received several disciplinary warnings. Spurling received a Final Warning/Suspension in February 2010 after she left her work site to use the restroom and did not return for more than 20 minutes. After her suspension, Spurling met with her manager and supervisors and indicated that her sleep issues were caused by a prescribed medication; she produced a note to the same effect. Spurling continued to experience difficulty remaining conscious at work and received a Final Warning/Suspension, Spurling informed human resources that her performance issues might be related to a medical condition. Although her doctor indicated that she had a disability, C&M concluded that she did not and terminated her employment. The district court entered summary judgment in favor of C&M, rejecting claims of violation of the Americans with Disabilities Act and of the Family and Medical Leave Act. The Seventh Circuit reversed in part. Spurling established disputed issues of material facts as to whether C&M failed to properly engage in the interactive process required by the ADA, but did not provide sufficient notice to establish a claim under the FMLA.View "Spurling v. C&M Fine Pack, Inc." on Justia Law

Walczak, hired as a teacher in the Chicago Public School system in 1970, obtained tenure and taught continuously until her school’s new principal placed her in a performance remediation program during the 2007–2008 academic year. At the end of that year, she was facing discharge proceedings. Walczak filed a charge with the Equal Employment Opportunity Commission alleging violation of the Age Discrimination in Employment Act, 29 U.S.C. 621. While the EEOC charge was pending, a hearing officer assigned to her discharge proceeding recommended that Walczak be reinstated as a tenured teacher. The Chicago Board of Education rejected the recommendation and terminated her employment. Illinois trial and appellate courts affirmed, applying state law. After the trial court decision, Walczak received a right-to-sue letter from the EEOC and filed suit in federal court The district court dismissed the ADEA suit on the basis of preclusion. The Seventh Circuit affirmed. Walczak could have brought her ADEA claim in her state-court suit for judicial review of the Board’s decision. The Board did not acquiesce to claim-splitting. View "Walczak v. Chicago Bd. of Educ." on Justia Law

Alpine was an irrigation business owned by Robert from 1961 until it closed in 2009. Alpine was in arrears on pension fund payments to the Union. After a Joint Arbitration Board awarded it $56,269.97, the Union sought to compel the award under the Labor Management Relations Act, 29 U.S.C. 185, and the Employee Retirement Security Act, 29 U.S.C. 1132(e)(1). During a deposition, Robert’s son, Jeffery, admitted his sole ownership of RWI and JV, which were established upon Alpine’s closing. Like Alpine, RWI services and installs lawn irrigation systems. JV’s sole business is leasing to RWI equipment that it purchased from Alpine. RWI operates out of Jeffery’s home, Alpine’s prior business address; all but one of RWI’s employees worked for Alpine. Almost all of RWI’s customers are former Alpine customers. The magistrate first denied the Union’s motion to impose judgment against RWI and JV as successors, but determined that the companies were successors under ERISA and that FRCP 25(c) provided an appropriate procedure and granted a motion to substitute. The Seventh Circuit affirmed, holding that the court properly applied the multifactor ERISA successorship test to find that an “interest” had been transferred within the meaning of FRCP 25(c) and properly resolved the motion without an evidentiary hearing. View "Sullivan v. Running Waters Irrigation, Inc." on Justia Law

Alexander and Rogers, African‐American women who formerly worked as cocktail waitresses for Casino Queen, claimed race discrimination, retaliation, and a hostile work environment under Title VII of the Civil Rights Act of 1964, 42 U.S.C. 2000e. Their allegations were based on reassignments to less-lucrative floor areas; discipline with respect to absences, tardies, breaks, and eating at work; and requests for days off. The district court granted Casino Queen summary judgment. The Seventh Circuit affirmed as to the hostile work environment claim, but reversed as to the race discrimination and retaliation claims. The plaintiffs presented adequate evidence that the floor assignments constituted an adverse employment action. View "Alexander v. Casino Queen Inc." on Justia Law

Gaines questioned the roadworthiness of two different trucks that his employer of five years (K-Five) assigned him. Management took steps to address his concerns, but the trucks never reached the level of safety sought by Gaines. On his last Friday with the company, he informally discussed an alleged steering problem with a K-Five mechanic. He later misreported what the mechanic said. Gaines claims that he honestly believed he was accurately relaying the information but that he botched the details. Citing the false report and instances of alleged insubordination, K-Five fired Gaines. Gaines claimed that he was fired due to his national origin or because he complained about safety issues and that he was owed unpaid overtime. The district court entered summary judgment in favor of K-Five. The Seventh Circuit reversed in part and remanded, finding that Gaines presented a triable issue of fact as to whether he was fired for complaining about safety issues. View "Gaines v. K-Five Constr. Corp." on Justia Law

Manitowoc police brought in a man suspected of stabbing a police officer. The suspect apparently refused to eat, and officers believed he was mentally unstable. Police Chief Kingsbury arranged for the suspect’s mother to bring him a home-cooked meal, but the chief’s wishes were not communicated until after officers, including Swetlik, had already taken the suspect to the county jail for booking. Kingsbury called the jail and spoke with Swetlik. Swetlik told other police officers that Kingsbury had told him to lie to the jailers and had threatened him and reported the same to a deputy chief. The police union later took a vote of no confidence in Kingsbury and compiled a list of grievances, including Swetlik’s complaint. A private firm was engaged to investigate and ultimately recommended that both Swetlik and Kingsbury be terminated, concluding, based on a recording of the call, that Swetlik lied about the incident. The city council voted to bring termination charges against both. Swetlik was placed on paid leave until a hearing officer recommended dismissal of the charge. Swetlik was reinstated, but sued, claiming retaliation in violation of the First Amendment by bringing charges against him for his complaints about Kingsbury. The district court rejected the claim, finding that Swetlik’s statements were not protected speech because they did not address a matter of public concern. The Seventh Circuit affirmed, holding that the defendants were justified in bringing the charge based on the investigation.View "Swetlik v. Crawford" on Justia Law

In 2008 the EEOC received a charge of discrimination from a woman who claimed Mach Mining had denied her applications for coal mining jobs because of her gender. After investigation, the agency determined there was reasonable cause to believe Mach had discriminated against a class of female job applicants at its Johnston City site and notified the company of its intention to begin informal conciliation. The parties did not reach agreement. In 2011, the EEOC told Mach that further efforts would be futile and filed a complaint two weeks later. Mach asserted failure to conciliate in good faith. The district court certified for interlocutory appeal the question whether an alleged failure to conciliate is subject to judicial review in the form of an implied affirmative defense to an EEOC suit. The Seventh Circuit disagreed with other circuits and responded that it is not. Title VII of the Civil Rights Act directs the agency to try to negotiate an end to an employer’s unlawful employment practices before seeking a judicial remedy, 42 U.S.C. 2000e-5(b), but finding the requirement to create an implied failure-to-conciliate defense would add an unwarranted mechanism by which employers could avoid liability for unlawful discrimination. Such a defense would be contrary to the statutory prohibition on using what was said and done during conciliation “as evidence in a subsequent proceeding.” View "Equal Emp't Opportunity Comm'n v. Mach Mining, LLC" on Justia Law

Gogos, a pipe welder for 45 years, has taken blood pressure medication for more than eight years. He began working for AMS in December 2012 as a welder and pipe-fitter. The next month, his blood pressure spiked and he experienced intermittent vision loss and a red eye. His supervisor agreed that he could leave to seek immediate medical treatment. As Gogos left work, he saw his general foreman and stated that he was going to the hospital because “my health is not very good lately.” The foreman immediately fired him. After pursuing a charge with the Equal Employment Opportunity Commission, Gogos sued. He applied to proceed in forma pauperis and requested that the court recruit counsel, stating that he cannot afford an attorney; that he has only a grammar-school education; and that English is not his primary language. The district court dismissed, reasoning that Gogos’s medical conditions were “transitory” and “suspect.” The Seventh Circuit vacated, reasoning that Gogos stated a claim under the Americans with Disabilities Act, 42 U.S.C. 12112.View "Gogos v. AMS-Mech. Sys., Inc." on Justia Law