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

As a Chicago Midway International Airport ramp supervisor, Saxon supervises, trains, and assists a team of ramp agents—Southwest employees who physically load and unload planes. Ostensibly her job is purely supervisory but Saxon and other ramp supervisors frequently fill in as ramp agents. The ramp agents are covered by a collective bargaining agreement. Supervisors are excluded and agree annually as part of their contract of employment—not separately—to arbitrate wage disputes. Believing that Southwest failed to pay ramp supervisors for overtime work, Saxon filed a putative collective action under the Fair Labor Standards Act, 29 U.S.C. 201–219. Southwest moved to dismiss or stay the suit pending arbitration (Federal Arbitration Act (FAA), 9 U.S.C. 3).The Seventh Circuit reversed the dismissal of the suit, citing the FAA exemption for “contracts of employment of seamen, railroad employees, or any other class of workers engaged in foreign or interstate commerce.” The last category refers not to all contracts of employment, but only to those belonging to “transportation workers.” The act of loading cargo onto a vehicle to be transported interstate is commerce, as that term was understood at the time of the FAA’s 1925 enactment. Airplane cargo loaders, as a class, are engaged in that commerce, as seamen and railroad employees were; Saxon and the ramp supervisors are members of that class. View "Saxon v. Southwest Airlines Co." on Justia Law

Owned by the Indiana Finance Authority, the Indiana Toll Road has been operated since 2006 by a lessee, ITR. What ITR can charge depends on state law. In 2018, ITR paid the state $1 billion in exchange for permission to raise by 35 percent the tolls on heavy trucks. The district court dismissed a suit under the Commerce Clause, reasoning that Indiana, as a market participant, was exempt from rules ordinarily applied under the Commerce Clause.The Seventh Circuit affirmed, stating that the increase is valid even if it discriminates against interstate commerce. The tolls are neutral with respect to the origins, destinations, and ownership of the trucks. The court also reasoned that when a state participates in, rather than just regulates, the market, it may discriminate in favor of its own citizens and declined to find that tollways “are different.” The court noted the history of private ownership of roads. View "Owner-Operator Independent Drivers Association, Inc. v. Holcomb" on Justia Law

In 2020 Union Pacific Railroad announced a change to its employee attendance policy. Several regional branches of the union opposed the change and sought an order under the Railway Labor Act, 45 U.S.C. 151a (RLA), requiring Union Pacific to submit the change to collective bargaining. The district court dismissed for lack of jurisdiction; the claim belonged in arbitration before the National Railroad Adjustment Board.The Seventh Circuit affirmed and granted Union Pacific’s motion for sanctions under Federal Rule of Appellate Procedure 38 for the frivolous appeal. For the second time in three years, the Brotherhood has pressed a position squarely foreclosed by settled law. The union’s challenge to the revised policy amounted to a “minor dispute” subject to mandatory arbitration under the RLA. Given the parties’ course of dealing over workplace attendance requirements, there was a clear pattern and practice of Union Pacific modifying its policies many times over many years without subjecting changes to collective bargaining, which provided the railroad with a nonfrivolous justification to unilaterally modify its attendance policy. That reality made this dispute a minor one subject to resolution through mandatory arbitration. View "Brotherhood of Locomotive Engineers & Trainmen GCA UP v. Union Pacific Railroad Co." 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

Truck drivers brought individual, collective, and class action claims against CTS, their former employer, for failing to provide overtime pay. The Fair Labor Standards Act requires overtime pay for any employee who works more than 40 hours in a workweek. 29 U.S.C. 207(a)(1). The statute exempts employees who are subject to the Secretary of Transportation’s jurisdiction under the Motor Carrier Act: It is dangerous for drivers to spend too many hours behind the wheel, and “a requirement of pay that is higher for overtime service than for regular service tends to … encourage employees to seek” overtime work. Under 49 U.S.C. 13501(1)(A), drivers need not actually drive in interstate commerce to fall within the Secretary’s jurisdiction if they are employed by a carrier that “has engaged in interstate commerce and that the driver could reasonably have been expected to make one of the carrier’s interstate runs.”The Seventh Circuit affirmed summary judgment in favor of CTS, finding that the plaintiffs could be expected to drive any of the CTS routes. While some of the plaintiffs’ runs may have been purely local, the sheer volume of the interstate commerce through these facilities, combined with the fact that the plaintiffs were assigned to their duties indiscriminately, demonstrates that the plaintiffs had a reasonable chance of being called upon to make some drives that were part of a continuous interstate journey. View "Burlaka v. Contract Transport Services LLC" on Justia Law

Canadian Pacific filed a federal suit, alleging state-law claims under the court’s diversity jurisdiction. Its suit centered on a trackage rights agreement—a contract governing one railroad’s use of another’s tracks—that the Indiana Harbor had signed with its majority shareholders at a price that Canadian Pacific, which owns 49% of Indiana Harbor, alleged was detrimental to Indiana Harbor’s profitability.The Seventh Circuit affirmed the dismissal of the suit. The Surface Transportation Board (STB) has exclusive authority to regulate trackage rights agreements, or to exempt such agreements from its approval process, and had exempted Indiana Harbor’s agreement; 49 U.S.C. 11321(a) provides that “[a] rail carrier, corporation, or person participating in … [an] exempted transaction is exempt from the antitrust laws and all other law, including State and municipal law, as necessary to let that rail carrier, corporation, or person carry out the transaction.” Canadian Pacific did not contest that section 11321(a) preempted the claims. View "Soo Line Railroad Co. v. Consolidated Rail Corp." on Justia Law

At about 2:10 a.m., LeDure reported to a Salem, Illinois rail yard to assemble a train for a trip. While on the exterior walkway of a locomotive in order to tag it, LeDure slipped and fell down its steps. LeDure got up and proceeded to power down and tag the locomotive. He returned to where he fell and, using a flashlight, bent down to identify a “slick” substance. LeDure reported the incident to his supervisor. He gave a written statement. Union Pacific conducted an inspection and reported cleaning a “small amount of oil” on the walkway. LeDure sued Union Pacific for negligence. He alleged violations of the Locomotive Inspection Act and the Federal Employers’ Liability Act, arguing that Union Pacific failed to maintain the walkway free of hazards. The district court dismissed LeDure’s claims with prejudice. The Seventh Circuit affirmed. The Locomotive Inspection Act is inapplicable since the locomotive was not “in use” during the incident. LeDure’s injuries were not reasonably foreseeable because they resulted from a small “slick spot” unknown to Union Pacific. There is no evidence that an earlier inspection would have cured the hazard. View "LeDure v. Union Pacific Railroad Co." on Justia Law

Hughes bought a ticket from Southwest to fly to Chicago. Just before the flight was to board, Southwest canceled it. Hughes, who chose an alternate flight through Omaha, claims that the cancellation was because Southwest ran out of de-icer and that no other airlines had a similar problem. He claims he incurred additional costs for lodging and similar expenses. The Seventh Circuit affirmed the dismissal of his breach of contract claim. There was no breach; the contract allows the airline to cancel and either reschedule the passenger or refund the fare. There is no implied duty to avoid cancellation. View "Brian Hughes v. Southwest Airlines Co." on Justia Law

The Uber ride-sharing service does not own or select its drivers’ vehicles; its app presents riders with options, including sedans, premium cars, or SUVs. Customers restricted to motorized wheelchairs need wheelchair accessible vehicles (WAVs) equipped with ramps and lifts. Uber’s app offers that option. Access Living is a Chicago‐based nonprofit organization that advances the civil rights of people with disabilities; 14 percent of the organization’s staff and 20 percent of its board members are motorized wheelchair users. The district court dismissed claims under the Americans with Disabilities Act, 42 U.S.C. 12181(7)(F), alleging that Uber, as a travel service/public accommodation, discriminates against people with disabilities by failing to ensure equal access to WAVs because Uber fails to ensure the availability of enough drivers with WAVs, but outsources most requests for wheelchair accessible rides to local taxi companies. As a result, plaintiffs claimed, motorized wheelchair users experience longer wait times and higher prices than other Uber customers.The Seventh Circuit affirmed. The alleged harm to the Access Living organization comes only indirectly in the form of increased reimbursement costs. An individual plaintiff has never downloaded Uber’s app, attempted to request a ride, or learned about the response times he would personally experience. View "Access Living of Metropolitan Chicago v. Uber Technologies, Inc." on Justia Law

Stampley, the owner-operator of a tractor-trailer, provided hauling services for Altom. Altom agreed to pay Stampley 70% of the gross revenues that it collected for each load he hauled and to give Stampley a copy of the “rated freight bill” or a “computer-generated document with the same information” to prove that it had properly paid Stampley. The contract granted Stampley the right to examine any underlying documents used to create a computer-generated document and required him to bring any dispute regarding his pay within 30 days. Years after he hauled his last Altom load, Stampley filed a putative class action, alleging that Altom had shortchanged him and similarly situated drivers. The district court certified a class and held that Altom’s withholdings had violated the contract. Stampley had moved for summary judgment on the 30-day provision before the class received notice. The court subsequently denied Stampley’s motion for summary judgment, decertified the class, granted Altom summary judgment, and held that Stampley’s individual claims were barred.The Seventh Circuit affirmed. The district court did not abuse its discretion in finding Stampley an inadequate class representative and decertifying the class. The court found that the 30-day period began to run as soon as Stampley received any computer-generated document purporting to have the same information as the rated freight bill, necessarily including those that lacked the same information as the rated freight bill. View "Stampley v. Altom Transport, Inc." on Justia Law