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

Illinois requires that motor carriers of property, conducting intrastate operations, obtain a license from the Illinois Commerce Commission, which requires appropriate insurance or surety coverage. A carrier complies by submitting proof of insurance or bond coverage and is then issued a public carrier certificate, stating that the holder “certifies to the Commission that it will perform transportation activities only with the lawful amount of liability insurance in accordance with 92 Ill. Admin. Code 1425.” Drivers must have a copy of the license with them at all times. It is a Class C misdemeanor offense for an operator not to produce proof of registration upon request. Three carriers were cited by the ICC police for conducting regulated activity without a license. During a follow-up investigation, the carriers refused to comply, reasoning that documents sought by the ICC would reveal their rates, routes, and services, so the requirement was preempted by the Federal Aviation Administration Authorization Act, 49 U.S.C. 14501(c). The ICC rejected the argument. The Seventh Circuit affirmed summary judgment in favor of the ICC, concluding that the document requests had no significant economic impact on rates, routes or services and, alternatively, that efforts to enforce the licensing requirement are exempted from preemption. View "Nationwide Freight Sys., Inc. v. Ill. Commerce Comm'n" on Justia Law

Air travelers sued Delta Airlines, seeking compensation for a nationwide class of persons who were inconvenienced when their flights from airports located in the European Union were delayed for more than three hours or cancelled on short notice. The suit was filed in the Northern District of Illinois and invoked the court’s diversity jurisdiction under the Class Action Fairness Act, 29 U.S.C. 1332(d). The claim cited a consumer-protection regulation promulgated by the European Parliament setting standardized compensation rates ranging from €250 to €600 (depending on flight distance) for cancellations and long delays of flights departing from airports located within EU Member States. The district court held that the regulation could not be enforced outside the European Union and dismissed the case. The Seventh Circuit affirmed. The regulation is not incorporated into Delta’s contract of carriage, so the claim is not cognizable as a breach of contract. A direct claim for compensation under the regulation is actionable only as provided in the regulation itself, which requires that each European Union Member State designate an appropriate administrative body to handle enforcement responsibility and implicitly limits judicial redress to courts in Member States under the procedures of their own national law. View "Volodarskiy v. Delta Air Lines, Inc." on Justia Law

In 2005, a Union Pacific freight train carrying steel injection molds to Plano Molding in Illinois derailed in Oklahoma; the molds broke through the floor of their shipping container, causing that train car and many behind it to derail. The molds had been manufactured in China and shipped to the U.S. before being transferred to the train. Three companies that were involved in the shipment and that sustained losses sued Plano, claiming that a company Plano hired packed the molds improperly, causing the floor of the container to break and ultimately causing the derailment, so that Plano was liable for breach of a warranty found in the “World Bill of Lading,” which provided shipping terms. Plano argued that the molds were properly packed and that they fell through the floor of the container because the container was defective. The district court found in favor of Plano, finding that the derailment was caused by deficiencies in the container. The Seventh Circuit affirmed. Plano had no obligation to explain why the accident occurred. Once the court found that plaintiffs had not met their burden of proving that Plano had breached the warranty, the actual cause of the accident became legally irrelevant. View "Kawasaki Kisen Kaisha, Ltd. v. Plano Molding Co." on Justia Law

MileagePlus, United’s frequent flyer program, rewards customers with free flights and seat upgrades. Its Rules have always allowed United to change the terms of the program unilaterally, without notice. In 1997 United announced a new Million-Mile Flyer status: Lifetime Premier Executive status. “Mileage Plus members who have earned a total of one million paid flight miles on United will retain the benefits and privileges of Premier Executive status for life.” After merging with Continental, United changed the status levels and moved the Million-Mile Flyers from Premier Executive status to the new system. United decided that the Premier Gold level was equivalent, but Gold customers receive only a 50% bonus on miles flown, not 100%, and do not have regional and system-wide upgrades that Million-Mile Flyers previously received. Lagen enrolled in MileagePlus in 1993 and became a Million-Mile Flyer in 2006 after switching his airline loyalty from British Airways. He sued for breach of contract under the Class Action Fairness Act, 28 U.S.C. 1332(d)(2)(A). The district court granted United summary judgment, finding that no rational trier of fact could conclude that United had a distinct Million-Mile Flyer program that was not part of MileagePlus, subject to unilateral change. The Seventh Circuit affirmed. View "Lagen v. United Cont'l Holdings, Inc." on Justia Law

After Continental and United Air Lines merged, they needed to produce unified seniority and longevity rosters for pilots. The Air Line Pilots Association represents all of the pilots. In 2012 the new United and the Union reached an agreement that sets pilot pay based on: rank (captain vs. first officer), type of aircraft flown, and longevity, defined as all time since the date a pilot was hired, including time spent on furlough. Pre-merger, pilots on furlough accrued seniority but not longevity. Plaintiffs challenged ancillary Agreement 25, under which pilots in active service longer than four years and seven months would receive no credit for furlough time; pilots who had four years and six months of service could claim only one month of furlough; and so on. Plaintiffs claimed that the provision slots 475 former United pilots into the table behind former Continental pilots who were hired before May 6, 2008, in violation of the main agreement, and accused the Union of inadequate representation (DFR claim). Defendants replied that the main agreement governs the future, after Agreement 25 determines the pilots’ starting positions. The district judge dismissed United as a party because disputes about the meaning of an airline industry collective bargaining agreement are within the exclusive authority of an adjustment board under the Railway Labor Act, leaving plaintiffs unable to establish both that United violated the contract and that the union did not represent workers fairly. They then argued that the Union negotiated a bad contract. The district court concluded that Agreement 25 is not irrational. The Seventh Circuit affirmed, noting that, with pilots on different sides of the issue, a compromise that favored some over others was inevitable.View "Cunningham v. Air Line Pilots Ass'n, Int'l" on Justia Law

After exhausting the EEOC process, Carlson brought sex discrimination and retaliation claims under Title VII of the Civil Rights Act, 42 U.S.C. 2000e, against her employer, CSX, a railway company, and brought a related contract claim based on a settlement she had reached with CSX of an earlier discrimination lawsuit. CSX argued that the claims were implausible and that some were precluded by the Railway Labor Act (RLA) because they were based on company decisions justified by the terms of a collective bargaining agreement. The district court dismissed most of Carlson’s claims for failure to state a claim, and held that the RLA precluded the remaining claims. The Seventh Circuit reversed and remanded, finding the allegations in her complaint ‘easily sufficient” to state claims for sex discrimination and retaliation. The RLA, which requires that claims arising under collective bargaining agreements in the railway and airline industries be decided in arbitration, does not preclude Carlson’s claims, which arise under Title VII and a private contract between Carlson and CSX. View "Carlson v. CSX Transp., Inc." on Justia Law

Crompton began working as a railroad conductor for BNSF in 2001. In 2011, he was working on BNSF 5695, travelling from Paducah, Kentucky, to Centralia, Illinois. Before the train departed on the day at issue, a BNSF engineer performed the required daily inspection and found no defects with the locomotive, including its doors and latches. During the trip, Crompton exited the front cab door several times, and found nothing wrong with the door or its latch. As the train approached Neilson Junction, traveling downhill, Crompton exited the front cab door to throw a switch. He claims that he closed and latched the front cab door before he stepped out onto the platform. The door remained closed for 51 seconds, and then suddenly flew open, knocking Crompton off the train. He suffered injuries to his head, neck, and back. He sued under the Federal Employment Liability Act, 45 U.S.C. 51-60 and the Locomotive Inspection Act, 49 U.S.C. 20701, claiming that BNSF failed to keep the locomotive and its parts in good working order, and that he was injured due to BNSF’s negligence. A jury awarded damages. The Seventh Circuit affirmed, finding the evidence sufficient to establish negligence.View "Crompton v. BNSF Ry. Co." on Justia Law

The Brotherhood represents Norfolk employees who work to ensure that railways remain clear, safe, and navigable. The collective bargaining agreements entitle Brotherhood members to an investigation before Norfolk takes disciplinary action. Norfolk fired four Brotherhood members for making false statements about injuries they suffered while on duty. The investigation followed the procedures typical of a minor dispute under the Railway Labor Act, 45 U.S.C. 151. As part of the investigation before the firing, Norfolk submitted reports from a consulting engineer, but the engineer did not testify. The Brotherhood sought an injunction to ban the use of accident reconstruction reports in employee disciplinary investigations unless Norfolk adheres to additional pre-hearing procedures. The district court dismissed for lack of jurisdiction. The Seventh Circuit affirmed. The dispute arose from application of the collective bargaining agreement in employee disciplinary actions. Norfolk met its burden of proving that its use of the disputed reports at investigations was justified by a contractual right, albeit an implied one. The suit is a “quintessential” minor dispute under the Act and there is “no basis for asserting jurisdiction over the subject matter of this dispute.” View "Bhd. of Maint. of Way Emps. v. Norfolk S. Ry. Co." 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

Madden had almost reached the railroad crossing when her car stalled. She re‐started it and drove onto the crossing; the car stalled again. The crossing gates began to descend, the warning lights began flashing, and the crossing bells sounded. Madden tried to restart her car, according to witnesses, and another driver got out of his car and started walking toward the crossing. He saw Madden open her car door when the train was only 45 to 50 yards from the crossing, and start to run. The train struck the car, pushing it against her, causing fatal injuries. Her estate sued the railroad, claiming that the crossing gates had descended, the warning lights had begun flashing, and the locomotive horn had been blown, all fewer than 20 seconds before the train reached the crossing, in violation of federal safety regulations, 49 C.F.R. 222.21(b)(2), 234.225. The district court entered judgment in favor of the railroad. The Seventh Circuit affirmed, stating that neither “the children’s testimony, reflecting their incompetent efforts to reconstruct the accident, nor the experts’ worthless evidence, nor both bodies of evidence combined (0 + 0 = 0), would enable a reasonable jury to infer negligence on the part of the railroad. View "Nunez v. BNSF Ry. Co." on Justia Law