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

The Hayward Walmart store is open 24 hours a day, seven days a week. It is especially busy on Fridays and Saturdays during the summer. Walmart offered Hedican a job as one of eight full-time assistant managers. Hedican then revealed that, as a Seventh-day Adventist, he cannot work between sundown Friday and sundown Saturday. The store’s manager believes that each assistant manager should have experience with all available schedules and all of the store’s departments. The human resources department concluded that accommodating Hedican would leave the store short-handed at some times, or would require hiring a ninth assistant manager, or would compel the other seven assistant managers to cover extra weekend shifts despite their preference to have weekends off. Hedican was told he could apply for an hourly management position, which would not be subject to the rotation schedule. Hedican filed a charge with the Equal Employment Opportunity Commission, under Title VII, which forbids employment discrimination on account of religion, 42 U.S.C. 2000e–2(a)(1).The district court granted Walmart summary judgment, finding that an hourly management job would have been a reasonable accommodation, even though the pay of that position is lower. The Seventh Circuit affirmed. Title VII does not place the burden of accommodation on fellow workers, so accommodating Hedican’s religious practices would require Walmart to bear more than a slight burden if he became an assistant manager. View "Equal Employment Opportunity Commission v. Walmart Stores East, L.P." on Justia Law

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

Jeffers underreported his 2008 income and was audited. The IRS assessed additional taxes and penalties. Jeffers filed his 2009 tax return late, reporting that he owed more than $12,000 in taxes without including any payment. The IRS assessed the unpaid amount plus interest and penalties. An installment agreement was terminated when he failed to make payments. In 2012, the IRS mailed Jeffers proper notice of the tax lien on his property with respect to unpaid debt from the 2008 and 2009 tax periods, 26 U.S.C. 6320(a), 6321, explaining the right to a Collection Due Process (CDP) hearing. Jeffers did not request one. He filed amended returns claiming he was owed refunds. In 2017, the IRS notified Jeffers of its intent to levy on his property. This time, Jeffers timely requested a CDP hearing.The officer found the liability issue precluded because Jeffers had a prior opportunity to raise the issue in 2012. The Office of Appeals issued a notice of determination sustaining the proposed levy action. The Tax Court granted the IRS summary judgment. The Seventh Circuit affirmed. Jeffers could not challenge his underlying tax liability because he received notice of the federal tax lien and had the opportunity to dispute his tax liability then. The settlement officer was not obligated to consider the amended tax returns because there is no right to have one’s amended return considered. View "Jeffers v. Commissioner of Internal Revenue" on Justia Law

In 2015, Woodbridge Winery cellar employees held an election and certified Local 601 as their collective bargaining representative. Woodbridge challenged the certification before the National Labor Relations Board, then successfully challenged the Board’s order. The case remains pending before the Board. In 2016, Chavez wrote “Cellar Lives Matter” with a marker on his safety vest, which he wore for about two weeks. No employee complained to him about the slogan, Chavez claims that many of his co-workers responded positively. Woodbridge informed Chavez that “numerous people” found the slogan offensive and directed him to stop wearing the vest. Chavez stated that the slogan was not racially motivated but was only about supporting the union’s position. He stopped wearing the vest.Local 601 filed charges against Woodbridge; separately, the Board’s General Counsel issued a consolidated unfair labor practices complaint against the winery. The union alleged that Woodbridge violated section 8(a)(1) of the National Labor Relations Act by directing Chavez to stop wearing clothing bearing any pro-union message and, unrelated to Chavez, that Woodbridge violated the Act by maintaining a policy in its employee handbook that limited eligibility for a bonus program to “non-union full time and regular part-time employees.” An ALJ found that Woodbridge had violated the Act on both fronts. The Board affirmed. The Seventh Circuit granted enforcement of the order, finding it supported by substantial evidence. View "National Labor Relations Board v. Constellation Brands U.S. Operations, Inc." on Justia Law

Todd and Shelly Cibulka drove to the University of Wisconsin–Madison, where their daughter Emily was a freshman. They went to a bar and imbibed for several hours. Upon leaving, they were clearly intoxicated. Emily, wanting to get them home, called the police non-emergency number. Conducting a welfare check, Officer Johnson said he could give them a ride but the Cibulkas would not identify the location of their truck. Todd staggered toward Johnson Street. Officer Erwin thought Todd might tumble into the busy street, grabbed Todd, and told Todd to sit down. Todd would not comply. It appeared that Todd might strike the much-smaller officer. The officers took Todd to the ground to reduce the risk of harm, told him to stop resisting, and handcuffed him. Todd declined medical attention. The officers walked Todd to the squad car. Todd resisted and was placed under arrest for disorderly conduct and resisting an officer. He was lifted into a police van and taken to jail. He was released at 2:30 the next morning, returned to his truck, and smashed through the gate instead of paying the exit fare.The Cibulkas filed suit under 42 U.S.C. 1983. The Seventh Circuit affirmed summary judgment in favor of the defendants. The officers are entitled to qualified immunity. It was reasonable for the officers to believe there was probable cause to arrest Todd for disorderly conduct and for resisting an officer; the officers stopped well short of such unnecessary roughness. View "Cibulka v. City of Madison" on Justia Law

Marcure sued police officers and others. Before the officers moved to dismiss, Marcure filed notice of an address change from Arizona to Illinois. The court mailed notices, including notices of the motion to dismiss, to the Illinois address; these notices were returned as undeliverable. Based on the returned documents, the court ordered Marcure to show cause why his case should not be dismissed due to his failure to keep the court apprised of his address. Marcure provided notice of a post-office box days later and filed a response to the officers’ motion, nearly a month late and lacking a signature. The court excused the late filing but warned that it would strike the response under FRCP 11(a) if Marcure did not correct the signature deficiency within six days. Marcure filed timely, signed responses to the prosecutors' motions to dismiss but did not correct his unsigned response to the officers’ motion. One week after the deadline to correct that response, the court struck Marcure’s response, then dismissed the claims against the officers solely because their motion was unopposed.The Seventh Circuit reversed. While Rule 11(a) requires striking unsigned pleadings, Rule 12(b)(6) requires courts to address the merits of motions to dismiss and any local rule to the contrary is invalid under Rule 83(a)(1). The rule places the burden on the movant to show entitlement to dismissal; courts must address the merits of Rule 12(b)(6) motions even when they are unopposed. View "Marcure v. Lynn" on Justia Law

Current and former members of the Chicago Police Department’s Special Weapons and Tactics (SWAT) Unit brought a purported class action, alleging violations of the Fair Labor Standards Act (FLSA), 29 U.S.C. 216(b), the Illinois Minimum Wage Law, and the Illinois Wage Payment and Collection Act. They claim that when they take their SWAT equipment home to maintain a constant state of readiness, they must store some of that equipment inside their residences; it cannot be left in their vehicles. The department claimed that they have the option of leaving the equipment at headquarters, upon request. The operators sought compensation for the off-duty time required to transport, load, unload, and store their gear.The Seventh Circuit affirmed summary judgment for Chicago. The activity of transporting, loading, and unloading equipment to and from residences, and securing equipment inside residences is not integral and indispensable to the operators’ principal activity. A “principal activity” commences an employee’s workday; once started, that “workday” continues until the conclusion of the employee’s final principal activity of the day. The Portal-to-Portal Act does not apply to a worker’s “preliminary activity” or “post-liminary activity.” The requirement that certain equipment not be left in the vehicle but stored in the residence is only a reasonable directive that officers take precautions necessary to ensure safety and is far removed from the operators’ principal activity of handling critical incidents. View "Bartlett v. City of Chicago" on Justia Law

Sterling purchased the Loader new in 2008 from a dealership; it was equipped with a 62-inch bucket and components that increased the Loader’s rated operating capacity (ROC—maximum load) to 1,420 lbs. Kirk regularly used the Loader to scoop up material and move it up a concrete ramp with an approximate 30-degree incline. Kirk claims that on May 12, 2015, while going up the ramp, the Loader began to wobble and tip forward as he raised its lift arms. In an effort to stabilize himself, Kirk braced his foot on the console. His foot slipped out of the cab and he brought the lift-arm down on it. Kirk suffered a permanent leg disability, loss of his job, and medical expenses totaling $433,000.In a strict liability claim against the Loader’s manufacturer, Clark, Kirk’s only expert witness, Pacheco, opined that the Loader was “unreasonably dangerous for its intended and foreseeable use” and that its “design providing for the use of the [62-inch] bucket … made it highly likely" that the bucket would be loaded in excess of"the ROC. The district court granted Clark summary judgment, concluding that Pacheco’s opinions did not meet the Rule 702 and “Daubert” standards. The Seventh Circuit affirmed. A court’s determination that an expert possesses the requisite qualifications does not, alone, provide a sufficient basis for admissibility. The court acted within its discretion in finding Pacheco's evidence in support of his opinion unreliable. Pacheco's causation opinion rested on speculation that the weight of the load exceeded the ROC but Pacheco did not know the weight of the load at the time of the accident. View "Kirk v. Clark Equipment Co." on Justia Law

Chicago Officer Nelson responded to a report of an armed robbery in a high-crime area; she alleges that the radio dispatcher ignored her repeated emergency calls for information and assistance. Shift sergeant Bucki was responsible for listening to the radio transmissions and contacting the dispatcher if that person failed to respond. Nelson alleges that Bucki did not intervene when the dispatcher ignored her requests for help. Bucki later denied wrongdoing and refused to investigate why the dispatcher ignored Nelson. In her incident report, Nelson complained about the dispatcher’s failure to respond; months later, she discovered that Sergeant Boffo had edited the report to remove her complaints. Nelson developed PTSD, which she alleges was aggravated by the stress of learning that Boffo had edited her report. She has been unable to work, but remains employed by the police department and receives disability benefits. Nelson filed charges of race and sex discrimination with the EEOC and Illinois Department of Human Rights.The Seventh Circuit affirmed the dismissal of her claims under the Americans with Disabilities Act and 42 U.S.C. 1983, alleging violations of her substantive due process rights by failing to protect her from danger and her procedural due process rights by causing her PTSD and depriving her of a property interest in her job. There was no conscience-shocking abuse of government power nor any affirmative action on by Bucki. View "Nelson v. City of Chicago" on Justia Law

Coe, then age 18, and two accomplices traveled from Indiana to Illinois where they robbed a Verizon store at gunpoint, fleeing with more than $25,000 in merchandise and cash. Police tracked them down. Coe pleaded guilty to Hobbs Act robbery and brandishing a firearm in connection with a crime of violence. The district court imposed a sentence of 117 months' imprisonment, the bottom of the Guidelines range.The Seventh Circuit affirmed, rejecting arguments that the judge improperly considered Coe's race (Black) and committed procedural error by failing to adequately consider his argument about “brain science” and the psychological immaturity of young men in their late teens. The judge gave several reasons for her decision to give little weight to the absent-father argument—most notably, Coe’s strong support from his mother and other family members. Most of the sentencing analysis focused on the violent nature of Coe’s crimes and criminal history. Read fairly and as a whole, the judge’s remarks make it clear that the sentencing decision was overwhelmingly driven by these factors and was uninfluenced by her perceptions about absent fathers in the black community. The judge reasonably concluded that Coe’s crimes could not be explained away by his youth View "United States v. Coe" on Justia Law