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

Ye sought to recover against GlobalTranz, a freight broker, following the death of her husband in a highway accident. Ye claimed, under Illinois law, that GlobalTranz negligently hired the motor carrier (Sunrise) that employed the driver of the truck that caused the accident. Ye obtained a $10 million default judgment against Sunrise.The district court concluded that the Federal Aviation Administration Authorization Act’s express preemption provision in 49 U.S.C. 14501(c)(1) bars Ye’s claim against GlobalTranz and that the Act’s safety exception in 14501(c)(2)(A) does not save the claim. The Seventh Circuit affirmed, noting the significant economic effects that would result from imposing state negligence standards on brokers. Congress broadly disallowed state laws that impede its deregulatory goals, with a specific carveout for laws within a state’s “safety regulatory authority." Ye’s negligent hiring claim against GlobalTranz falls within 14501(c)(1)’s express prohibition on the enforcement of state laws “related to a ... service of any ... broker ... with respect to the transportation of property.” Rejecting the "safety exception" claim, the court reasoned that a common law negligence claim enforced against a broker is not a law that is “with respect to motor vehicles." View "Ye v. GlobalTranz Enterprises, Inc." on Justia Law

The parents work for the School District. Through the District, they contracted for a self-funded health insurance plan. The District, not an outside insurer, bears sole financial responsibility for the payment of plan benefits. The District is also the plan administrator and named fiduciary but contracted with United HealthCare to serve as the third-party claims administrator, with the authority to deny or approve claims. The plan is a governmental plan, so the Employee Retirement Income Security Act does not apply, 29 U.S.C. 1003(b)(1). In 2017, daughter Megan—covered under her parents’ policy—suffered a mental health emergency. United approved Megan for 24 days of inpatient treatment and informed the family that it would not approve additional days. Her parents and Megan’s doctors disagreed and appealed internally within United. They elected to continue Megan’s inpatient treatment. They received a final denial of coverage notice, leaving most of Megan’s treatment expenses uncovered.The family sued United for breach of contract, bad faith, punitive damages, and interest under Wisconsin’s prompt pay statute but did not join the District as a defendant. The Seventh Circuit affirmed the dismissal of the suit. There was no contractual relationship between the plaintiffs and United. Wisconsin law does not permit them to sue United for tortious bad faith absent contractual privity. Wisconsin’s prompt pay statute applies only to insurers. View "Daniels v. United Healthcare Services, Inc." on Justia Law

Eligibility for disability payments from the Fund turns on how many credits an ironworker has accumulated (a credit is equal to 1,000 hours of work on union jobs in a given year); those with more than five but fewer than 15 credits are entitled to disability benefits if “totally and permanently disabled as the result of an accident sustained while on the job and employed by a Contributing Employer.” Lane, with nine credits as a union ironworker, applied for disability benefits. Lane was approved for Social Security Disability Insurance. The Fund’s Administrator requested information to connect Lane’s disability to an on-the-job injury. Lane explained that he suffered on-the-job injuries to his shoulder and knee and sent medical records, none of which connected his disability to the cited May 2014 accident. Lane admitted that his SSA award was determined by a combination of factors, not just the 2014 accident. A letter from Lane’s physician referred to several work-related injuries without identifying the work-related events or whether those injuries were the sole basis for the SSA’s disability award.After review by the Medical Review Institute of America concluded that the records did not establish that the SSA disability related to the 2014 accident, the Fund’s Trustees affirmed the denial of Lane’s Claim. The Seventh Circuit affirmed summary judgment in favor of the Fund under the Employee Retirement Income Security Act, 29 U.S.C. 1002, characterizing the denial as “not downright unreasonable.” View "Lane v. Structural Iron Workers Local No. 1 Pension Trust Fund" on Justia Law

Hunter was housed in a general-population wing of “Unit H” at Redgranite Wisconsin state prison. Patterson, Hunter’s cellmate March-December 2017, was regarded as a “lifer” and a “violent individual.” On multiple occasions, Patterson told Hunter that he would beat him while he slept. Hunter communicated Patterson’s threats to Mueske, the Unit H supervisor with authority over housing assignments. Hunter told Officer Walker about Patterson’s threats. At Walker’s suggestion, Hunter filled out an Inmate Complaint form, dated August 9. Walker typically notifies his superiors and drafts an incident report when he learns of threats between inmates, but he did not do so. Wilcox decided to move Patterson out of Unit H on December 6, 2017, but not due to Hunter’s complaints.On the day of Patterson’s move, Hunter approached Patterson, purportedly to say goodbye. Hunter claims that Patterson flew into a rage, accusing Hunter of causing Patterson’s reassignment. Patterson testified that Hunter called him various derogatory terms, including the N-word. Patterson violently battered Hunter and stomped on his head, causing Hunter permanent injuries and triggering his PTSD from his time in the military. The altercation was captured on video. In Hunter’s suit under 42 U.S.C. 1983, the district court granted Mueske and Walker summary judgment. Hunter offered no facts from which a reasonable jury could find that Walker acted with deliberate indifference or that Mueske’s conduct caused his injury. View "Hunter v. Mueske" on Justia Law

Following a 2013 car accident, Michelle Baptist, then 50 years old, began experiencing significant neck and shoulder pain, as well as headaches. She had one, possibly two, aneurysms. She applied for Disability Insurance Benefits and Supplemental Security Income the following year. After reviewing her medical records and conducting a hearing, an administrative law judge concluded that Baptist retained the capacity to perform light work and, therefore, was not disabled.The Seventh Circuit affirmed the decision as supported by substantial evidence. Despite initial complications from an aneurysm clipping procedure, Baptist’s medical records indicate that she made a full recovery and experienced no ongoing aneurysm-related symptoms. Two doctors reviewed Baptist’s 2018 MRI. Neither recorded any concerns nor did they observe any impact the MRI results would have on Baptist’s functional capacity. They noted that Baptist presented with full upper and lower extremity strength, normal reflexes, a normal gait, and “no overt weakness.” View "Baptist v. Kijakazi" on Justia Law

A kitchen supervisor directed Balle, an Illinois state prisoner, to carry near-boiling water across a wet, damaged floor in a plastic five-gallon bucket. His foot caught in a hole, and he fell down. The water splashed on him and caused severe burns. Balle sued several prison officials, claiming they violated the Eighth Amendment by being deliberately indifferent to the dangerous kitchen conditions. The district court dismissed some of Balle’s claims at the pleading stage and granted summary judgment on the others.The Seventh Circuit affirmed in part. The record lacks sufficient evidence to create a genuine dispute as to the subjective knowledge of two defendants. Viewing the record in the light most favorable to Balle, a reasonable jury could conclude that the kitchen conditions represented an objectively serious danger to inmates, but gaps in the record prevent a jury from inferring that the two actually knew about the conditions that made the kitchen seriously dangerous–that inmates had to carry scalding water across the damaged floor. The court reversed in part, reinstating the claim against the kitchen supervisor, who required the inmates to carry the scalding water. The court affirmed the denial of a motion to recruit counsel. View "Balle v. Kennedy" on Justia Law

Camarena defaulted on a debt, then married Ross. Ross and Camarena share a phone plan. FAMS, a debt collector, mailed Camarena a letter. Camarena never followed the letter’s instructions but learned FAMS’s employee email address format and sent emails disputing his debt to FAMS’s CEO and Vice President. The CEO had no recollection of seeing Camarena’s email and could not locate it, while the VP found it in his deleted folder but could not recall ever seeing it. Had Camarena properly submitted his dispute, FAMS could have followed its policy of stopping collection activity until the account was validated. FAMS called Ross concerning Camarena’s debt. Ross initially informed FAMS that it had called her personal cell phone, not an appropriate number for Camarena. The FAMS collector failed to follow procedures to prevent her from receiving future calls, despite his training. FAMS continued to call Ross.Ross sued FAMS, alleging that the calls violated the Fair Debt Collection Practices Act, 15 U.S.C. 1692 by continuing debt collection activities after Camarena disputed the debt without first providing verification of the debt; calling Ross after Camarena disputed the debt; calling Ross after she notified FAMS that Camarena does not use her phone; and disconnecting calls with Ross. The Seventh Circuit affirmed summary judgment in favor of FAMS based on the “bona fide error” defense. FAMS had policies and procedures that should have prevented the calls from going out to Ross. View "Ross v. Financial Asset Management Systems, Inc." on Justia Law

Under the Tax Equity and Fiscal Responsibility Act, TEFRA, 26 U.S.C. 6221–6234, a partnership’s tax liabilities were assessed on individual partners in proportion to their ownership interest. Partners reported their share of that income on their individual tax returns; the partnership supplied information on Schedule K-1. Determinations made at the partnership level were binding on all partners. Partners could opt out of partnership-level proceedings and could challenge partnership-level determinations during ongoing proceedings. Partners were entitled to receive a “notice of beginning of administrative proceedings,” NBAP, and a notice of a “final partnership administrative adjustment,” FPAA, by mail.Goldberg was a partner in two firms. The IRS began auditing the partnerships in 2001-2002 and believes it timely sent the required NBAPs and FPAAs to Ronald by certified mail. Goldberg later denied receiving the NBAPs. In 2010, while the Tax Court’s review of the FPAAs was underway, Goldberg challenged his tax liability for both partnership items, arguing that three-year statute of limitations for the assessments had expired. The IRS suggested raising the challenges in the Tax Court proceedings before the adjustments became final. Goldberg took no action. In 2013 the Tax Court entered judgment. The resulting liability determinations became final. The IRS notified Goldberg of the adjustments and initiated proceedings to collect $500,000. The Seventh Circuit affirmed. Goldberg received notice and had an opportunity to contest the partnership tax liabilities independent of any alleged failing on the IRS’s part. View "Goldberg v. Commissioner of Internal Revenue" on Justia Law

Fitzgerald worked for Roncalli Catholic High School as a guidance counselor and Co-Director of Guidance for 14 years and earned years of stellar performance reviews. In 2018, the school declined to renew her one-year employment agreement, explaining that her same-sex marriage was contrary to the Catholic faith. Fitzgerald was placed on administrative leave. Her Co-director of Guidance, Starkey, informed Roncalli that she too was in a same-sex marriage. The school did not renew Starkey’s employment agreement. Fitzgerald and Starkey brought separate lawsuits, alleging sex discrimination under Title VII.In both cases, the district court entered summary judgment in favor of the defendants and the Seventh Circuit affirmed. The school fired Fitzgerald because of her same-sex marriage and Title VII prohibits this kind of sex discrimination, but the Supreme Court has held that employment discrimination suits are barred “when the employer is a religious group and the employee is one of the group’s ministers.” Fitzgerald played a crucial role on the Administrative Council, which was responsible for at least some of Roncalli’s daily ministry, education, and operations and “helped develop the criteria used to evaluate guidance counselors, which included religious components like assisting students in faith formation and attending church services.” Fitzgerald held herself out as a minister. View "Fitzgerald v. Roncalli High School, Inc." on Justia Law

McKendree University, like other Illinois colleges, closed its campus and switched to remote instruction in March 2020 due to the risks of COVID-19. McKendree already ran an online degree program in addition to its on-campus degree program. McKendree did not refund its in-person students for any portion of their tuition or fees. The plaintiffs. enrolled in McKendree’s on-campus program at the time of the shutdown, sued for breach of contract and unjust enrichment.The Seventh Circuit reversed the dismissal of the suit, noting its recent precedent holding that certain evidence—including a university’s course catalogs, class registration system, and pre-pandemic practices—can suffice under Illinois law to allege the existence of an implied contract between a university and its students for in-person instruction and extracurricular activities. The complaint in this case is “enough—if barely—to state a claim at the pleading stage.” Under Illinois law, the relationship between students and universities is contractual and the parties’ obligations under the contract are “inferred from the facts and conduct of the parties, rather than from an oral or written agreement.” View "Delisle v. McKendree University" on Justia Law