Justia Transportation Law Opinion Summaries
Articles Posted in Labor & Employment Law
Nat’l Maritime Safety Assoc. v. OSHA
NMSA, a trade association representing marine terminal operators, petitioned for review of OSHA's vertical tandem lifts ("VTLs") Standard. At issue was whether OSHA failed to demonstrate that VTLs posed a significant risk of worker safety; whether two of the Standard's requirements were not technologically feasible; whether the Standard was not reasonably necessary or appropriate in light of the "safe work zone" requirement; whether OSHA's authority was limited to requiring, not prohibiting, workplace practices; and if the Standard was otherwise valid, whether the Occupational Safety and Health Act ("Act"), 29 U.S.C. 651-678, had made an unconstitutional delegation of legislative power to OSHA. The court denied NMSA's petition for review in large part, granted the petition in part, vacating and remanding only that portion of the VTL Standard providing for the inspection requirement for ship-to-shore VTLs and the total ban on platform container VTLs. View "Nat'l Maritime Safety Assoc. v. OSHA" on Justia Law
McClendon, et al v. Union Pacific Railroad Co.
The Brotherhood of Locomotive Engineers and Trainment ("BLET") filed a claim with the Union Pacific Railroad Company ("UP") seeking reinstatement and backpay for a member of the BLET when UP terminated him while he was working under a governing collective-bargaining agreement between the UP and the United Transportation Union ("UTU"). At issue was whether the National Railroad Adjustment Board ("NRAB") properly dismissed the claim. The court affirmed the dismissal and held that the NRAB did not ignore the Article C-17 contract provision in the agreement while interpreting the contract; that the NRAB's interpretation of Article C-17 did not violate 45 U.S.C. 153 First (j); the NRAB acted well within its power by invoking a "claim-processsing" rule; the NRAB was well within its authority in construing the agreement as enunciating the "usual manner" in this workplace; once the NRAB determined that the agreement was controlling, the other agreements and bargaining history became largely irrelevant; and the district court did not abuse its discretion where discovery would not have justified setting aside the NRAB's interpretation of the agreement, nor would it have uncovered a due process violation by the NRAB.