Justia Transportation Law Opinion Summaries

Articles Posted in Labor & Employment Law
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Delta Logistics, Inc. was a "for-hire carrier" licensed by the federal government to transport goods interstate. Delta did not own any trucks; rather, it leased trucks from owner-operators, who operated, furnished, and maintained the trucks. The Oregon Employment Department assessed Delta unemployment insurance taxes on the funds that Delta paid the owner-operators, on grounds the owner-operators did not come within the exemption in ORS 657.047(1)(b) because the leases that the owner-operators entered into with Delta were not "leases" within the meaning of the statute: to come within the exemption, the owner must be the only person operating the truck. An administrative law judge (ALJ) agreed and issued a final order upholding the assessment. Delta appealed. The Court of Appeals was not persuaded by the Department's arguments and overturned the ALJ's decision, finding ORS 657.047(2) made clear that the exemption included owners who hire employees to help operate their trucks. Considering the text, context, and legislative history of ORS 657.047(1)(b), the Oregon Supreme Court did not agree with the department that Delta owed unemployment taxes on owner-operators who hired employees to help them operate the motor-vehicles they leased to Delta. The Court of Appeals was affirmed that the final of the ALJ was reversed. View "Delta Logistics, Inc. v. Employment Dept. Tax Section" on Justia Law

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Clyde Carter, Jr. injured his shoulder and neck while working as a carman at BNSF Railway Company’s yard in Kansas City, Kansas. Carter immediately reported the injury to BNSF. The following year, he filed a Federal Employers’ Liability Act (FELA) damage action, alleging that BNSF’s negligence caused his injury. BNSF’s discovery in defending the FELA lawsuit included a July 2009 deposition of Carter. In January 2012, as trial approached, a BNSF manager reviewed discovery materials provided by BNSF’s attorneys. He discovered discrepancies between Carter’s deposition testimony and information provided on his employment application and medical questionnaire submitted to BNSF in 2005. Thompson initiated a disciplinary investigation into potentially dishonest statements. Later, BNSF opened a second disciplinary investigation to determine if Carter signed a false statement that he arrived at work on time on February 5, 2012. The investigations culminated in two "on-property" evidentiary hearings, the conclusions of which found Carter committed dishonesty violations and recommended discipline in accordance with BNSF’s Policy for Employee Performance Accountability (PEPA). It was recommended Carter be terminated for dishonesty, a "stand alone" violation that could result in dismissal without regard to an employee's prior disciplinary history. Following termination, Carter filed an FRSA complaint with the Department of Labor, alleging that BNSF initiated the investigations leading to his dismissal in retaliation for Carter reporting the August 2007 work-related injury. The Occupational Safety and Health Administration dismissed Carter’s complaint, finding he committed the violations, and BNSF proved by clear and convincing evidence that "other employees who had not engaged in protected activity have been dismissed from service for dishonesty." Carter filed objections. After an evidentiary hearing, an Administrative Law Judge (ALJ) found that BNSF violated 49 U.S.C. 20109(a)(4) and awarded reinstatement, back pay, attorneys’ fees, and $50,000 punitive damages. BNSF filed an administrative appeal. The Secretary’s Administrative Review Board (ARB) affirmed the ALJ. BNSF appealed. The Eighth Circuit found the ALJ's reasoning was based on a flawed interpretation of the FRSA; though the Administrative Review Board did not rely on the ALJ's chain-of-events causation theory, it affirmed based on findings which were either non-existent or insufficient to support the Board's contributing factor and affirmative defense rulings. Accordingly, the Court reversed and remanded with instructions. View "BNSF Railway Co. v. LABR" on Justia Law

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Plaintiffs filed suit against BNSF, alleging retaliation claims under the Federal Railroad Safety Act, 49 U.S.C. 20109(a)(1)(C). The Eighth Circuit affirmed the district court's dismissal of certain claims for failure to exhaust administrative remedies and conclusion that claims that were properly exhausted failed on the merits. The court held that the district court properly concluded that claims asserting additional adverse actions were unrelated to the claims in plaintiffs' OSHA complaint and unexhausted, and plaintiffs failed to exhaust their claims asserting retaliation for alleged protected activity in their statements to a claims representative. In regard to properly exhausted claims, the court held that, assuming that providing information about an injury caused by the carrier's negligence could give rise to liability, plaintiffs first alleged protected activity -- handwritten statements to the trainmaster -- fell short of satisfying section 20109(a)(1). Furthermore, plaintiffs' testimony at the investigative hearing could not have contributed to earlier adverse actions, and plaintiffs failed to prove that the discipline imposed by the company for rule violations was made with retaliatory motive. View "Foster v. BNSF Railway Co." on Justia Law

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Plaintiff filed suit against BNSF, alleging a retaliation claim under the Federal Railroad Safety Act (FRSA) and a negligence claim under the Federal Employers Liability Act (FELA). The Eighth Circuit affirmed the district court's grant of summary judgment on the FRSA claim, holding that the evidence did not raise a genuine dispute that retaliatory motive prompted by protected activity contributed to plaintiff's dismissal and thus plaintiff failed to make a prima facie case. The court also held that the RRTA was unambiguous and did not include damages for lost wages within the definition of "compensation." Therefore, the regulations providing to the contrary received no deference under Chevron and the court affirmed the district court's decision on this alternate basis. The court need not consider whether it was correct that 26 U.S.C. 104(a)(2) applied to the RRTA. Accordingly, the court affirmed the grant of summary judgment as to this issue. View "Loos v. BNSF Railway Co." on Justia Law

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Plaintiff filed suit alleging that BNSF violated the Federal Rail Safety Act (FRSA), 49 U.S.C. 20109, when it terminated his employment for harassing a co-worker and threatening a supervisor. The district court ultimately granted BNSF summary judgment on the merits and dismissed the complaint with prejudice. The court affirmed the dismissal of plaintiff's retaliation claim because he failed to submit evidence that would permit a reasonable jury to infer that his FRSA-protected activities were a contributing factor in BNSF's decision to discharge him for harassing and intimidating a co-worker. Because BNSF did not sufficiently develop its alternative waiver argument, did not raise a laches or estoppel defense in the district court or on appeal, and presented insufficient proof (if any) on these fact intensive issues, the court left these questions for another day. Accordingly, the court affirmed the judgment. View "Gunderson v. BNSF Railway" on Justia Law

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ABM petitioned for review of the Board's determination that the Union's effort to represent the workers who handle airline baggage was governed by the National Labor Relations Act (NLRA), 29 U.S.C. 151 et seq., and not the Railway Labor Act (RLA), 45 U.S.C. 151 et seq. The court concluded that the Board violated the Administrative Procedure Act (APA), 5 U.S.C. 706(2)(a), by applying a new test to determine whether the RLA applies, without explaining its reasons for doing so. Because an agency's unexplained departure from precedent was arbitrary and capricious, the court vacated the Board's order. In this case, the court held that the Board was not free to simply adopt the NMB's new approach without offering a reasoned explanation for that shift. The court explained that an agency cannot avoid its duty to explain a departure from its own precedent simply by pointing to another agency's unexplained departure from precedent. Accordingly, the court granted the petition for review, denied the Board's cross-application for enforcement, and vacated the order, remanding for further proceedings. View "ABM Onsite Services - West, Inc. v. NLRB" on Justia Law

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After plaintiff was seriously injured on the job, BNSF disciplined him for violations of BNSF rules that led to his injury. Plaintiff filed suit, alleging that BNSF's discipline violated the employee-protections provision of the Federal Railroad Safety Act, 49 U.S.C. 20109(a)(4). The court affirmed the district court's grant of summary judgment for BNSF, concluding that plaintiff failed to establish that his supervisors intentionally retaliated against him for filing his injury report. In this case, without more specific evidence of an improper retaliatory motive, the court found that plaintiff failed to establish a prima facie case. View "Heim v. BNSF Railway" on Justia Law

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After plaintiff was disciplined by his employer, BNSF, for not promptly reporting a workplace injury, he filed suit claiming that BNSF's discipline violated the employee-protections provision of the Federal Railroad Safety Act, 49 U.S.C. 20109(a)(4). The jury awarded plaintiff damages for emotion distress. The court concluded, however, that its decision in Kuduk v. BNSF Railway Co. required plaintiff to establish intentional retaliation and that the jury instructions did not compel such a finding. Accordingly, the court reversed and remanded for further proceedings. View "Blackorby v. BNSF Railway" on Justia Law

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Plaintiff was supervising a BNSF crew, removing and reinstalling timber crossing planks. The crew had difficulty removing one plank, and with plaintiff’s approval, used a front‐end loader, which caused the plank to fly loose as plaintiff was walking on the track and to strike his leg. Days later he went to his doctor and learned that he had fractured his tibia. After first stating that he had been injured at home, on advice of his union, plaintiff told his supervisor, Veitz, about the injury. BNSF paid his medical bills and, pursuant to its policy, staged a reenactment and concluded that plaintiff had been careless. Later, a crew member told Veitz that he thought plaintiff was injured 10 days before the incident, while removing railroad ties from railroad property. Pursuant to its collective bargaining agreement, BNSF investigated. For his carelessness in the front-loader incident (which cost it medical expenses), BNSF imposed a 30-day suspension, but discharged plaintiff for the theft. Veitz testified that he had not given plaintiff permission to take ties, which are soaked in creosote. BNSF does not give or sell creosote products to employees or the public because of potential hazards The National Railroad Adjustment Board and OSHA denied plaintiff’s appeals. A jury awarded plaintiff damages under the Federal Railroad Safety Act, which forbids a railroad to discriminate against an employee for reporting a work-related injury, 49 U.S.C. 20109(a). The Seventh Circuit reversed, finding no evidence that the firing was related to the injury report. The company has a firm policy of firing employees discovered to have stolen company property. View "Koziara v. BNSF Railway Co." on Justia Law

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The Federal Motor Carrier Safety Administration (FMSCA) maintains a database of inspection history and safety records relating to commercial motor vehicle operators. Appellants, a group of commercial motor vehicle operators, brought suit against the FMSCA and the Department of Transportation, arguing that the potential disclosure to employers of “non-serious” driver-related safety records contained in the database violates the Privacy Act. The district court granted the FMCSA’s motion to dismiss for failure to state a claim, concluding that 49 U.S.C. 31150 was ambiguous as to the agency’s authority to include non-serious driver-related safety violations in the database and, further, that the agency’s interpretation of section 31150 was a reasonable and permissible construction of the statute and was entitled to Chevron deference. The First Circuit affirmed, holding (1) section 31150 is ambiguous as to the question of non-serious driver-related safety violations; and (2) the agency’s interpretation of the statute is not arbitrary, capricious, or manifestly contrary to the statute. View "Flock v. United States Department of Transportation" on Justia Law