Justia Professional Malpractice & Ethics Opinion Summaries

Sylvia Noland was hired by the defendants to work as a leasing agent and sales representative for two properties in Los Angeles. She was promised compensation for administrative work, commissions for securing tenants and booking events, and a monthly draw against earnings. Noland alleged that defendants failed to pay her the agreed amounts, including a substantial commission, minimum wage, overtime, and proper wage statements. She also claimed she was constructively terminated after refusing to participate in leasing activities she believed were unlawful. Her complaint included 25 causes of action, ranging from wage and hour violations to breach of contract and emotional distress.The Superior Court of Los Angeles County first denied defendants’ initial motion for summary judgment on procedural grounds. After a trial continuance due to defense counsel’s medical issues, defendants refiled their summary judgment motion. The trial court overruled plaintiff’s objections to the successive motion, finding it permissible since the prior denial was not on the merits. After considering the parties’ arguments, the court granted summary judgment for defendants, finding Noland was an independent contractor, not entitled to wage protections, and not owed the claimed commission. The court also denied plaintiff’s motion for sanctions and her requests to reopen discovery, finding no evidence of bad faith or procedural error.The California Court of Appeal, Second Appellate District, Division Three, reviewed the case. It affirmed the trial court’s judgment, holding that the court had discretion to consider the renewed summary judgment motion and that plaintiff’s substantive arguments lacked merit. The appellate court also imposed a $10,000 sanction on plaintiff’s counsel for filing briefs containing fabricated legal citations generated by AI, directed counsel to serve the opinion on his client, and ordered the clerk to notify the State Bar. Respondents were awarded appellate costs. View "Noland v. Land of the Free, L.P." on Justia Law

Christopher Pable, a software engineer with the Chicago Transit Authority (CTA), discovered a cybersecurity vulnerability in the BusTime system, which was developed by Clever Devices, Ltd. Pable reported the vulnerability to his supervisor, Mike Haynes, who tested it on another city's transit system. Clever Devices, which had a significant contract with the CTA, alerted the CTA about the incident, leading to the termination of Pable and Haynes. Pable then sued the CTA and Clever Devices under the National Transit Systems Security Act, alleging retaliation for whistleblowing.The United States District Court for the Northern District of Illinois dismissed Pable's complaint during the discovery phase, citing the deletion of evidence and misconduct by Pable's attorney, Timothy Duffy. The court also imposed monetary sanctions on both Pable and Duffy. The court found that Pable and Duffy had failed to preserve relevant electronically stored information (ESI) and had made misrepresentations during the discovery process.The United States Court of Appeals for the Seventh Circuit reviewed the case and affirmed the district court's decision. The appellate court held that the district court did not abuse its discretion in dismissing Pable's complaint under Federal Rule of Civil Procedure 37(e) due to the intentional spoliation of evidence. The court also upheld the monetary sanctions imposed under Rule 37(e), Rule 37(a)(5), and 28 U.S.C. § 1927, finding that Duffy's conduct unreasonably and vexatiously multiplied the proceedings. The appellate court declined to impose additional sanctions on appeal, concluding that the appeal was substantially justified. View "Christopher Pable v CTA" on Justia Law

In 2021, the Federal Reserve Bank of New York implemented a policy requiring all employees to be vaccinated against Covid-19, with exemptions for religious or medical reasons. Lori Gardner-Alfred and Jeanette Diaz, employees of the Federal Reserve, applied for religious exemptions, claiming that the vaccine conflicted with their religious beliefs. The Federal Reserve denied their requests and subsequently terminated their employment for non-compliance with the vaccination policy. Gardner-Alfred and Diaz filed a lawsuit, alleging that the Federal Reserve's actions violated their religious liberties under the Free Exercise Clause of the First Amendment and various federal statutes.The United States District Court for the Southern District of New York granted summary judgment in favor of the Federal Reserve on all federal claims. The court found no genuine dispute of fact regarding the sincerity of Gardner-Alfred's religious objections and concluded that the vaccination policy did not conflict with Diaz's professed religious beliefs. Additionally, the district court imposed discovery sanctions on Gardner-Alfred and Diaz for repeatedly neglecting their discovery obligations, withholding relevant documents, and violating court orders.The United States Court of Appeals for the Second Circuit reviewed the case. The court affirmed the district court's summary judgment on Gardner-Alfred's claims, agreeing that she failed to provide sufficient evidence of sincerely held religious beliefs. However, the court vacated the summary judgment on Diaz's claims, finding that there were disputed issues of material fact regarding the sincerity of her religious beliefs and whether the vaccination policy burdened those beliefs. The court also upheld the district court's imposition of discovery sanctions, finding no abuse of discretion. The case was remanded for further proceedings consistent with the appellate court's opinion. View "Gardner-Alfred v. Federal Reserve Bank of New York" on Justia Law

Cheryl Butler was hired as an assistant law professor at Southern Methodist University (SMU) in 2011. After a mandatory third-year performance review, her contract was renewed, and she became eligible for tenure consideration in the fall semester of 2015. Due to illness, Butler requested an extension of the tenure vote, which was denied, but she was later granted leave under the Family Medical Leave Act (FMLA) for the spring semester of 2016. Her tenure committee, chaired by Professor Roy Anderson, concluded that Butler met tenure standards for scholarship and service but not teaching. Consequently, the law faculty voted not to recommend tenure, and Butler's appeals to the SMU Law School Dean and the Provost were unsuccessful. Butler completed the 2016-2017 academic year without teaching any classes.Butler filed a lawsuit against SMU and several of its employees, alleging racially discriminatory tenure standards and processes, and retaliation for her internal complaints about race, disability, and FMLA discrimination. She brought federal statutory claims under 42 U.S.C. § 1981, Title VII of the Civil Rights Act of 1964, the Rehabilitation Act of 1973, the Americans with Disabilities Act, Title IX, and the FMLA. Additionally, she asserted state-law discrimination and retaliation claims under Texas Labor Code Chapter 21, along with state common law claims for breach of contract and negligent supervision. Against the employee defendants, she claimed defamation, conspiracy to defame, and fraud.The United States District Court for the Northern District of Texas dismissed Butler's defamation and fraud claims against the employee defendants, citing preemption by Chapter 21 of the Texas Labor Code. The court held that the gravamen of these claims was unlawful employment discrimination and retaliation, which Chapter 21 specifically addresses. Butler appealed, and the United States Court of Appeals for the Fifth Circuit certified a question to the Supreme Court of Texas regarding whether Chapter 21 preempts common law defamation and fraud claims against employees based on the same conduct as discrimination claims against the employer.The Supreme Court of Texas held that Chapter 21 does not preempt common law defamation and fraud claims against employees. The court reasoned that Chapter 21 subjects only employers to liability for discriminatory and retaliatory conduct and does not immunize individuals from liability for their own tortious actions. Therefore, Butler's defamation and fraud claims against the employee defendants are not foreclosed by Chapter 21. View "BUTLER v. COLLINS" on Justia Law

In September 2015, Bobby Lykins suffered severe physical and cognitive injuries from a work-related explosion. In 2017, Lykins, his employer Anderson Contracting, Inc., and its insurer SFM Mutual Insurance Co. agreed to a workers’ compensation settlement. An addendum to the settlement was agreed upon in 2018. Both agreements were approved by a compensation judge. In 2022, a conservator was appointed for Lykins, who then petitioned the Workers’ Compensation Court of Appeals (WCCA) to set aside the settlements, alleging they were invalid due to Lykins’ incapacity at the time of signing and fraud by omission.The WCCA found that the evidence raised significant questions about Lykins’ capacity when he signed the settlements and referred the matter to a compensation judge for further fact-finding. The WCCA instructed that if the compensation judge found Lykins appeared to be incapacitated at the time of the settlements, the matter should be referred to district court for a determination of incapacity.The Minnesota Supreme Court reviewed the case and clarified that the WCCA has the authority under Minnesota Statutes section 176.521, subdivision 3, to set aside an award if the settlement is invalid under section 176.521, subdivision 1(a). The Court affirmed the WCCA’s decision to refer the matter for fact-finding but vacated the part of the WCCA’s decision that required referral to district court. The Supreme Court held that the workers’ compensation courts have the authority to determine whether Lykins was incapacitated when he signed the settlements. The case was affirmed in part and vacated in part. View "Lykins vs. Anderson Contracting, Inc." on Justia Law

Plaintiff Christian L. Johnson sued his employer, the California Department of Transportation (Caltrans), for claims related to his employment. During the litigation, Paul Brown, an attorney for Caltrans, sent an email to Johnson’s supervisor, Nicolas Duncan, which Duncan then shared with Johnson. Johnson forwarded the email to his attorney, John Shepardson, who further disseminated it to several experts and individuals. Caltrans sought a protective order, claiming the email was covered by attorney-client privilege. The trial court granted the protective order and later disqualified Shepardson and three experts for non-compliance with the order.The Superior Court of San Joaquin County issued the protective order, finding the email privileged and prohibiting its further dissemination. Johnson and Shepardson were ordered to destroy all copies and identify all individuals who had received the email. Caltrans later filed a motion to enforce the order and subsequently a motion to disqualify Shepardson and the experts, which the trial court granted, citing Shepardson’s continued use and dissemination of the email despite the protective order.The California Court of Appeal, Third Appellate District, reviewed the case. The court affirmed the trial court’s decision, holding that the Brown email was protected by attorney-client privilege. The court found that Shepardson breached his ethical obligations by using and disseminating the email after Caltrans asserted the privilege and the trial court issued the protective order. The court concluded that Shepardson’s actions created a substantial risk of undue prejudice and undermined the integrity of the judicial process, justifying disqualification. The court also rejected Johnson’s arguments regarding waiver of the privilege and undue delay by Caltrans in seeking the protective order and disqualification. View "Johnson v. Dept. of Transportation" on Justia Law

Members of a local union sued their national parent organization for imposing an illegal trusteeship. The plaintiffs, members of NABET-CWA Local 41, claimed that the national union imposed the trusteeship in bad faith following a local officer election. The district court agreed with the plaintiffs and issued a temporary restraining order, later converting it into a preliminary injunction. The parties eventually settled, resulting in a consent judgment that dissolved the trusteeship and required the national union to pay Local 41 approximately $26,000 in trusteeship costs. The only unresolved issue was whether the plaintiffs were entitled to attorneys' fees.The United States District Court for the Northern District of Illinois denied the plaintiffs' request for attorneys' fees. The court acknowledged its broad discretion and the American Rule, which presumes against fee shifting. It considered two exceptions: bad faith and common benefit. The court found that while the national union acted in bad faith in imposing the trusteeship, both parties litigated the dispute in good faith, thus not justifying fee shifting. Additionally, the court recognized that the plaintiffs conferred common benefits on Local 41 and the national union but concluded that these benefits were not substantial enough to merit an award of attorneys' fees.The United States Court of Appeals for the Seventh Circuit reviewed the district court's decision for abuse of discretion. The appellate court affirmed the district court's ruling, finding that the lower court had appropriately applied the American Rule and its exceptions. The district court's decision to deny attorneys' fees was deemed reasonable and within its broad discretion, as it provided a sound explanation for its conclusions. The appellate court emphasized the highly deferential standard of review for such decisions and upheld the district court's judgment. View "Siddiqui v National Association of Broadcast Employees & Tec" on Justia Law

Plaintiff Christian L. Johnson sued his employer, the California Department of Transportation (Caltrans), alleging discrimination, harassment, and retaliation. During the litigation, Caltrans attorney Paul Brown sent an email to Johnson’s supervisor, Nicolas Duncan, which Duncan then shared with Johnson. Johnson forwarded the email to his attorney, John Shepardson, who further disseminated it to several experts and individuals. Caltrans sought a protective order, claiming the email was covered by attorney-client privilege. The trial court granted the order and later disqualified Shepardson and three experts for non-compliance with the order.The Superior Court of San Joaquin County issued the protective order, finding the email privileged. Johnson and Shepardson were ordered to destroy all copies and cease further dissemination. Caltrans later filed a motion to enforce the order and subsequently a motion to disqualify Shepardson and the experts, arguing continued non-compliance and misuse of the privileged email. The trial court granted the disqualification, citing Shepardson’s breach of ethical duties and the potential prejudice to Caltrans.The California Court of Appeal, Third Appellate District, reviewed the case. The court affirmed the trial court’s decision, holding that the Brown email was protected by attorney-client privilege. The court found no merit in Johnson’s arguments that the privilege was waived or that the crime-fraud exception applied. The court also upheld the disqualification of Shepardson and the experts, concluding that Shepardson’s actions violated ethical obligations and posed a risk of unfair advantage and harm to the integrity of the judicial process. The court emphasized the importance of maintaining public trust in the administration of justice. View "Johnson v. Dept. of Transportation" on Justia Law

Rachel Moniz and Paola Correa filed separate lawsuits against Adecco USA, Inc. under the Private Attorney General Act of 2004 (PAGA), alleging violations of the Labor Code. Moniz and Adecco settled their case, but Correa challenged the fairness of the settlement. The trial court approved the revised settlement over Correa's objections and awarded attorney’s fees to Moniz’s counsel. Correa's request for a service award and attorney’s fees for her own work was largely denied. Correa appealed, arguing the trial court's analysis of the revised settlement was flawed and that her request for attorney’s fees and a service award should have been granted.The San Mateo County Superior Court overruled Adecco's demurrer in Moniz's case, while the San Francisco Superior Court sustained Adecco's demurrer in Correa's case. Correa's motion to intervene in Moniz's suit was denied, and her subsequent appeal was also denied. The trial court approved Moniz's settlement with Adecco, awarding Moniz a service award and attorney’s fees, but denied Correa’s requests. Correa's motions for a new trial and to vacate the judgment were denied, leading to her appeal.The California Court of Appeal, First Appellate District, Division Four, reviewed the case. While the appeal was pending, the California Supreme Court decided Turrieta v. Lyft, Inc., which disapproved of the reasoning in Moniz II regarding Correa’s standing. The Court of Appeal concluded that Correa and her counsel lacked standing to challenge the judgment based on the Supreme Court's decision in Turrieta. Consequently, the appeals were dismissed. View "Moniz v. Adecco USA, Inc." on Justia Law

Attorney Jon Rhyan Fritz was admitted to practice law in Kentucky in 1998. He was retained by client Vera Williams to pursue a wrongful termination claim against her employer, House of Bread and Peace (HBP). Williams paid Fritz a $3,500 flat fee, which he deposited into his general business account without a written advance fee agreement. Fritz failed to provide billing statements or memoranda explaining how he was earning the fee. The Equal Employment Opportunity Commission (EEOC) investigated Williams's case but ultimately declined to pursue it further. Fritz did not respond to Williams's subsequent emails or requests for meetings, and no lawsuit was filed against HBP within the statute of limitations.Williams filed a Bar Complaint against Fritz, leading the Office of Bar Counsel (OBC) to open the matter for informal resolution. Fritz responded to initial inquiries but failed to provide Williams's client file as requested. The Inquiry Commission charged Fritz with multiple violations of the Supreme Court Rules (SCR), including lack of diligence, communication, and safekeeping of property. Fritz did not respond to the formal Charge, and attempts to serve him were unsuccessful, leading to constructive service via the Kentucky Bar Association (KBA) Executive Director.The Supreme Court of Kentucky reviewed the case and found that Fritz failed to answer the Charge or participate in the disciplinary process. The court granted the OBC's motion to indefinitely suspend Fritz from practicing law in Kentucky. Fritz is required to notify all courts and clients of his suspension, cancel pending advertisements, and take steps to protect his clients' interests. The suspension order takes effect twenty days after its entry. View "In re Fritz" on Justia Law