Justia Communications Law Opinion Summaries

The Supreme Court affirmed the judgment of the court of appeals granting in part and denying in part a writ of mandamus, affirmed the court's award of statutory damages and court costs, and reversed the award of attorney fees, holding that the court of appeals erred in determining that the City of Cleveland acted in bad faith in this case.Cleveland Association of Rescue Employees and its president (collectively, the Union) submitted two public records requests to the City, which denied the requests. The Union then filed a complaint for writ of mandamus to compel production of the records and also sought statutory damages and attorney fees for the City's alleged violation of Ohio Rev. Code 149.43(B). The Union later notified the court of appeals that the City had sufficiently produced the requested records and sought summary judgment with respect to statutory damages and attorney fees. The court of appeals awarded the Union statutory damages of $1,000 and attorney fees of $4,672. The Supreme Court reversed in part, holding that the City's refusal to accept a certified-mail service of the complaint was not a legitimate basis on which to award attorney fees. View "State ex rel. Cleveland Ass'n of Rescue Employees v. City of Cleveland" on Justia Law

This case was the second round of appeals arising from Dalia Rojas’s lawsuit against HSBC Card Services, Inc. and HSBC Technology & Services (USA) Inc. (together, HSBC) for violations of the California Invasion of Privacy Act . Rojas received hundreds of personal calls from her daughter Alejandra, an employee at an HSBC call center, which were recorded by HSBC’s full-time recording system. Rojas alleged HSBC intentionally recorded confidential calls without her consent. She also alleged HSBC intentionally recorded calls to her cellular and cordless phones without her consent. The trial court granted summary judgment to HSBC, and Rojas appealed. The Court of Appeal reversed, concluding HSBC had not met its initial burden to show there was no triable issue of material fact on intent. On remand, HSBC made a Code of Civil Procedure section 998 offer, which Rojas did not accept. The case proceeded to a bench trial, where HSBC relied, in part, on workplace policies that purportedly barred call center agents from making personal calls at their desks to show it did not intend to record the calls. The trial court ultimately entered judgment for HSBC. Pertinent here, the court found Rojas did not prove HSBC’s intent to record. The court also found Rojas impliedly consented to being recorded, and did not prove lack of consent. Rojas appealed that judgment, contending the trial court made several errors in determining she did not prove her Privacy Act claims and that the evidence did not support its findings. The Court of Appeal concluded the trial court applied correct legal standards in assessing lack of consent and substantial evidence supports its finding that Rojas impliedly consented to being recorded. Although the Court determined the record did not support the court’s finding that HSBC did not intend to record the calls between Rojas and her daughter, that determination did not require reversal. "What it underscores, however, is that a business’s full-time recording of calls without adequate notice creates conditions ripe for potential liability under the Privacy Act, and workplace policies prohibiting personal calls may not mitigate that risk." View "Rojas v. HSBC Card Services Inc." on Justia Law

Plaintiff, a tenured psychology professor at George Mason University (GMU), appealed the district court’s dismissal of his Title IX, procedural due process, and First Amendment claims against GMU and other defendants sued after he was disciplined for creating a hostile educational environment that amounted to sexual harassment.   The Fourth Circuit affirmed. The court explained that the district court correctly dismissed Plaintiff’s erroneous-outcome claim. Such a claim requires a plaintiff to plausibly allege that (1) he was subjected to a procedurally flawed or otherwise flawed proceeding; (2) which led to an adverse and erroneous outcome; and (3) involved particular circumstances that suggest ‘gender bias was a motivating factor behind the erroneous finding. Here, Plaintiff does not connect these generalized pressures to his case in a way that creates a reasonable inference that anti-male bias-motivated GMU’s finding that he sexually harassed his students. Thus, as the district court explained, Plaintiff “has provided no basis from which to infer the existence of bias in his specific proceeding.” Further, Plaintiff’s “allegations of selective enforcement are not supported by any well-pled facts that exist independent of his legal conclusions.” Finally, the court explained that while Plaintiff’s research, publishing, and teaching about sex may qualify as matters of public concern, his contested speech veered well outside his teaching and scholarship into areas of private, personal interest. View "Todd Kashdan v. George Mason University" on Justia Law

Uebelacker sent a former coworker (Schuman) private Facebook messages disparaging her bosses. Soon afterward, Uebelacker’s employer discovered the messages while another employee (Booth) was transferring files from Schuman’s former work computer so others could access them. Schuman was still signed in to her personal Facebook account on the active internet browser. Booth opened the conversation and took screenshots of the conversation. Uebelacker was demoted and eventually fired. Uebelacker sued under the Stored Communications Act, which prohibits unauthorized access to communications in electronic storage, 18 U.S.C. 2701(a).The Seventh Circuit affirmed summary judgment in favor of the employer based on the statute of limitations, which requires that suits be filed no later than “two years after the date upon which the claimant first discovered or had a reasonable opportunity to discover the violation.” The Act’s limitations period began running in January 2019 and expired in January 2021. Uebelacker did not file suit until March 2021. A vague fear of termination cannot save Uebelacker’s claim. View "Uebelacker v. Rock Energy Cooperative" on Justia Law

Kirkland, a Maryville patrol officer, used her Facebook account to criticize the county sheriff. She belittled his public speaking abilities and referred to his supporters as “brainwashed minions.” Kirkland had previously worked as a Sheriff’s Office corrections officer. Kirkland had previous disciplinary issues. Kirkland’s supervisors became concerned that her posts would undermine the Department’s relationship with the Sheriff’s Office and asked her to stop. They also reprimanded her for other behavioral issues. Following Kirkland’s Facebook post claiming the sheriff had excluded her from a training event because she was female and opposed his reelection, Maryville fired Kirkland.Kirkland sued, citing First Amendment retaliation, Title VII, and the Tennessee Human Rights Act. The Sixth Circuit affirmed summary judgment in the city’s favor. Although the statements were made in Kirkland’s capacity as a private citizen and Maryville did not show Kirkland made the post with knowledge of, or reckless indifference to, its falsity, the balance of interests favored the city. The court noted the heightened need for order, loyalty, and efficiency in law enforcement. The city has “legitimate and powerful interests” as a law enforcement agency in preserving its working relationship with the Sheriff’s Office that outweigh Kirkland’s speech rights. View "Kirkland v. City of Maryville" on Justia Law

The Cincinnati Citizen Complaint Authority investigates alleged police misconduct and usually interviews the relevant officers, complainants, and other witnesses. Officers are required to participate in such investigations. An officer may bring a union representative to the interview. The Authority video records the interviews. Sergeant Hils, the President of the Union, claims that Authority Investigator Ekeke, in recording an officer’s interview, selectively turned off the recording when the officer made exculpatory statements. Another time, he alleges, Ekeke “threatened” an officer before the interview. Hils tried to record an interview of Officer Knapp, whom he represented. The Authority instituted a policy, prohibiting officers or their representatives from recording the interviews.Hils and affected officers sued, alleging violations of their free-speech rights, 42 U.S.C. 1983. The union filed an unfair labor practices charge, which led to a partial settlement agreement. The city agreed to record all future interviews. The district court held that the settlement agreement mooted the selective-recording claims and that the First Amendment does not include a right to record a government investigation. The Sixth Circuit affirmed. The policy satisfies rational-basis review. The Authority has legitimate interests in maintaining order and fairness during its interviews by ensuring the ongoing interviews are not selectively broadcasted, by ensuring the integrity of the investigation, by protecting the subjects of the investigation from unfair and precipitous public criticism, and by trying to prevent other subjects of the investigation from hearing prior interviews. View "Hils v. Davis" on Justia Law

After its collective bargaining agreement with Macy’s expired, the parties were unable to agree on a new agreement. Local 39 called a strike and began picketing at Macy’s store. Macy’s filed suit, alleging that Local 39 had engaged in continuing and escalating unlawful misconduct at the store and sought injunctions preventing Local 39 from picketing at the store’s entrances, blocking ingress or egress, disturbing the public, threatening public safety, or damaging property. Macy’s also asked for damages.Local 39 filed an anti-SLAPP (strategic lawsuit against public participation) Code of Civil Procedure section 425.16, motion, arguing that the complaint alleged acts in furtherance of its right to free speech on a public issue and that Macy’s could not establish a probability of prevailing on the merits because the complaint did not satisfy Labor Code section 1138’s heightened standard of proof for claims arising out of labor disputes. The trial court granted Local 39’s motion in part. The court of appeal held that the trial court should have granted its first anti-SLAPP motion in full and ordered the entire complaint stricken. A labor organization cannot be held responsible or liable for the unlawful acts of individual officers, members, or agents, "except upon clear proof of actual participation in, or actual authorization of those acts.” Macy’s did not provide such proof. View "International Union of Operating Engineers, Local 39 v. Macy's, Inc." on Justia Law

In 2020, while wildfires swept through portions of Sonoma County, close to many homes, Sheriff Essick met with the County Board of Supervisors, fire officials, and members of the public in a streamed town hall meeting. Essick provided updates on an evacuation strategy and fielded questions from the public. When asked whether evacuated residents might be permitted to reenter mandatory evacuation zones to feed pets and animals left behind, Sheriff Essick refused to grant such permission, citing safety concerns. Sheriff Essick’s subsequent communications led to a harassment complaint. An independent investigator, Oppenheimer, conducted an inquiry and prepared a written report. A newspaper requested that the county release the complaint, the report, and various related documents) California Public Records Act (CPRA), Gov. Code 6250). The trial court denied Essick's request for a preliminary injunction barring the report's release. The court of appeal affirmed. The court rejected arguments that the Oppenheimer Report should be classified as confidential under CPRA exemptions for “peace officers” “personnel records,” or reports or findings relating to a complaint by a member of the public against a peace officer The county is not estopped from releasing the Oppenheimer Report nor bound to keep the results of the investigation confidential. Nothing in the Public Safety Officers Procedural Bill of Rights explicitly grants or mentions confidentiality from CPRA requests, Sonoma County is not Essick's “employing agency.” View "Essick v. County of Sonoma" on Justia Law

In response to the Covid-19 pandemic, Port Authority, a municipal bus and light-rail operator, required its uniformed employees to wear face masks. Initially, Port Authority was unable to procure masks for all its employees, so they were required to provide their own. Some employees wore masks bearing political or social-protest messages. Port Authority has long prohibited its uniformed employees from wearing buttons “of a political or social protest nature.” Concerned that such masks would disrupt its workplace, Port Authority prohibited them in July 2020. When several employees wore masks expressing support for Black Lives Matter, Port Authority disciplined them. In September 2020, Port Authority imposed additional restrictions, confining employees to a narrow range of masks. The employees sued, alleging that Port Authority had violated their First Amendment rights.The district court entered a preliminary injunction rescinding discipline imposed under the July policy and preventing Port Authority from enforcing its policy against “Black Lives Matter” masks. The Third Circuit affirmed. The government may limit the speech of its employees more than it may limit the speech of the public, but those limits must still comport with the protections of the First Amendment. Port Authority bears the burden of showing that its policy is constitutional. It has not made that showing. View "Amalgamated Transit Union Local 85 v. Port Authority of Allegheny County" on Justia Law

The Supreme Court held that, by and large, Hawai'i's public information law - the Uniform Information Practices Act (UIPA) - required the state Attorney General (AG) to release a report it issued in 2016 documenting deceptive practices, incompetence, and workplace bullying in the Office of the Auditor.After the state AG compiled a record of its investigation a reporter with the Honolulu Civil Beat, an investigative news organization, asked for the investigative reports pursuant to UIPA. The circuit court granted summary judgment in favor of the state AG, concluding that the report was exempt from the UIPA. The Supreme Court vacated the circuit court's final judgment, holding that, regarding the vast majority of the report, the UIPA's presumption favoring disclosure was not overcome. View "Honolulu Civil Beat Inc. v. Department of the Attorney General" on Justia Law