Justia Communications Law Opinion Summaries

Reporting regulatory violations “up the chain” to supervisory governmental employees can constitute speech on a matter of public concern, for purposes of First Amendment retaliation claim. Mayhew, a long-time employee of Smyrna’s wastewater-treatment plant, reported violations of state and federal requirements and voiced concerns about the hiring of a manager’s nephew without advertising the position. His reports went up the chain of command to government employees. Mayhew was terminated, allegedly because the plant manager no longer felt that he could work with him. The district court rejected his claim of First Amendment retaliation on summary judgment, reasoning that Mayhew’s speech did not involve matters of public concern. The Sixth Circuit reversed in part, stating that “constitutional protection for speech on matters of public concern is not premised on the communication of that speech to the public.” Nor must courts limit reports of wrongdoing to illegal acts; a public concern includes “any matter of political, social, or other concern to the community.” View "Mayhew v. Town of Smyrna" on Justia Law

Plaintiff, a 51-year-old African- and Latino-American, began working for CNN in 1996 and became a producer in 2000. In 2004, Janos became plaintiff‘s supervisor. Plaintiff received no further promotions. The final opening for which plaintiff applied was offered to a younger, Caucasian candidate with less experience. Plaintiff alleges that he repeatedly complained about CNN‘s failure to promote African-American men. In 2005 plaintiff made a written complaint to Janos. Allegedly in retaliation, Janos issued Plaintiff a “Written Warning Regarding Performance.” In 2010 plaintiff‘s wife began fertility treatments paid for by CNN-provided health insurance; plaintiff claims that the infertility constituted a disability under Government Code 12926(k). Plaintiff‘s wife had twins in 2013. Plaintiff took five weeks of paternity leave. Plaintiff alleges that upon plaintiff‘s return to work, Janos gave high-profile assignments to a younger Caucasian man with less experience than plaintiff. In 2014, plaintiff submitted a story to an editor, who expressed concern about similarity to another report. The editor informed Janos, who, without talking to plaintiff, decided not to publish the story. Janos initiated an audit of plaintiff‘s work and ultimately fired plaintiff. Plaintiff filed suit, alleging discrimination, retaliation, wrongful termination, and defamation. Defendants filed a special motion to strike all causes of action (Code of Civil Procedure, 425.16, anti-SLAPP motion), submitting evidence of plagiarism in plaintiff’s story. The court of appeal reversed the trial court’s grant of the anti-SLAPP motion. This is a private employment discrimination and retaliation case, not an action to prevent defendants from exercising their First Amendment rights. Defendants may have a legitimate defense but the merits of that defense should be resolved through the normal litigation process, not at the initial phase of this action. View "Wilson v. Cable News Network Inc." on Justia Law

Plaintiffs filed this class action suit individually and on behalf of employees (and their dependent-beneficiaries) who began working for the State or its political subdivisions before July 1, 2003 and who had accrued or will accrue a right to post-retirement health benefits as a retiree a retiree’s dependent. Plaintiffs alleged that the State, the City and County of Honolulu, and the Counties of Kaua’i, Maui, and Hawai’i impaired Plaintiffs’ accrued retirement health benefits in violation of Haw. Const. art. XVI, 2. Specifically, Plaintiffs claimed that the State and Counties violated their statutory rights under Haw. Rev. Stat. 87 by not providing retirees and their dependents with dental and medical benefits that were substantially equal to those provided to active workers and their dependents. After a lengthy procedural history, the Supreme Court held that Plaintiffs’ accrued retirement health benefits have been diminished or impaired in violation of article XVI, section 2. Remanded for further proceedings. View "Dannenberg v. State" on Justia Law

Dr. Wesbrook, a former employee of the Marshfield Clinic Research Foundation, sued Dr. Belongia, a former colleague, and Dr. Ulrich, the chief executive officer of the Marshfield Clinic. Wesbrook claimed that Belongia and Ulrich tortiously interfered with his at-will employment, engineering his termination by publishing defamatory statements about him to the Marshfield Clinic board of directors. The district court granted summary judgment to the defendants. The Seventh Circuit affirmed. The defendants’ statements about the plaintiff were true or substantially true and therefore privileged. Wesbrook’s time with the Clinid was marked by conflict and complaints about his “management style.” The statements concerned those conflicts and complaints. Under Wisconsin law, an at-will employee cannot recover from former co-workers and supervisors for tortious interference on the basis of their substantially truthful statements made within the enterprise, no matter the motives underlying those statements. View "Wesbrook v. Ulrich" on Justia Law

The Union erected a giant inflatable rat and an inflatable fat cat during a labor dispute in Grand Chute, Wisconsin. Both are staked to the ground in the highway median, to prevent the wind from blowing them away. Grand Chute forbids private signs on the public way and defines signs to mean “[a]ny structure, part thereof, or device attached thereto” that conveys a message. The Union removed them at the town's request and filed suit under 42 U.S.C. 1983, citing the First Amendment. The district court denied a preliminary injunction and, a year later, granted the town summary judgment. The Seventh Circuit vacated, reasoning that the case may be moot because the construction that led to the use of demonstrative inflatables was complete; the Union was no longer picketing. The court also noted that the town amended its code and changed the definition of a sign. If the Union persists in seeking damages, the district court must weigh the probability of a fresh dispute between this union and Grand Chute and the risk that it would be over too quickly to allow judicial review to apply the “capable of repetition yet evading review” exception to the mootness doctrine and must address the validity of current ordinances, rather than one that was changed before the final judgment. View "Constr. & Gen. Laborers' Local Union v. Town of Grand Chute" on Justia Law

In 2012, Eureka Police Sergeant Laird and others arrested a minor, after a chase in which the minor “was pushed to the ground, fell to the ground, or just gave up and laid on the ground.” A patrol car’s mobile audio-video recording system produced videos of the arrest. A citizen lodged a complaint regarding the handling of the minor. The Department conducted an investigation. Laird was charged with misdemeanor assault by a police officer without lawful necessity and making a false report. After reviewing the evidence, including the arrest video, experts determined Laird did not use excessive force. The prosecution dismissed the charges. In 2013-2014, Greenson wrote articles in local newspapers about the arrest and subsequent litigation. Greenson's request under the California Public Records Act (Gov. Code 6250), seeking disclosure of the arrest video, was denied. The city cited discretionary exemptions for personnel records and investigative files,”Penal Code sections 832.7, 832.8. Greenson then filed a request under Welfare and Institutions Code section 827, which authorizes public disclosure of confidential juvenile records under limited circumstances. The court of appeal affirmed that the arrest video is not a personnel record protected by the statutes. and the order requiring the video's release. View "City of Eureka v. Superior Court" on Justia Law

In 2012, Eureka Police Sergeant Laird and other officers arrested a minor, after a chase in which the minor “was pushed to the ground, fell to the ground, or just gave up and laid on the ground.” A patrol car’s mobile audio-video recording system produced videos of the arrest. A citizen lodged a complaint regarding the handling of the minor. The Department conducted an investigation. Sergeant Laird was charged with misdemeanor assault by a police officer without lawful necessity and making a false report. After reviewing the evidence, including the arrest video, experts determined Laird did not use excessive force. The prosecution dismissed the charges. In 2013-2014, Greenson wrote articles in local newspapers about the arrest and subsequent litigation. Greenson filed a California Public Records Act (Gov. Code 6250) request seeking disclosure of the arrest video. The city denied the request, citing discretionary exemptions for personnel records and investigative files, Penal Code sections 832.7, 832.8. Greenson then filed a request under Welfare and Institutions Code section 827, which authorizes public disclosure of confidential juvenile records under limited circumstances. The court of appeal affirmed that the arrest video is not a personnel record protected by the statutes. and an order requiring release of the video. View "City of Eureka v. Superior Court" on Justia Law

HCEA was recognized under the Tennessee Education Professional Negotiations Act (EPNA) as the exclusive representative of Hamilton County Board of Education professional employees. In 2011, HCEA and the Board entered into a collective bargaining agreement (CBA), to expire in June 2014. While this agreement was in effect, Tennessee enacted the Professional Educators Collaborative Conferencing Act, replacing EPNA. PECCA would not govern the parties’ relationship until the expiration of their existing agreement. HCEA and the Board entered into the latest version of their CBA under EPNA in September 2013. PECCA created a new category: “management team” members, including principals and assistant principals, no longer considered “professional employees” entitled to participate in concerted activities as part of professional employee organizations. PECCA also made it unlawful for a professional employee organization to “[c]oerce or attempt to intimidate professional employees who choose not to join a professional employee organization.” Communications following HCEA’s September 2013 monthly meeting resulted in a Board letter, requesting that HCEA “refrain from … negative or coercive statements.” HCEA filed suit, alleging violation of EPNA and the First Amendment. The Sixth Circuit affirmed summary judgment favoring the Board. EPNA claims were not rendered moot by PECCA’s intervening effective date, but the letter did not violate EPNA. It contained no threat of reprisal and did not significantly burden HCEA’s expressive activity. View "Hamilton Cnty. Ed. Ass'n. v. Hamilton Cnty. Bd. of Educ." on Justia Law

On September 15, 2011, Elder Living ordered a background screening report on Rocheleau from First Advantage's predecessor, in conjunction with Rocheleau’s application for employment. The search disclosed criminal convictions matched to Rocheleau’s name and birth date. On September 16, First notified Rocheleau that it was reporting information derived from his public record and to direct any questions to its disclosure center. Days later, it sent another notice, advising that information from Rocheleau's report “may adversely affect [his] employment status” and that he was entitled to dispute it. The notice included a summary of rights under the Fair Credit Reporting Act, 15 U.S.C. 1681. On September 26, First notified Rocheleau that he had not been hired again advising Rocheleau of dispute procedures. Rocheleau contends that Elder shared the report with his then-employer, which terminated his employment. Rocheleau contacted First and complained that he had not authorized the report's release; he did not dispute its accuracy. On November 25, 2013, Rocheleau filed suit under FCRA, claiming that Elder obtained the report without his permission or notifying him that adverse action could result; that neither First nor Elder issued certifications mandated by statute; and that First failed to adhere to required “strict procedures” in releasing his information. The Sixth Circuit affirmed rejection of the claims as time-barred under the two-year limitations period. View "Rocheleau v. Elder Living Constr., LLC" on Justia Law

In 2000, Kubiak, a Chicago patrol officer for 14 years, was detailed to the Office of News Affairs, as a media liaison. In 2012, Zala, another media liaison, allegedly ran toward Kubiak, screaming, “Who the fuck do you think you are, you stupid bitch?” He swung his hand back as if to strike her. Officer Perez tried to calm Zala. Kubiak called Director Stratton, stating that Zala had previously directed similar outbursts toward her. During the call, Zala continued to berate and intimidate her. Kubiak alleges that Zala has a history of violence. Stratton told Kubiak that she had spoken with Zala and would not discuss the incident further. Kubiak’s supervising Lieutenant also declined to discuss the incident. Kubiak initiated an Internal Affairs Division investigation, which was “sustained.” Within days, Kubiak was reassigned as a patrol officer on a midnight shift in an allegedly dangerous neighborhood. Perez was also reassigned to patrol. Kubiak, the most senior ONA member, and Perez were the only officers reassigned although others had requested transfer. Kubiak alleges that Zala was never reprimanded. The Seventh Circuit affirmed dismissal of Kubiak’s 42 U.S.C. 1983 claims, concluding that Kubiak’s speech was not constitutionally protected since Kubiak did not speak as a private citizen and did not speak on a matter of public concern. View "Kubiak v. City of Chicago" on Justia Law