Justia Washington Supreme Court Opinion Summaries

In this class action lawsuit, the trial court found that the State wrongfully denied health benefits to a number of its part-time employees. The issue this case presented for the Supreme Court's review was how to value the damages suffered by that group of employees when they were denied health benefits. The State argued that the only damages to the employees were immediate medical expenses paid by employees during the time they were denied health benefits. But evidence showed that people denied health care benefits suffer additional damage. They often avoid going to the doctor for preventive care, and they defer care for medical problems. This results in increased long-term medical costs and a lower quality of life. Based on this evidence, the trial court correctly rejected the State's limited definition of damages because it would significantly understate the damages suffered by the employees. The Supreme Court affirmed. View "Moore v. Health Care Auth." on Justia Law

Plaintiffs worked as night janitors for subcontractors in various Puget Sound Fred Meyer grocery stores. They alleged that they regularly worked well over 40 hours per week without being paid either minimum wage or overtime as required by Washington's Minimum Wage Act (MWA). The issue this case presented to the Washington Supreme Court was whether Fred Meyer Stores Inc. and Expert Janitorial LLC were joint employers of the janitors for purposes of the Act. While the Supreme Court had never specifically held that the "joint employer" doctrine was a viable theory under the MWA, consistent with the interpretations of the federal Fair Labor Standards Act (FLSA), liability under minimum wage laws may extend to "joint employers" even when there is no formal employment relationship. The trial court dismissed the plaintiffs' joint employer claims against Fred Meyer and Expert, a middleman, at summary judgment. The Supreme Court found that summary judgment was improperly granted and remanded for further proceedings. View "Becerra Becerra v. Expert Janitorial, LLC" on Justia Law

Robert Campbell quit his job as a school teacher in anticipation of accompanying his wife to Finland on her Fulbright grant. Campbell applied for unemployment benefits for the months between his resignation in June 2010 and his family's planned departure in February 2011. His request was denied because the Department of Employment Security determined that Campbell did not qualify for benefits as claimed under RCW 50.20.050(2)(b)(iii), known as the "quit to follow" provision. On appeal, the superior court reversed, but the Court of Appeals reinstated the agency action. The Supreme Court affirmed the Court of Appeals and held that Campbell's resignation from his job seven months before the planned relocation was not reasonable as contemplated by the statute. View "Campbell v. Dep't of Emp't Sec." on Justia Law

Appellants James Kumar, Ranveer Singh, Asegedew Gefe, and Abbas Kosymov brought a class action lawsuit against their employer, Gate Gourmet Inc., alleging two common law torts and two violations of Washington's Law Against Discrimination (WLAD). The lawsuit stemmed from Gate Gourmet's employee meal policy, which barred employees from bringing in their own food for lunch (for security reasons), leaving only employer-provided food for the employees to eat. According to plaintiffs, the policy forced them to work without food or eat food that violated their religious beliefs. The meals ostensibly consist of one vegetarian and one meat-based main dish. The employees alleged that Gate Gourmet used animal by-products in the "vegetarian" option, and despite switching to turkey for a meat-based option, the company reverted to using a beef/pork mixture in violation of others' religious dietary restrictions. The complaint, therefore, alleged that Gate Gourmet deceived "putative class members [to] unknowingly eat[ing] food forbidden by their beliefs," and that class members "have faced the choice of eating food forbidden by their sincerely held beliefs or not eating. Those that did consume meals, they argued, suffered offensive touching due to their contact with food prohibited by their beliefs, and suffered distress as a result." The trial court granted in full Gate Gourmet's CR 12(b)(6) motion to dismiss, finding that the WLAD contained no requirement that employers make reasonable accommodations for their employees' religious practices. The Washington Supreme Court granted direct review and reversed. The Court held that the WLAD created a cause of action for failure to reasonably accommodate an employee's religious practices. With regard to plaintiffs' tort claims, the Court found the trial court dismissed them at the pleading stage, and the tort claims went without analysis. "In light of this fact and in light of Washington's relatively liberal standard for stating a cognizable claim," the Court remanded the case back to the superior court for further proceedings. View "Kumar v. Gate Gourmet, Inc." on Justia Law

Petitioners Lawrence Hill, Adam Wise, and Robert Miller represented a class of employees who worked for an armored car company Garda CL Northwest, Inc. They brought a wage and hour suit against the company, citing violations of the Washington Industrial Welfare Act, and the Washington Minimum Wage Act. After several months of litigation, Garda moved to compel arbitration under the terms of a labor agreement. The trial court granted the motion, but ruled that the employees could arbitrate as a class. The Court of Appeals affirmed the order to compel arbitration, but that the employees must arbitrate individually notwithstanding the class certification. Both sides appealed the appellate court decision. Upon review, the Supreme Court concluded the arbitration clause was unconscionable, and reversed the Court of Appeals. View "Hill v. Garda CL Northwest. Inc." on Justia Law

The trial court dismissed Appellant Richard Piel's suit against the City of Federal Way, finding that the existence of statutory remedies authorized under state law prevented him from establishing the "jeopardy prong" of his common law claim for wrongful termination. The Supreme Court took the opportunity of this case to better explain the jeopardy analysis and harmonize its recent decisions in "Cudney v. ALSCO, Inc." and "Korslund v. DynCorp Tri-Cities Services, Inc." with "Smith v. Bates Technical College." The "Smith" decision recognized that an employee protected by a collective bargaining agreement may bring a common law claim for wrongful termination based on the public policy provisions of RCW 41.56, notwithstanding administrative remedies available through the Public Employees Relations Commission. "Korsland" and "Cudney" did not alter "Smith's" holding. In this case, the Supreme Court reversed the lower court's dismissal and remanded this case for further proceedings. View "Piel v. City of Federal Way" on Justia Law

Petitioner Ian Dean worked aboard a fishing vessel owned by The Fishing Company of Alaska (FCA). While aboard the vessel, Dean experienced pain in his hands and neck. After Dean left the vessel, he sought medical treatment and FCA began paying Dean maintenance and cure as required by general maritime law. After paying Dean's maintenance and cure for just over three years, FCA stopped paying when it obtained the opinion of a physician that Dean's injuries had reached maximum cure. At the time when FCA cut off Dean's maintenance and cure, Dean's own physician opined that Dean's injuries could benefit from additional treatment. Dean sued FCA and filed a motion asking the trial court to order FCA to resume paying maintenance and cure. The trial court applied a summary judgment standard to Dean's motion and denied the motion. The Court of Appeals affirmed. Upon review, the Supreme Court disagreed with the trial court's decision to apply the summary judgment standard and reversed. View "Dean v. Fishing Co. of Alaska" on Justia Law

While employed as a physician at Quincy Valley Medical Center (QVMC), Gaston Cornu-Labat was the subject of several complaints that raised doubts as to his competency to practice medicine. QVMC conducted two investigations that ended after the charges against Dr. Cornu-Labat were not substantiated. Nevertheless, QVMC requested that Dr. Comu-Labat be psychologically evaluated and ended the doctor's employment when he failed to consult the recommended provider. Dr. Cornu-Labat filed a Public Records Act (PRA) request asking for records related to the hospital's investigations. QVMC claimed the documents were exempt from disclosure. The trial court granted summary judgment in favor of Dr. Cornu-Labat, holding none of the PRA exemptions invoked by QVMC applied. The court concluded that the records of a peer review committee that contained nonphysicians could not qualify for the exemption. Upon review, the Supreme Court determined that was error. The Court remanded because questions of material fact remained as to whether the records at issue were prepared for a regularly constituted peer review body. Further, questions remained as to whether any records were generated during a confidential meeting of agents of the QVMC board concerning Dr. Cornu-Labat's clinical or staff privileges. View "Cornu-Labat v. Hosp. Dist. No. 2 of Grant County" on Justia Law

Respondent Robert Chaney was fired from his position and argued his termination violated the federal Family and Medical Leave Act of 1993 (FMLA). The employer, Providence Health Care d/b/a Sacred Heart Medical Center & Children's Hospital (Providence), claimed no violation of the FMLA occurred. The trial court denied motions for a directed verdict on the issue by both Chaney and Providence. Based upon undisputed facts, the Supreme Court held that the trial court erred in failing to grant Chaney's motion for a directed verdict that as a matter of law the hospital violated the FMLA. In 2005, his wife fell ill after giving birth, Chaney himself suffered a back injury, and he relied heavily on FMLA leave over the next two years. By June 2007, Chaney had used up most of his FMLA leave and had been donated leave from other employees. The record indicated that Providence administration and other staff were growing resentful that Chaney had taken so much time off. In 2007, an employee reported that Chaney appeared fatigued and incoherent. Although no claim was made that his work was compromised, Chaney was ordered to report for drug testing. The drug test was positive for methadone. Chaney had a prescription for methadone to treat back pain, but the doctor who gave the drug test noted that Chaney "[m]ay need fitness for duty evaluation or visit to his Dr. to fine tune his medication." A few months later, Chaney indicated he was prepared to return to work. The record reflected that Chaney was erroneously informed he needed Providence's permission to return to work. This violated the FMLA, under which Chaney could only be required to get authorization from his own health care provider. Chaney went to Providence's doctor, and administration told him the hospital would not allow him to return to work unless their doctor changed his recommended restriction. The hospital's doctor refused to change his recommendation. Subsequently, Chaney was fired. Providence claimed the termination was proper because Chaney failed to provide a valid fitness for work certification as required under the FMLA. View "Chaney v. Providence Health Care" on Justia Law

The issue before the Supreme Court in this case concerned an arbitration award arising out of a collective bargaining agreement. The arbitration award in this case reinstated Port of Seattle (Port) employee Mark Cann with a 20-day unpaid suspension after he was terminated for hanging a noose in the workplace for nonracial reasons. The reviewing trial court found this punishment so lenient that it violated the public policy against racial harassment in the workplace and imposed a six-month unpaid suspension instead. The arbitrator found that Cann intended the noose as a joke toward an older white co-worker. The arbitrator determined that Cann's impression of a noose was "not racial" and that in this situation, Cann was "more clueless than racist." The arbitrator also noted that the white employee targeted by the "joke" was not offended, and an African-American employee who observed the noose was angry but did not feel harassed. In light of these facts, the arbitrator determined that a 20-day unpaid suspension was the appropriate discipline. Given that Cann's 20-working-day unpaid suspension amounts to a month without pay, and given that so many working families live month to month, the Supreme Court found that to be a substantial penalty. "As we are bound by the arbitrator's findings of fact, we cannot find that a 20-day suspension was insufficient to deter such conduct in the future. Therefore, we reverse the trial court's decision to vacate the arbitrator's award. We also take this opportunity to clarify that a trial court that properly vacates an arbitration award does not have authority to impose its own remedy. Instead, trial courts facing such a situation should remand for further proceedings." View "Int'l Union of Operating Eng'rs, Local 286 v. Port of Seattle" on Justia Law