Justia U.S. 4th Circuit Court of Appeals Opinion Summaries

Plaintiff, a package delivery driver for United Parcel Service, Inc. (“UPS”), injured his hip and buttocks. He requested he be allowed to drive his route with a smaller truck that would have a softer suspension or, alternatively, that he be assigned to an “inside job.” However, UPS determined that Plaintiff's route required a larger truck and there were no openings for inside work; thus, UPS offered Plaintiff an unpaid leave of absence until he could return to work.Plaintiff filed a claim, asserting that UPS’s refusal to provide him with the accommodations he requested violated his rights under the ADA. The district court granted summary judgment to UPS, concluding, as a matter of law, that Plaintiff had not shown that the accommodations he requested were reasonable and that his unpaid leave of absence constituted a reasonable accommodation in the circumstances.The Fourth Circuit affirmed, finding Plaintiff failed to establish that UPS needed to allow him to drive a smaller vehicle on his existing route and that the leave of absence was not a reasonable alternative. View "Jay Hannah v. UPS" on Justia Law

Petitioner is an alien who challenges Exxon Mobil Corporation’s hiring policy as discriminatory. Petitioner received deferred deportation and eligibility for temporary work authorization under the Deferred Action for Childhood Arrival program. While a student at North Carolina State University, Petitioner was recruited by ExxonMobil for an internship. Petitioner told ExxonMobil that he is not a United States citizen, but erroneously represented that he had permanent work authorization under federal law. Petitioner was hired on this basis. However, when he presented his paperwork, it showed he lacked permanent work authorization, and ExxonMobil rescinded its offer.Petitioner claims that ExxonMobil’s policy discriminates against aliens as prohibited by 42 U.S.C. Sec. 1981. ExxonMobil filed a motion to dismiss, which the district court granted.The Fourth Circuit affirmed. Section 1981 only protects against intentional discrimination, and Petitioner failed to allege that ExxonMobil intentionally discriminates against aliens. While ExxonMobil’s policy requiring that applicants have permanent work authorization will only exclude aliens, discriminatory impact is not enough. And, given ExxonMobil’s policy, Petitioner did not plausibly allege that ExxonMobil intended to discriminate against aliens. View "Aldo De Leon Resendiz v. Exxon Mobil Corporation" on Justia Law

Appellant filed suit alleging that he suffered adverse employment action in retaliation for unpopular protected speech. Appellant’s complaint alleges that he has been outspoken in recent years concerning the focus on “so-called ‘social justice’ affecting academia in general” and “his concern that the field of higher education study is abandoning rigorous methodological analysis in favor of results-driven work aimed at furthering a highly dogmatic view of ‘diversity,’ ‘equity,’ and ‘inclusion.’” In this vein, Appellant identified three statements or communications he made between 2016 and 2018, which, in his view, are protected speech. According to Appellant, he was eventually subject to adverse employment actions in retaliation for these three communications. The district court dismissed Appellant’s complaint.   The Fourth Circuit affirmed the dismissal finding that Appellant has failed to allege a causal connection between the only communication that is arguably protected under the First Amendment and the alleged adverse employment action. The court held that the survey question incident and the faculty hiring email were not protected speech. Even assuming the “Woke Joke” blog post was protected speech, Appellant has failed to allege that it was a “but for” cause for any alleged adverse employment action. View "Stephen Porter v. Board of Trustees of N. C. State University" on Justia Law

In these consolidated appeals, Plaintiff challenged the district court’s award of summary judgment to defendant Liberty University, Inc. (“Liberty”) on Palmer’s claim of age discrimination, pursued under provisions of the Age Discrimination in Employment Act (the “ADEA”)(the “Statutory Ruling”). On the other hand, Liberty, by cross-appeal, challenged an earlier award of summary judgment that was made to Plaintiff, in which the court ruled that Plaintiff was not a “minister” for purposes of the First Amendment’s so-called “ministerial exception” (the “Constitutional Ruling”).   The Fourth Circuit dismissed Liberty’s cross-appeal and vacated the Constitutional Ruling. The court agreed with the district court that Plaintiff failed to produce sufficient evidence of age-based discrimination to overcome Liberty’s summary judgment motion on that issue. The court reasoned that Plaintiff failed to demonstrate that age was the but-for cause of her 2018 nonrenewal. Plaintiff was not meeting Liberty’s legitimate expectations at the time of her nonrenewal in that she repeatedly failed to develop a digital art skillset. And Plaintiff has failed to contend with the fact that the comments she characterizes as evidence of age discrimination — the retirement comments plus the resistant-to-change comment — were made subsequent to the Chair and the Dean having resolved not to renew her teaching contract for the 2018-19 school year. Accordingly, the court was satisfied to affirm the Statutory Ruling in favor of Liberty. Moreover, in light of that disposition — and pursuant to the constitutional avoidance doctrine — the court refrained from resolving whether Plaintiff was a minister for purposes of the First Amendment’s ministerial exception. View "Eva Palmer v. Liberty University, Incorporated" on Justia Law

While Respondent was employed as a truck driver at Greatwide Dedicated Transport II, LLC (“Greatwide”), he witnessed certain drivers receive additional driving assignments in violation of 49 C.F.R. Section 395.3, which regulates the maximum driving time for property-carrying vehicles. After collecting evidence related to the violations, Respondent submitted anonymous letters to management reporting his findings. Soon thereafter, Respondent revealed to management personnel that he was the author of the letters. The following month, Respondent was assigned to deliver two trailers filled with merchandise to two Nordstrom store locations in Manhattan, New York and Paramus, New Jersey. However, when Respondent returned from this assignment, he was suspended for—what Greatwide claimed to be—violations of company policy. Greatwide subsequently terminated and dismissed Respondent without a more explicit explanation. Respondent promptly filed a whistleblower complaint with the U.S. Department of Labor’s (“DOL”) Occupational Safety and Health Administration (“OSHA”). Following several lengthy delays, the Administrative Law Judge (“ALJ”) ruled in Respondent’s favor, ordering Greatwide to pay both back pay and emotional distress damages. The Administrative Review Board (“ARB”) affirmed.   The Fourth Circuit affirmed. The court concluded that substantial evidence supports the ARB’s conclusion that Respondent engaged in protected activity, that his activity was a contributing factor in his termination, and that Greatwide failed to prove by clear and convincing evidence that Respondent would have been terminated absent his protected conduct. Nor was Greatwide prejudiced by the proceeding’s delays. Finally, the court declined to enforce the alleged settlement agreement because the company failed to challenge the ALJ’s decision before the ARB. View "Greatwide Dedicated Transport II, LLC v. United States Department of Labor" on Justia Law

In consolidated appeals, Plaintiff challenged the district court’s award of summary judgment to defendant Liberty University, Inc. (“Liberty”) on Palmer’s claim of age discrimination, pursued under provisions of the Age Discrimination in Employment Act (the “ADEA”)  (the “Statutory Ruling”). On the other hand, Liberty, by cross-appeal, challenged an earlier award of summary judgment that was made to Plaintiff, in which the court ruled that Plaintiff was not a “minister” for purposes of the First Amendment’s so-called “ministerial exception” (the “Constitutional Ruling”).   The Fourth Circuit affirmed the Statutory Ruling, dismissed Liberty’s cross-appeal, and vacated the Constitutional Ruling. The court explained that it agreed with the district court that Plaintiff failed to produce sufficient evidence of age-based discrimination to overcome Liberty’s summary judgment motion on that issue. Accordingly, the court was satisfied to affirm the Statutory Ruling in favor of Liberty. Moreover, in light of that disposition — and pursuant to the constitutional avoidance doctrine — the court refrained from resolving whether Plaintiff was a minister for purposes of the First Amendment’s ministerial exception. As a result, the court wrote it was obliged to dismiss Liberty’s cross-appeal and vacate the Constitutional Ruling. View "Eva Palmer v. Liberty University, Incorporated" on Justia Law

Plaintiff, an attorney, filed a civil rights action against two Orangeburg County, South Carolina sheriff’s deputies (collectively, the “Defendants”). As a pro se plaintiff, Plaintiff received repeated notice of the requirement to inform the court of any change in her address immediately. After Plaintiff failed to provide an updated address, she did not receive the magistrate judge’s Report and Recommendation filed in her case. Accordingly, she missed deadlines to file objections to the Report and Recommendation and to note an appeal of the district court’s summary judgment order. The district court granted Plaintiff’s motion to reopen the time to note an appeal, giving her fourteen days to do so. Yet, by the time Plaintiff re-filed her notice of appeal as permitted by the district court below, her appeal was already pending in the Fourth Circuit. At issue in this appeal is what it means to “receive notice” for purposes of a Federal Rule of Appellate Procedure 4(a)(6) motion to reopen the time to note an appeal to the Fourth Circuit.   The Fourth Circuit vacated the decision and remanded the case to the district court to consider whether the circumstances warrant the exercise of discretion to reopen the time for Plaintiff’s appeal. The court found that because Plaintiff did not receive actual notice of the entry of judgment in her case, the first of Rule 4(a)(6)’s three statutory requirements for reopening the time for appeal has been met. Further, the court found that the remaining requirements 4 of Rule 4(a)(6) have been satisfied as well. View "Melodie Shuler v. Orangeburg County Sheriff's Department" on Justia Law

Not long after getting a new boss at the Priority Automotive Honda dealership, Plaintiffs effectively resigned from their jobs. They then sued, alleging racial discrimination—claiming that the new boss and the company fostered a hostile work environment and demoted them because they are Black—along with various state torts. Plaintiffs lost at summary judgment and appealed.   The Fourth Circuit largely affirmed but remand their state-law conversion claims for further proceedings. First, the court explained that a reasonable person might conclude that the employee’s alleged “white side” was race-based harassment. But the statement, on its own, does not create a severe or pervasive hostile work environment. Next, the court held that, since Plaintiff failed to support a reasonable inference of unlawful intentional discrimination, the magistrate judge rightfully rejected his disparate-treatment claim. Further, the court held that no reasonable jury could find that Defendants’ alleged conduct “rises to the level of ‘outrageous and extreme’ as the term has been interpreted and applied” in North Carolina. The court reasoned that courts do not weigh the evidence when ruling on a motion for summary judgment. So when both parties raise facts sufficient for a reasonable jury to find for them at trial, the claim must survive. But discrimination claims need more than neutral facts, an adverse action, and speculation about discriminatory motives to make it past this stage. As such, on the current record, a reasonable juror could find for Plaintiffs on their conversion claim. View "Kenneth Robinson v. Priority Automotive Huntersville, 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

Speech First, Inc., which identifies itself as a national organization committed to protecting the rights of college students, initiated this action against the President of the Virginia Polytechnic Institute and State University (Virginia Tech or the University). Speech First asserts that two Virginia Tech policies — the Bias Intervention and Response Team Policy (the Bias Policy) and the Informational Activities Policy — violate the First Amendment rights of its student members. Speech First asked the district court to preliminarily enjoin both policies. The district court held that Speech First (1) lacked standing to challenge the Bias Policy because its members had suffered no injury in fact, and (2) failed to demonstrate a likelihood of success on the merits as to the Informational Activities Policy because the record was, at that time, inadequate as to that policy. Speech First appealed.   The Fourth Circuit affirmed. The court explained that Speech First offers only speculation in support of its argument that it has suffered an injury in fact. Because the district court’s factual findings make clear that no record evidence establishes any such injury, the organization has failed to establish an injury in fact and so lacks standing to challenge the Bias Policy. The court explained that once this case is returned to the district court, and after further factual development has taken place, it will be for that court to determine in the first instance whether the Informational Activities Policy complies with the First Amendment. Without a developed record, the district court did not err in determining that Speech First has not yet shown that it is likely to succeed on the merits. View "Speech First, Inc. v. Timothy Sands" on Justia Law