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

Plaintiff filed suit in federal district court against Judge Goldston and others present at the search. Plaintiff claimed that the warrantless search and seizure of his property violated his Fourth and Fourteenth Amendment rights, that the restrictions on recording the incident violated the First Amendment, and that Judge Goldston’s practice of conducting “home visits” violated the Equal Protection Clause by disadvantaging pro se litigants like himself. He sought compensatory and punitive damages under 42 U.S.C. Section 1983, as well as attorney’s fees and injunctive and declaratory relief. Judge Goldston moved for summary judgment, claiming she was entitled to absolute judicial immunity. The district court denied her motion. At issue on appeal is whether Judge Goldston is entitled to judicial immunity.   The Fourth Circuit affirmed, holding that judicial immunity protects only judicial acts. It does not shield the conduct of judges who step outside their judicial role, as Judge Goldston did when searching Plaintiff’s home. The court explained that while Judge Goldston might have had the authority to order a search, the proper authority to conduct the operation was the local sheriff’s department or some other appropriate law enforcement agency. The court explained that just as “judges do not do double duty as jailers,” so too they do not do double duty as sheriffs. View "Matthew Gibson v. Louise Goldston" on Justia Law

Plaintiff claimed that she suffered sex-based wage discrimination while working at Consolidated Shoe Company and, what’s more, was retaliated against when she complained about it. Before the district court, she sought to show wage discrimination by comparing her wages to those of a male co-worker at Consolidated Shoe. But the co-worker, a graphic designer, had a meaningfully different role at the company than Plaintiff, a content creator and part-time photographer. Because the two did not perform similar jobs, Plaintiff could not rely on the co-worker as a comparator to show wage discrimination. So the district court granted summary judgment to Consolidated Shoe. Plaintiff appealed but dropped her comparator argument. She instead argued that her complaint also included a broader theory that women at Consolidated Shoe were categorically paid less than men.   The Fourth Circuit affirmed. The court explained that to survive summary judgment Plaintiff must produce evidence that would allow a jury to find that she was discriminated against in violation of Title VII. But what Plaintiff provided would not permit a reasonable jury to find for her. And she did not suffer any materially adverse action because she raised concerns about the alleged sex discrimination. Accordingly, the court affirmed the district court’s grant of summary judgment to Consolidated Shoe. View "Ashley Noonan v. Consolidated Shoe Company, Inc." on Justia Law

Plaintiff alleged that two sheriff deputies unlawfully entered his home. The deputies claim Armstrong’s then-wife invited them in. But although they disagree on whether the deputies’ conduct was reasonable, they do not dispute the historical facts as to what happened. Plaintiff filed a claim under 42 U.S.C. Section 1983. The deputies moved for summary judgment on the merits claiming that, even construing the facts in the light most favorable to Plaintiff, their conduct was objectively reasonable. Alternatively, the deputies claimed they should be granted summary judgment based on qualified immunity. The district court agreed with the deputies on the merits, finding the deputies reasonably believed that Roadcap had the authority to consent to the deputies’ entry.   The Fourth Circuit affirmed. The court explained that, construing the evidence in the light most favorable to Plaintiff, the deputies did, as the district court concluded, briefly detain Plaintiff. But the court agreed with the district court that the deputies acted reasonably as a matter of law because they were responding to a domestic situation, there were guns in the house, and Plaintiff was argumentative. Accordingly, the court affirmed the district court’s order granting summary judgment on the seizure of person claim as well. Moreover, the court wrote that, construing the evidence in the light most favorable to Plaintiff, the deputies exercised some care. Thus, the district court properly dismissed the gross negligence claim. Last, as to the conversion claim, the district court properly explained that there is no evidence in the record that the deputies possessed, touched or exercised any authority over Plaintiff’s personal property. View "Adam Armstrong v. Bryan Hutcheson" on Justia Law

Plaintiff was brutally beaten by three Maryland corrections officers because they believed he had taken part in an assault on another officer. He sued their warden along with the officers who attacked him and their direct supervisors. A federal jury awarded Plaintiff $700,000. The warden appealed. He argued that this case should never have proceeded to trial because Plaintiff failed to exhaust his administrative remedies before suing. He also believes the district court should have found that the evidence failed to support the jury’s verdict and that he was entitled to qualified immunity.
The Fourth Circuit affirmed the district court. The court held that Plaintiff was not required to exhaust because no administrative remedies were available, the evidence supports the jury’s verdict, and the warden was not entitled to qualified immunity based on the facts found by the jury. The court explained that this case was properly tried before a jury because inmates cannot receive any relief through Maryland’s administrative grievance proceedings when the Intelligence and Investigative Division is investigating the subject matter of the grievance. And the jury’s role in trials is enshrined in the Seventh Amendment for good reason. Resolving factual disputes, weighing the evidence, and determining whom to believe is within its province. When a jury performs these functions, the court will not disturb its conclusions based on a cold record unless those conclusions lack evidentiary support. Here, the evidence was sufficient to support the jury’s conclusions. And based on how the jury resolved these issues, the warden’s conduct violated clearly established law. View "Kevin Younger v. Tyrone Crowder" on Justia Law

While working an IT position at Enterprise Services LLC, Plaintiff said he was discriminated against because he has disability—an arthritic big toe. The company says the issues arose because Plaintiff didn’t work well with others, and actually, didn’t work much at all. Plaintiff says the issues arose because of his alleged disability. After he was fired, he brought claims under the Americans with Disabilities Act asserting that Enterprise Services discriminated against him because of his toe and retaliated against him for seeking toe-related accommodations. For the retaliation claim, the district court held that Enterprise Services’ only potentially retaliatory act was firing Plaintiff and allowed him to take that claim to trial. But Enterprise Services moved to strike Plaintiff’s jury-trial demand. The district court granted the motion. Following the bench trial, the district court entered judgment for Enterprise Services on the remaining claim because Plaintiff failed to prove he was fired because he asked for disability accommodations.   The Fourth Circuit affirmed. First, while the district court did cite an outdated EEOC regulation when determining he is not disabled within the meaning of the ADA, he is not disabled under any reasonable reading of the ADA. So that disposes of every claim except retaliation. Second, Burlington Northern makes clear that only “significant” harm to an employee constitutes retaliatory adverse action. And only his termination met that threshold. Third, a straightforward reading of Section 1981a(a)(2) shows that an ADA-retaliation plaintiff is not entitled to legal damages and, therefore not guaranteed a jury trial by the Seventh Amendment. View "Jeffrey Israelitt v. Enterprise Services LLC" on Justia Law

This case arises from the September 2017 fatal police shooting of Ruben Galindo Chavez (who used the surname “Galindo”) during an encounter with officers of the Charlotte-Mecklenburg Police Department. The action was initiated by plaintiff Azucena Zamorano Aleman — Galindo’s girlfriend and the mother of his child — both as the administrator of Galindo’s estate and in her individual capacity. Plaintiff asserted five causes of actions, including a 42 U.S.C. Section 1983. The district court awarded summary judgment to the defendants on each of the plaintiff’s claims. The court therein determined that — because it was objectively reasonable for Officer Guerra to shoot Galindo, in that Galindo posed an immediate threat to Guerra and others — Guerra is entitled to qualified immunity on the Fourth Amendment claim. For the same reason, the court awarded summary judgment to Guerra and the City on the assault and battery, wrongful death, and negligent infliction of emotional distress claims. Citing a lack of sufficient evidence, the court also awarded summary judgment to the City on the negligent training claim.   The Fourth Circuit affirmed the district court’s summary judgment award to the City on the negligent training claim. The court vacated the award of qualified immunity to Officer Guerra on the Fourth Amendment claim, as well as the related summary judgment awards to Guerra and the City on the balance of the state law claims. Rather than directing the entry of judgment in favor of the plaintiff on any of those claims, the court remanded for further proceedings as to all of them View "Azucena Zamorano Aleman v. City of Charlotte" on Justia Law

Appellant, a former employee of the Office of the Director of National Intelligence (“ODNI”), asserts that ODNI violated the Family and Medical Leave Act of 1993 (“FMLA”),by delaying her leave request and not hiring her for a permanent position. The district court determined that Appellant failed to meet her burden of proof to demonstrate that she was not selected for the permanent position “by reason of” ODNI’s FMLA interference.   The Fourth Circuit affirmed. The court concluded that t the record supports the district court’s finding that Appellant’s non-selection for the permanent position was the result of the hiring official’s poor impression of Appellant as a prospective employee and Appellant’s attendance problems prior to the FMLA interference. View "Hannah P. v. Avril Haines" on Justia Law

The Montgomery County Board of Education adopted Guidelines for Gender Identity for 2020–2021 that permit schools to develop gender support plans for students. The Guidelines allow implementation of these plans without the knowledge or consent of the students’ parents. They even authorize the schools to withhold information about the plans from parents if the school deems the parents to be unsupportive. In response, three parents with children attending Montgomery County public schools challenged the portion of the Guidelines that permit school officials to develop gender support plans and then withhold information about a child’s gender support plan from their parents. Terming it the “Parental Preclusion Policy,” the parents alleged the policy unconstitutionally usurps the parents’ fundamental right to raise their children under the Fourteenth Amendment.   The Fourth Circuit vacated the district court’s order and remanded for the case to be dismissed. The court explained that the parents have not alleged that their children have gender support plans, are transgender or are even struggling with issues of gender identity. As a result, they have not alleged facts that the Montgomery County public schools have any information about their children that is currently being withheld or that there is a substantial risk information will be withheld in the future. Thus, under the Constitution, they have not alleged the type of injury required to show standing. Absent an injury that creates standing, federal courts lack the power to address the parents’ objections to the Guidelines. Thus, the court remanded to the district court to dismiss the case for lack of standing. View "John and Jane Parents 1 v. Montgomery County Board of Education" on Justia Law

After receiving a long suspension, Jacob Doe sued Virginia Polytechnic Institute and State University (“Virginia Tech”) and several university officials, alleging that Virginia Tech’s Title IX investigation, hearing, and appeal process denied him due process of law. The district court dismissed Doe’s complaint, holding that he hadn’t alleged a cognizable liberty or property interest in his continuing education.   The Fourth Circuit affirmed for a different reason. The court held that even assuming Doe has such an interest, he hasn’t alleged that he was deprived of it without sufficient process. The court wrote that Doe complains that his witnesses couldn’t appear in person at the hearing because it was held during the summer. But he doesn’t allege that the witnesses weren’t able to provide testimony by phone, video, or in writing. Nor does Doe claim he sought to continue the hearing until his witnesses were available. And Doe admits that the investigator interviewed his witnesses during her investigation into Roe, and the allegations against Roe were adjudicated at the same hearing. So these allegations too, don’t rise to the level of a due-process violation.   Moreover, the court explained that to find that Doe alleged a due-process violation on this sparse record, the court would have to hold that university students have a right—in effectively every disciplinary hearing—to advance notice of the evidence to be presented against them. The ask is even more striking here because Doe doesn’t allege that he sought a continuance or that Virginia Tech relied on the surprise testimony. Therefore, the court rejected Doe’s claim of error. View "Jacob Doe v. Virginia Polytechnic Institute and State Universit" on Justia Law

Plaintiff worked for Tug Hill Operating, LLC, for approximately a year and a half at rig sites in West Virginia. He commenced an action against Tug Hill under the Fair Labor Standards Act (“FLSA”), alleging that while Tug Hill formally classified him as an independent contractor, he actually qualified as an employee for purposes of the FLSA based on the degree of control that Tug Hill exercised over his work. He, therefore, claimed that Tug Hill was required to pay him overtime for those weeks in which he worked more than 40 hours. Tug Hill filed a motion to dismiss Plaintiff’s action on the ground that Plaintiff was contractually required to arbitrate his claim against it. In addition, RigUp itself filed a motion to intervene in order to seek the action’s dismissal in favor of arbitration. The district court granted both motions.   The Fourth Circuit reversed both rulings and remanded. The court explained that the numerous provisions in the Agreement preclude any conclusion that the Agreement was entered into solely or directly for the benefit of Tug Hill, such that Tug Hill could enforce it as a third-party beneficiary. Accordingly, the district court erred in granting Tug Hill’s motion to dismiss and compelling Plaintiff, under the arbitration agreement between him and RigUp, to proceed to arbitration with respect to his FLSA claim against Tug Hill. Moreover, the court explained that because RigUp’s agreement with Plaintiff expressly disclaimed any interest in any litigation, Plaintiff might have with a company in Tug Hill’s position RigUp cannot now opportunistically claim that intervention is necessary. View "Lastephen Rogers v. Tug Hill Operating, LLC" on Justia Law