Justia Contracts Opinion Summaries

The Church’s Deacons recommended Lee as pastor under a 20-year agreement, subject to for-cause early termination. If the Church removed Lee without cause, it would be required to pay Lee salary and benefits for the unexpired term. The agreement specified that Lee could be terminated for cause if he “commits any serious moral or criminal offense” or if he became incapacitated; it allowed either party to terminate upon “material breach.” During a 2013 congregation meeting, Lee stated that “just cause” would occur if the Church was "not growing ... stagnant, ... not a better place,” and that “if [he did not] perform [his] duties well, [he would be] out.” Based on these statements, the congregation approved the agreement. In December 2014, Church leaders recommended voiding the employment contract, reporting that from 2013-14, there was a 39% decline in offerings, a 32% drop in Sunday worship attendance, a 61% decrease in registered members, a doubling of expenditures, and a decline in the quality of community outreach. Lee had scheduled but cancelled several meetings to discuss these issues. The congregation voted to terminate Lee’s employment. Lee sued, alleging breach of contract due to termination without cause, seeking $2,643,996.40 in damages. The Third Circuit affirmed rejection of the suit on summary judgment. Adjudication of Lee’s claim would impermissibly entangle the court in religious doctrine in violation of the First Amendment’s Establishment Clause. View "Lee v. Sixth Mount Zion Baptist Church of Pittsburgh" on Justia Law

Employees at Akers's manufacturing facility were union members, represented by USW under collective bargaining agreements (CBAs). In 2016, Akers was acquired by Ampco. Former Akers employees who had retired but were under age 65 (not eligible for Medicare) then paid $195 per month for their healthcare. Ampco planned to eliminate that benefit for those who had retired before March 2015. The new plan would require retirees to purchase health insurance on the private market and then be reimbursed up to $500 per month for individuals ($700 for families), for five years. Retirees cited a February 2015 memorandum of agreement (MOA), providing that “[c]urrent retirees will remain on their existing Plan ($195.00 monthly premium).” USW filed a grievance. Ampco rejected the grievance, claiming that the Union no longer represented the retirees. USW and Cup, who retired from the plant in 2014, on behalf of a class, filed a non-substantive claim compelling arbitration under the Labor Management Relations Act, 29 U.S.C. 185; a claim to enforce the CBA; and, alternatively, a claim under the Employee Retirement Income Security Act, 29 U.S.C. 1132(a). Having ruled in the Union’s favor on the arbitration count, the court dismissed the substantive counts. The Third Circuit stayed enforcement of the arbitration order, then concluded that the dispute is not subject to arbitration under the CBA because retiree health benefits are not covered by the CBA. Retiree health benefits are discussed in the MOA, which was never incorporated into the CBA; whether the omission was was intentional or inadvertent, the contracts must be enforced as written. View "Cup v. Ampco Pittsburgh Corp" on Justia Law

The Supreme Court affirmed the district court’s order granting summary judgment in favor of Taco John’s International, Inc. (TJI), concluding that TJI properly terminated Plaintiffs, two corporate executives, for violating their employment agreements.Plaintiffs brought this action asserting breach of the employment agreements and seeking damages in excess of $1 million each. The district court granted summary judgment for TJI. The Supreme Court affirmed, holding (1) the undisputed facts showed that Plaintiffs breached the employment agreements by forming a new company while still employed as senior executives at TJI and pursuing a franchise opportunity unrelated to TJI; (2) the employment agreements unambiguously prohibited Plaintiffs from forming a new company and seeking other franchise opportunities while employed by TJI, and therefore, TJI properly terminated Plaintiffs’ employment for cause; and (3) TJI’s president and chief executive officer did not have apparent authority to allow Plaintiffs’ participation in a business venture unrelated to TJI and contrary to the terms of their employment agreements. View "Eby v. Taco John's International, Inc." on Justia Law

In 2008, Midwest hired Plaintiff. In 2015, Plaintiff informed Midwest that she was pregnant. Plaintiff claims her supervisor made negative comments and was annoyed by Plaintiff’s absences for pre-natal appointments. About three months later, Plaintiff was terminated “[d]espite … no record of discipline.” Plaintiff testified that Midwest’s president presented Plaintiff with an agreement and said that she “needed to sign then if [she] wanted any severance,” that she felt bullied and signed the agreement, which provided that Plaintiff would waive “any and all past, current and future claims” against Midwest. Plaintiff later stated that she assumed that "claims" referred to unpaid wages or benefits. Midwest paid and Plaintiff accepted $4,000.Plaintiff filed a charge with the EEOC, then filed suit, alleging that Midwest terminated her because of her pregnancy, that Midwest has a sex-segregated workforce, and discrimination in compensation, citing Title VII, 42 U.S.C. 2000e; the Pregnancy Discrimination Act, 42 U.S.C. 2000e(k); 42 U.S.C. 1981a; Michigan's Elliot-Larsen Civil Rights Act; and the Equal Pay Act, 29 U.S.C. 206(d). After filing, Plaintiff returned the $4,00, saying that she was “rescinding the severance agreement.” The Sixth Circuit reversed summary judgment entered in favor of the Defendant. Under the tender-back doctrine, contracts tainted by mistake, duress, or even fraud are voidable at the option of the innocent party if the innocent party first tenders back any benefits received; if she fails to do so within a reasonable time after learning of her rights, she ratifies the contract. The doctrine does not apply to claims under Title VII and the Equal Pay Act. View "McClellan v. Midwest Machining, Inc." on Justia Law

Lacagnina worked for Comprehend as vice president of business development, 2012-2013, when he was “abruptly” terminated. Lacgnina claims that he was fraudulently induced to enter into an employment agreement with Comprehend by false representations made to him by its founders, Morrison and Gardner. A jury awarded Lacagnina a total of $556,446 in damages, including $226,446 in damages for fraud and $75,000 for emotional distress. The court granted the defendants judgment notwithstanding the verdict on the fraud claim on the ground that Lacagnina was not damaged by the alleged fraud, and entered an amended judgment of $255,000. The court of appeal reversed in part. An employer who induces an employee to enter into an employment contract by intentionally promising compensation terms the employer never intended to honor may not avoid tort liability for fraudulent inducement of contract based on the contract’s inclusion of an “at-will’ provision that allows the employer to fire the employee at any time for any reason. The court rejected Lacagnina’s contention that an employee who recovers a judgment against an employee for lost compensation has suffered a “theft” of “labor” for which he is entitled to recover treble damages and attorneys’ fees under Penal Code Section 496(c). View "Lacagnina v. Comprehend Systems, Inc." on Justia Law

In this dispute over a noncompete agreement (NCA) the Supreme Court reaffirmed its previous holdings that an NCA must be limited to the geographical areas in which an employer has particular business interests and emphasized that this precedent remains applicable in instances where the NCA imposes a nationwide restriction on the former employee. The Court further clarified that an employer seeking a preliminary injunction enforcing an NCA bears the burden of making a prima facie showing of the NCA’s reasonableness.In this dispute over an NCA, the Supreme Court reversed the district court’s grant of the motion for a preliminary injunction filed by Respondent, an employer, seeking to enforce the terms of a noncompete agreement (NCA) against Appellant, a former employee, holding that Respondent failed to make a prima facie showing that the NCA was reasonable by showing its restrictions did not extend beyond date geographical areas in which Respondent conducted business. View "Shores v. Global Experience Specialists, Inc." on Justia Law

Plaintiffs each entered into agreements to provide services to Voice of America (VOA), a U.S. government-funded broadcast service. The agreements were a series of individual purchase order vendor (POV) contracts that each plaintiff entered into over several years with the Broadcasting Board of Governors (BBG), which oversees VOA. In 2014, the Office of Inspector General for the U.S. Department of State issued a report that was critical of the BBG’s use of POV contracts, concluding that the BBG was using such contracts in some cases to obtain personal services. Plaintiffs filed a class action complaint alleging that, along with other individuals who have served as independent contractors for VOA, they should have been retained through personal services contracts or appointed to positions in the civil service. If their contracts had been classified as personal services contracts or they had been appointed to civil service positions, they alleged, they would have enjoyed enhanced compensation and benefits. The Claims Court dismissed and denied their request for leave to file a proposed second amended complaint. The Federal Circuit affirmed, rejecting several contract-based claims, seeking damages for the loss of the additional compensation and benefits to which Plaintiffs contend they were entitled. Plaintiffs have set forth no viable theory of recovery. View "Lee v. United States" on Justia Law

Petitioners Mark and Larkin Hammond built and operated several successful restaurants in Lake Lure, North Carolina, and Greenville, South Carolina. The Hammonds hired Respondent Kyle Pertuis to manage the restaurants, and as part of his compensation, Pertuis acquired minority ownership interests in the three restaurants. Pertuis eventually decided to leave the business, and this dispute primarily concerned the percentage and valuation of Pertuis's ownership interests in the three restaurants. Following a bench trial, the trial court found the three corporate entities should have been amalgamated into a "de facto partnership" operating out of Greenville, South Carolina. The trial court further awarded Pertuis a 10% ownership interest in the two North Carolina restaurants, a 7.2% ownership interest in the South Carolina restaurant, and a total of $99,117 in corporate distributions from the restaurants. The trial court further concluded Pertuis was an oppressed minority shareholder, valued each of the three corporations, and ordered a buyout of Pertuis's shares. The court of appeals affirmed. After review, the South Carolina Supreme Court reversed the court of appeals findings as to amalgamation, "de facto partnership," and the award of 7.2% ownership interest in one of the restaurants. The Court affirmed as modified the court of appeals finding that Pertuis was entitled to unpaid shareholder distributions. The Court vacated the court of appeals opinion to the extent it made any findings as to the two North Carolina corporations, and affirmed the balance of the judgment of the court of appeals pursuant to Rule 220, SCACR. View "Pertuis v. Front Roe Restaurants, Inc." on Justia Law

Thomas Lunneborg claimed he was entitled to $60,000 severance because he was terminated without cause. Lunneborg was hired to be Chief Operating Officer (COO) of My Fun Life Corporation (MFL) on April 16, 2014. Lunneborg was terminated on July 29, 2014, ostensibly for cause. Lunneborg brought this action seeking his severance pay pursuant to the employment contract. After a bench trial, the district court found MFL did not have cause to terminate Lunneborg. Therefore, Lunneborg was awarded $60,000 in damages, which was trebled to $180,000 under the Idaho Wage Claims Act. Lunneborg was also awarded attorney fees. The court also pierced MFL’s corporate veil and found that Lunneborg’s judgment could be collected against MFL’s sole shareholder, Dan Edwards (Edwards), and against Edwards’ wife, Carrie Edwards (Carrie), personally. MFL, Edwards, and Carrie appealed, contending that the trial court erred by: (1) failing to uphold Edwards’ determination that Lunneborg was fired for cause; (2) piercing the corporate veil; and (3) abusing its discretion in the amount of attorney fees it awarded to Lunneborg. Finding no reversible error, the Idaho Supreme Court affirmed. View "Lunneborg v. My Fun Life" on Justia Law

Sutula‐Johnson sold office furniture. In 2010, OfficeMax adopted a compensation plan that paid a commission rate depending on the sale’s profit. Commissions were earned either when a customer paid or 90 days after the customer was invoiced, whichever came first. Sutula‐Johnson negotiated better terms and earned commissions upon invoicing. OfficeMax and Office Depot merged in 2013. Office Depot continued paid Sutula‐Johnson and her colleagues under the terms of the old OfficeMax plan. In July 2014, Office Depot announced a new compensation plan for furniture sales, effective immediately. Sutula‐Johnson claims she did not receive a copy of the new plan for several weeks. The new plan significantly changed how Sutula‐Johnson was paid and reduced her total pay. She initially refused to sign it, complaining about its application to sales already in the works but not yet invoiced. Sutula‐Johnson continued working for Office Depot for more than a year. In 2015 Sutula‐Johnson resigned and sued for breach of contract and violations of the Illinois Wage Payment and Collection Act, 820 ILCS. 115/1. The Seventh Circuit affirmed summary judgment for Office Depot on the breach of contract claims but reversed as to the statutory claims. Sutula‐Johnson accepted the new terms by continuing to work but offered evidence that Office Depot violated the Wage Act by failing to pay her commissions monthly and by failing to pay her commissions earned before she resigned. View "Sutula-Johnson v. Office Depot, Inc." on Justia Law