Justia Contracts Opinion Summaries

Kelly Kohn and Kohn Electric, LLC, appealed a damages award given in favor of Eugene Pegg for $11,299 for breach of an oral partnership agreement. Pegg had been an electrician for more than 30 years and had several employers throughout his career. In 1999, Sungold, a sunflower seed processing facility, became Pegg's customer, and Pegg brought the Sungold account with him when he changed employers. Kohn had been an electrician since 1996 and became a partner in each of the companies in which he was employed. In 2009, both Pegg and Kohn worked at Enterprise Electric in Valley City. In March 2009, Kohn left Enterprise Electric and started Kohn Electric. In June 2009, Pegg was dissatisfied with his job at Enterprise Electric because the company refused to pay him a percentage of the substantial revenue generated by the Sungold account. Pegg testified he approached Kohn and proposed that they become partners in Kohn Electric, with Pegg contributing the Sungold account and $10,000 in capital. In return, Pegg would receive 10 percent of the gross revenue generated by the Sungold account, 10 percent of Kohn Electric's net revenue, and an hourly wage. Pegg stated he agreed to the same wage he received from Enterprise Electric and agreed to no paid vacations or overtime pay. Although no written agreement existed about the alleged partnership, Pegg testified he and Kohn "shook hands on it," and Pegg began working at Kohn Electric in July 2009. Pegg paid $9,152.49 for a pickup truck titled in Kohn Electric and paid for tools and equipment for the business. After Kohn denied he and Pegg were partners, Pegg quit Kohn Electric and in 2011 brought this action for breach of the oral partnership agreement, seeking recovery of proceeds due under the agreement. Before trial, Kohn paid Pegg $9,152.49 for his contributions to the business. Following a bench trial, the district court found the parties entered into an oral partnership agreement, Pegg substantially performed his obligations under the agreement by contributing the pickup, equipment and the Sungold account, and Kohn breached the agreement. The court found no agreement existed giving Pegg 10 percent of Kohn Electric's net income from all accounts, but it awarded Pegg $11,164 representing 10 percent of the gross revenue generated from the Sungold account during Pegg's employment. Judgment of $11,299, including costs and disbursements, was entered against Kohn and Kohn Electric. Because the district court's challenged findings of fact were not clearly erroneous, the Supreme Court affirmed. View "Pegg v. Kohn" on Justia Law

Kyle Kercher sued the Board of Regents at the University of Nebraska and the University of Nebraska at Omaha (collectively, “the University”), alleging that the University breached his employment contract when it removed him from his appointed professorship that he alleged was a part of his tenured appointment as a faculty member. The district court granted partial summary judgment in favor of Kercher on the issue of liability. Damages were stipulated by the parties, save for the issue of attorney fees. The University appealed the judgment against it, and Kercher cross-appealed the district court’s order awarding him attorney fees. The Supreme Court affirmed, holding that the district court properly granted Kercher’s motion for partial summary judgment and did not abuse its discretion in its award of attorney fees for Kercher. View "Kercher v. Board of Regents" on Justia Law

Richard M. Gilley sued his former employer, Southern Research Institute ("SRI"), seeking compensation he alleged he was owed as a result of his work leading to SRI's procurement of United States Patent No. 5,407,609. The trial court entered a summary judgment in favor of SRI, and Gilley appealed that judgment to the Supreme Court. After review, the Supreme Court found that because Gilley did not timely assert a claim based on a January 2005 transaction in his complaint and because the money received by SRI in a July 2007 transaction was not intellectual-property income subject to sharing under the SRI awards policy, the summary judgment entered by the trial court was proper and was therefore affirmed. View "Gilley v. Southern Research Institute" on Justia Law

In 2001, St. Jude hired Tormey to sell cardiac-related medical devices. Tormey entered into several agreements, providing Tormey’s initial sales quota would be zero due to a noncompete agreement; that St. Jude would hire a technical support specialist (TSS) to assist Tormey; and that St. Jude could terminate Tormey if he failed to meet sales quotas. St. Jude made a $650,000 interest-free loan; Tormey executed a promissory note. Around the time he began selling for St. Jude’s, Tormey’s wife was diagnosed with terminal lung cancer. Tormey informed St. Jude of his wife’s condition. He began inquiring about when St. Jude would hire a TSS and negotiated sales quotas accordingly. Tormey rejected the TSS assigned in October 2003. Tormey’s wife’s condition worsened in November; Tormey thereafter did not meet quotas. She died in May, 2004. Two weeks later, St. Jude, terminated the agreements. Tormey claimed that he accepted St. Jude’s proposal that if Tormey waived any actions against St. Jude, it would waive repayment of the $650,000 and presumed his obligations had been discharged. There are no written documents and St. Jude denies any such agreement. The district court rejected Tormey’s counterclaims alleging fraud and, after a jury was unable to reach a verdict, entered judgment for St. Jude on the note, finding that it did not first commit a material breach. The Eighth Circuit affirmed. View "St. Jude Med. S.C., Inc. v. Tormey" on Justia Law

Phillip Khalil was employed with Front, Inc. for approximately seven years. Khalil later informed Front that he intended to resign to take a position with Eckersley O’Callaghan Structural Design (EOC), one of Front’s competitors. Front, however, terminated Khalil’s employment upon discovering that he worked on several side projects for Front’s competitors, including EOC, in violation of the terms of his employment contract. Front retained Meister Seelig & Fein LLP (MSF), whose attorney sent a letter to Khalil making certain demands. The attorey then sent a letter to EOC making demands nearly identical to those made in the letter to Khalil. Khalil and EOC failed to comply with Front’s demands. Front subsequently commenced an action against Khalil and EOC alleging, inter alia, civil conspiracy and misappropriation of trade secrets. Khalil commenced a third-party action against MSF and its attorney (collectively, MSF), asserting a cause of action for libel per se based upon statements made by MSF in its letter to Khalil. Supreme Court determined that the letter to Khalil was absolutely privileged and dismissed the third-party action against MSF. The Appellate Division affirmed. The Court of Appeals affirmed, holding that because the letters were written in the preliminary stages of an anticipated action, they were properly subject to a qualified privilege. View "Front, Inc. v. Khalil" on Justia Law

In 1999, Allstate reorganized its business and terminated the at-will employment contracts of about 6,200 sales agents, offering them conversion to independent contractor status; $5,000 and an economic interest in their accounts, to be sold to buyers approved by Allstate; severance pay equal to one year’s salary; or severance pay of 13 weeks’ pay. Employees who chose independent contractor status received a bonus of at least $5,000, were not required to repay any office-expense advances, and acquired transferable interests in their business two years after converting. All employees who chose not to convert and left the company were bound by noncompetition covenants in their original contracts. As a condition of becoming independent contractors, agents were required to sign a release waiving existing legal claims against Allstate. The Equal Employment Opportunity Commission sued, claiming that the company violated federal anti-retaliation laws. The district court reversed. The Third Circuit affirmed, noting the settled rule that employers can exchange consideration for releases of claims and that EEOC established neither protected activity nor an adverse action. View "Equal Emp't Opportunity Comm'n v. Allstate Ins. Co" on Justia Law

A Milwaukee County General Ordinance prospectively eliminated Medicare Part B premium reimbursement upon retirement for employees who did not retire before retirement dates established by Milwaukee County. Plaintiffs were of retirement age, had fifteen years of credited service to the County, but did not retire by the dates established in the ordinance. Plaintiffs claimed that the ordinance impaired their vested contract right to reimbursement of Medicare Part B premiums when they retire. The court of appeals granted summary judgment to Milwaukee County. The Supreme Court affirmed, holding (1) the County did not abrogate a vested contract right when it prospectively modified a health insurance benefit it offered for employees who had not yet retired; (2) County employees have a vested contract right to Medicare Part B premium reimbursement when they fulfill all three criteria for its payment, including actual retirement; and (3) because Plaintiffs did not meet all three criteria in this case, they did not fulfill the requirements necessary to establish a vested contract right to reimbursement. View "Wis. Fed’n of Nurses and Health Prof’ls v. Milwaukee County" on Justia Law

NanoMech, researcher and developer of nanotechnologies, filed suit against defendant, a former employee, for breach of a noncompete agreement. On appeal, NanoMech challenged the district court's judgment on the pleadings for defendant. The court affirmed the district court's finding that the noncompete agreement was unenforceable under Arkansas law where any error in the district court's decision to convert defendant's motion to dismiss into a Rule 12(c) motion for judgment on the pleadings was harmless; under Arkansas law, a noncompete agreement must be valid as written; and a blanket prohibition on defendant's ability to seek employment of any kind with an employer in the nanotechnology industry anywhere in the world is overbroad, unreasonable, and therefore unenforceable. View "NanoMech, Inc. v. Suresh" on Justia Law

Before it was acquired by DirecTV, 180 Connect entered into an employment arbitration agreement with Marenco, which prohibited filing a class or collective action, or a representative or private attorney general action. After acquiring 180 Connect, DirecTV retained employees, including Marenco. Marenco later filed suit, alleging that DirecTV had issued debit cards in payment of wages to a putative class of employees. Plaintiffs who used their cards to withdraw cash at ATM machines were required to pay an activation fee and a cash withdrawal fee, resulting in DirecTV’s failure to pay plaintiffs’ full wages in violation of the Unfair Competition Law and Labor Code 212. DirecTV moved to compel arbitration of Marenco’s individual claims, and stay the class claims. Marenco argued that DirecTV lacked standing to enforce the agreement and that the agreement was unconscionable and unenforceable under California law. The U.S. Supreme Court then issued its 2011 decision, AT&T Mobility v. Concepcion, holding that the Federal Arbitration Act preempts the California rule of unconscionability. The trial court ordered arbitration of Marenco’s individual claims, holding that DirecTV had standing; the class action waiver is not unconscionable; and prohibition of representative actions does not violate the National Labor Relations Act (29 U.S.C. 157). The court of appeal affirmed. View "Marenco v. DirecTV, LLC" on Justia Law

M&G purchased the Point Pleasant Polyester Plant in 2000 and entered a collective bargaining agreement and a related Pension, Insurance, and Service Award Agreement with the union, providing that certain retirees, surviving spouses, and dependents, would “receive a full Company contribution towards the cost of [health care] benefits”; that such benefits would be provided “for the duration of [the] Agreement”; and that the Agreement would be subject to renegotiation in three years. After the expiration, M&G announced that it would require retirees to contribute to the cost of their health care benefits. Retirees sued, alleging that the 2000 Agreement created a vested right to lifetime contribution-free health care benefits. On remand, the district court ruled in favor of the retirees; the Sixth Circuit affirmed. The Supreme Court vacated and remanded, noting that welfare benefits plans are exempt from the Employee Retirement Income Security Act, 29 U.S.C. 1051(1), 1053, 1081(a)(2), 1083, and applying ordinary principles of contract law. The Court stated that Sixth Circuit precedent distorts ordinary principles of contract law, which attempt to ascertain the intention of the parties, “by placing a thumb on the scale in favor of vested retiree benefits in all collective-bargaining agreements.” The Sixth Circuit did not consider the rules that courts should not construe ambiguous writings to create lifetime promises and that “contractual obligations will cease, in the ordinary course, upon termination of the bargaining agreement.” View "M&G Polymers USA, LLC v. Tackett" on Justia Law