Justia Contracts Opinion Summaries

Burton founded and ran companies that manufactured and distributed medical device parts. By 2006, the companies employed approximately 140 people and generated annual revenue of $14 million. In 2007, Burton sold to Teleflex and entered into a two-year employment agreement with Teleflex, providing that she could terminate her employment by providing 30 days’ written notice. Teleflex could fire Burton without cause by providing 30 days’ written notice or could fire Burton for cause, upon written notice and an opportunity to cure. Burton, then age 67, became Vice President of New Business Development, supervised by Boarini. The two had a strained relationship. During an argument, Burton asked Boarini whether he wanted her to resign. There is evidence that she stated that she was resigning, stayed out of the office for two days, then left on a previously-scheduled vacation, after which SMD “accepted” her resignation in writing. The district court granted Telefex summary judgment on claims under the Age Discrimination in Employment Act, 29 U.S.C. 621; Title VII of the Civil Rights Act, 42 U.S.C. 2000e; and state law. The Third Circuit reversed, finding genuine issues of fact on whether Burton resigned. View "Burton v. Teleflex Inc." on Justia Law

These three cases stemmed from a residency policy that called for employees of the City of Niagara Falls School District hired or promoted after the policy's effective date to reside in the City and maintain residency there during their employment. Here the District's Administrator for Human Resources notified three employees that they were suspected of violating the residency policy. The Board then terminated the employees' employment for failure to comply with the policy. On appeal, the Appellate Court (1) found that the District did not meet its burden of proving by clear and convincing evidence that the employee had changed her domicile in the first case; (2) found the Board's determination was not arbitrary and capricious in the second case; and (3) determined that the third employee's termination was arbitrary and capricious. The Court of Appeals reversed in the first case, affirmed in the second case, and reversed and remanded in the third case, holding (1) the residency policy and its implementing regulations were clear and unambiguous; (2) the District's notice-and-hearing procedures easily complied with due process; and (3) in the majority of these cases, the Board's determinations were not arbitrary or an abuse of discretion. View "Beck-Nichols v. Bianco" on Justia Law

Plaintiff appealed from the district court's dismissal of his suit alleging claims of equitable estoppel and breach of fiduciary duties pursuant to the Employee Retirement Income Security Act of 1974 (ERISA), 29 U.S.C. 1001 et seq. The district court dismissed the complaint for failure to state a claim. The court held that plaintiff stated a claim for relief that was cognizable under ERISA, in light of CIGNA Corp. v. Amara. Because relief was available under the surcharge doctrine under Amara, the court did not address the equitable estoppel claim and the district court was free to consider that claim on remand. Finally, the district court did not err in dismissing Defendant Entergy Mississippi where plaintiff failed to allege that Entergy Mississippi sponsored or administered the plan or made any decisions with respect to his benefits. View "Gearlds, Jr. v. Entergy Services, Inc., et al" on Justia Law

Dean Pepper, the owner and sole shareholder of D.F. Pepper Construction (DFP) was driving one of his trucks home in the early winter morning. An icy road caused the truck to slide into Pepper's house and crash through the foundation and west wall. The house was later condemned and demolished as a result of the damage. The house was insured by Nationwide Casualty Insurance Company. Nationwide paid the loss. As subrogee of Pepper, Nationwide then sued DFP, the registered owner of the truck, alleging vicarious liability for the negligence of its employee, Pepper. The superior court issued judgment in favor of Nationwide, finding that Pepper had been negligent and that the antisubrogation rule did not apply in this case. The Supreme Court affirmed, holding that the trial court did not err in its judgment. View "Nationwide Prop. & Cas. Ins. Co. v. D.F. Pepper Constr., Inc." on Justia Law

American Family appealed the district court's order denying its motion for judgment as a matter of law or, in the alternative, for a new trial and awarding defendant attorney's fees pursuant to section 91A.8 of the Iowa Wage Payment Collection Law (IWPCL). The court concluded that the district court did not abuse its discretion in granting defendant's Rule 15(b)(2) motion to amend the pleadings to add the IWPCL claim because the claim was tried with American Family's implied consent and the amendment did not result in prejudice to American Family. The district court did not abuse its discretion in awarding attorney's fees to defendant under the IWPCL. Any error in giving jury Instruction 13A was harmless in light of the subsequently given Instruction No. 14. Accordingly, the court affirmed the judgment of the district court. View "American Family Mutual Ins. Co. v. Hollander" on Justia Law

A group of retired firefighters and police officers who worked for the City of Columbia all elected to have group health insurance provided to them by the city. Prior to July 2009, the City paid all costs to fund the group health insurance for employees and retirees. The retirees received newsletters stating that their health insurance was free and were told by the City's human resources department that retiree health insurance would be at no cost to the retiree. In planning the 2009-2010 budget, the City considered a number of cost-saving measures including shifting part of rising health care costs to participants in the group health plan. The retirees sued under claims of breach of contract, promissory estoppel, and equitable estoppel. The circuit court granted summary judgment in favor of the City on the retirees' causes of action. Seven of the thirteen retirees appealed that decision. Upon review, the Supreme Court found that the trial court properly granted summary judgment against the retirees on their contract and estoppels claims to the extent that those claims were based on an employee handbook and benefits booklet each received when they were hired. However, the Court found that the trial court erred in granting summary judgment against the retirees on their estoppel claims based upon representations made by their supervisors and the City's human resources personnel. View "Bishop v. City of Columbia" on Justia Law

Hallmark sued its former employee, defendant, for a breach of the parties' separation agreement and won a jury verdict of $860,000 on its breach of contract claim. Defendant appealed, arguing that the district court erred in delivering an adverse inference instruction to the jury and the award on Hallmark's breach of contract claim was excessive. In light of the overwhelming evidence of bad faith and prejudice before the district court, the court concluded that its failure to issue explicit findings before delivering the otherwise warranted adverse inference instruction was harmless error which did not prejudice defendant. By awarding Hallmark more than its $735,000 severance payment, the jury award placed Hallmark in a better position than it would find itself had defendant not breached the agreement. Accordingly, the jury's award of the $125,000 payment was improper and the court vacated and remanded for the district court to reduce the fee award appropriately. View "Hallmark Cards v. Murley" on Justia Law

Employee filed a complaint against Corporation seeking damages for breach of contract, unjust enrichment, and wrongful termination. Previous to the suit, Corporation offered Employee a severance package that Employee rejected because it would have taken away any rights to a claim for a change in control. A jury found for Employee on all counts except for wrongful termination. The trial court awarded damages and attorney's fees to Employee. The Supreme Court affirmed in part, reversed in part, and remanded, holding the circuit court did not err when it (1) refused to hold, as a matter of law, that Employee failed to present sufficient evidence to demonstrate that a change in control occurred; (2) instructed the jury to construe any ambiguities in the contracts against the drafter; (3) submitted Employee's alternative theory of mandatory severance benefits to the jury; (4) submitted Employee's claim for unjust enrichment to the jury; (5) admitted the testimony of Employee's damages expert; and (6) awarded Employee attorneys' fees and expenses for breach of the severance agreement. However, the trial court erred in determining that the severance agreement entitled Employee to recover his legal fees for claims that were not related to breach of the severance agreement. View "Online Res. Corp. v. Lawlor" on Justia Law

Upon an investigation by the Maine Bureau of Insurance (Bureau) and the Maine Attorney General's Office (AG's Office) into the questionable business practices of Bankers Life and Casualty Company (Company), Appellant, the Company's employee, accepted responsibility for his own unlawful conduct. In exchange, several state officials (Appellees) representing the Bureau and the AG's Office agreed to take no further action against Appellant. Appellees, however, subsequently agreed to Appellant's termination in a separate agreement with the Company. Appellant filed a complaint against Appellees, asserting violations of 42 U.S.C. 1983 and 42 U.S.C. 1985(2). The district court dismissed the complaint, concluding (1) Appellees were entitled to absolute immunity on the section 1983 claim, and (2) Appellant failed to plead a plausible section 1985(2) claim. The First Circuit Court of Appeals affirmed, holding (1) Appellees met their burden in establishing they were entitled to absolute immunity for entering into the consent agreements with Appellant and the Company, and the district court did not err by refusing to invoke the doctrine of judicial estoppel on Appellees' immunity defense; and (2) because the complaint failed to allege any racial or class-based invidiously discriminatory animus underlying Appellees' actions, the district court properly dismissed Appellant's section 1985(2) claim. View "Knowlton v. Shaw" on Justia Law

Blue Cross and Blue Shield of Montana (BCBS) signed an employment agreement with Plaintiff containing a clause to compel arbitration for any disputes regarding the employment agreement. After Plaintiff's employment was terminated, Plaintiff brought an action against BCBS claiming that BCBS violated the Wrongful Discharge from Employment Act (WDEA). Plaintiff, however, could bring a WDEA claim only if she did not have a written contract of employment for a specific term. The district court compelled arbitration to allow the arbitrator to determine in the first instance whether Plaintiff had a term employment contract. The Supreme Court affirmed the district court's order to compel arbitration, holding that because the instant dispute implicated the terms or provisions of the employment agreement, the district court correctly determined that an arbitrator should decide, in the first instance, whether Plaintiff was an at-will employee or whether she had a term contract. View "Marsden v. Blue Cross & Blue Shield of Mont., Inc." on Justia Law