Justia Military Law Opinion Summaries

USERRA Section 4316(b)(1) requires employers to provide employees who take military leave with the same non-seniority rights and benefits as their colleagues who take comparable non-military leaves. Plaintiff, a commercial airline pilot and military reservist, filed a class action brought under USERRA. Plaintiff alleged that because Alaska Airlines and Horizon Air Industries (collectively, the “Airlines”) provide paid leave for non-military leaves, including jury duty, bereavement, and sick leave, the Airlines are also required to pay pilots during short-term military leaves. The district court disagreed, granting summary judgment to the Airlines and concluding as a matter of law that military leave is not comparable to any other form of leave offered by the Airlines.   The Ninth Circuit reversed the district court’s grant of summary judgment. The panel held that the district court erred in concluding that no reasonable jury could find military leave comparable to non-military leave. In reaching this conclusion, the district court erred by comparing all military leaves, rather than just the short-term military leaves at issue here, with the comparator non-military leaves. The district court also erred by disregarding factual disputes about each of the three factors in the comparability analysis: duration, purpose, and control. The panel held that because factual disputes existed, comparability was an issue for the jury.   The panel, therefore, reversed and remanded. It instructed that on remand, the district court should consider in the first instance the issue of whether “pay during leave” was a standalone benefit that the airlines provided under their collective bargaining agreements to any employee on leave. View "CASEY CLARKSON V. ALASKA AIRLINES, INC., ET AL" on Justia Law

Dr. Dubnow, a board-certified physician with more than 40 years of experience, was Chief of the Emergency Department at Lovell Federal Health Care Center (FHCC). In 2017, he diverted an ambulance transporting an infant to Lake Forest Hospital, located a few minutes away from the FHCC. Lake Forest has a Level-II trauma center and is staffed with pediatric specialists. The child was pronounced dead upon arriving at Lake Forest. The FHCC, a VA hospital, investigated Dubnow’s diversion decision. This investigation eventually resulted in his removal. A review board concluded that none of the grounds for his removal were supported but the final reviewing authority reversed the review board’s decision. The district court affirmed the VA’s removal decision.The Seventh Circuit vacated the removal. The VA failed to properly apply the deferential “clearly contrary to the evidence” standard when reviewing the board’s decision to overturn Dubnow’s removal; the decision was arbitrary. The relevant question was whether the diversion was appropriate; if so, Dubnow’s removal could not be sustained. To conclude that treating the patient at the FHCC was possible, or even appropriate, is not to conclude that diverting the ambulance to a better-equipped hospital was inappropriate. A “conclusion that there was ‘no need’ to divert the patient is two steps removed from the analysis” under 38 U.S.C. 7462(d). View "Dubnow v. McDonough" on Justia Law

Social Security retirement benefits are calculated using a formula based on past earnings, 42 U.S.C. 415(a)(1)(A). Under the “windfall elimination” provision, benefits are reduced when a retiree receives a separate pension payment based on employment not subject to Social Security taxes. Pension payments exempt from the windfall reduction include those "based wholly on service as a member of a uniformed service.”A “military technician (dual status),” 10 U.S.C. 10216, is a “civilian employee” assisting the National Guard. Such technicians are required to maintain National Guard membership and must wear uniforms while working. For their work as full-time civilian technicians, they receive civil-service pay. If hired before 1984, they receive Civil Service Retirement System pension payments. As part-time National Guard members, they receive military pay and pension payments from a different arm of the government.The SSA applied the windfall elimination provision to the benefits calculation for Babcock, a dual-status technician. The district court and Sixth Circuit upheld that decision, declining to apply the uniformed-services exception.The Supreme Court affirmed. Civil Service Retirement System pensions generally trigger the windfall provision. Babcock’s technician work was not service “as” a National Guard member. A condition of employment is not the same as the capacity in which one serves. The statute states: “For purposes of this section and any other provision of law,” a technician “is” a “civilian employee,” “authorized and accounted for as” a “civilian.” While working in a civilian capacity, technicians are not subject to the Uniform Code of Military Justice. They possess characteristically civilian rights concerning employment discrimination, workers’ compensation, disability benefits, and overtime work; technicians hired before 1984 are “civil service” members, entitled to pensions as civil servants. Babcock’s civil-service pension payments are not based on his National Guard service, for which he received separate military pension payments. View "Babcock v. Kijakazi" on Justia Law

Under a 2014 policy, United pilots only accrued sick time during the first 90 days of military leave. Moss, a pilot and a Lieutenant Colonel in the Marine Corps Reserves, sued, alleging violations of the Uniformed Services Employment and Reemployment Rights Act (USERRA), 38 U.S.C. 4301, which requires employers to provide employees on military leave any seniority-based benefit the employee would have accrued but for the military leave. He claimed that sick time is a seniority-based benefit that should have continuously accrued or sick-time accrual was available to pilots on comparable periods of leave.The district court granted United summary judgment. The Seventh Circuit affirmed. For a benefit to be seniority-based, the benefit must be a reward for length of service. Sick leave is not such a reward but is "a future-oriented longevity incentive." United’s sick-time accrual policy contains a work requirement and is in the nature of compensation, not a reward for long service. . View "Moss v. United Airlines, Inc." on Justia Law

Plaintiff challenged his discharge in federal court, but the district court held that it did not have jurisdiction to hear his claims brought pursuant to the Administrative Procedure Act (APA) and the Mandamus Act because the Veterans' Benefits Act (VBA) is a comprehensive statutory scheme governing the discipline of VA employees and was the exclusive remedy for review of plaintiff's employment discharge. The district court also held that while the VBA did not bar plaintiff's procedural due process claims, the claims were not colorable because he received all the process due to him.The Eleventh Circuit concluded that the district court did not have subject-matter jurisdiction over any claim under the APA because the VBA is a comprehensive statutory scheme that precludes APA review; the district court did not have jurisdiction to hear a constitutional claim because plaintiff did not present a colorable due process claim; and there is no basis for mandamus jurisdiction because plaintiff has not established a clear right to any relief or a clear duty of the VA. Accordingly, the court affirmed the district court's decision but remanded solely so that the district court can amend its judgment to reflect that it is a dismissal without prejudice for lack of jurisdiction. View "Hakki v. Secretary, Department of Veterans Affairs" on Justia Law

The Eighth Circuit reversed the district court's orders involving plaintiff and Union Pacific's motions for judgment as a matter of law (JMOL) and plaintiff's motion for attorney fees in this suit under the Uniformed Services Employment and Reemployment Rights Act (USERRA).As a preliminary matter, the court concluded that the lack of damages or equitable relief at the district court level did not strip this court of subject matter jurisdiction. On the merits, the court concluded that the district court improperly granted plaintiff's motion for judgment as a matter of law where a reasonable jury could find Union Pacific attempted to fit plaintiff into an appropriate job within the corporation's reorganized structure upon his return from deployment, thereby leading to the conclusion Union Pacific reemployed him in accordance with the escalator position principle. The court reversed the district court's JMOL decision on the reemployment claim.In addressing the denial of its own JMOL motion, Union Pacific raised affirmative defenses for the first time on appeal. The court will not consider Union Pacific's new arguments on appeal. Nonetheless, on the record before the court and on de novo review, the court concluded that the district court should have granted Union Pacific's motion for JMOL because no reasonable jury could find in favor of plaintiff on his reemployment claim. In this case, the record does not support the conclusion that Union Pacific failed to place plaintiff in the position that he would have otherwise been in had he not been deployed. Finally, because plaintiff was not entitled to judgment as a matter of law on his reemployment claim, he does not qualify as a prevailing party for the purpose of recovering attorney fees. View "Quiles v. Union Pacific Railroad Co., Inc." on Justia Law

Adams, a member of the Arizona Air National Guard, worked in human resources for Customs and Border Patrol (the agency). In 2018, Adams performed three periods of National Guard military service. Between April 11 and July 13, Adams was activated under 10 U.S.C. 12301(d) to support a military personnel appropriation (MPA) tour in support of Twelfth Air Force; July 18-July 30, he was ordered to attend annual training under 32 U.S.C. 502(a). Between July 28 and September 30, Adams was again activated under section 12301(d) to support an MPA tour. Both 12301(d) orders stated that they were “non-contingency” activation orders.Under 5 U.S.C. 5538(a), federal employees who are absent from civilian positions due to certain military responsibilities may qualify to receive the difference between their military pay and what they would have been paid in their civilian employment during the time of their absence (differential pay). Adams requested differential pay for each of his periods of service. Adams appealed the agency's denials. The Merit Systems Protection Board held that the denials did not violate the Uniformed Services Employment and Reemployment Rights Act of 1994, 38 U.S.C. 4301–4335). The Federal Circuit affirmed. Entitlement to differential pay requires service under a call to active duty that meets the statutory definition of a contingency operation. None of Adams’s service meets the statutory requirements for differential pay, View "Adams v. Department of Homeland Security" on Justia Law

In 2011, the Navy published a job announcement for an Event Forum Project Chief, a full-time, permanent, GS-13/14-grade position. Two candidates—Beck and Wible—were certified as qualified for the position. Captain Payton selected Wible. Beck, had been in active Navy service from 1984 until his retirement in 2005 and had been promoted through a series of jobs relevant to the posted position. In 2001, Beck earned a bachelor’s degree in business with a GPA of 3.91; he earned a master’s degree in Human Resource Management and Development in 2002. In 2006, Beck rejoined the Navy workforce as a civilian Special-Events Planning Officer (SEPO), a GS-13-1 grade position. Beck had trained Wible. Payton had apparently first shown animosity toward Beck during a meeting in 2010.Beck filed a formal EEO action alleging discrimination based on race, gender, age, and disability, which engendered a retaliatory and hostile work environment. Beck resigned and unsuccessfully eventually sought corrective action from the Merit Systems Protection Board under the Uniformed Services Employment and Reemployment Rights Act of 1994.The Federal Circuit reversed in part. Preselection of the successful candidate can buttress an agency’s personnel decision to hire a less qualified candidate only when the preselection is not tainted by an unlawful discriminatory intent. The Board erred in finding that Beck’s non-selection would have occurred regardless of his prior military service as required under 38 U.S.C. 4311(c)(1). View "Beck v. Department of the Navy" on Justia Law

After the DEA terminated Darek and Lisa Kitlinski's employment based on their refusal to participate in an internal investigation into their own allegations of misconduct by the DEA, the Kitlinskis alleged that the DEA terminated Darek in violation of the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA), and that the DEA terminated Lisa in retaliation for her support of Darek’s USERRA claims against the DEA. The Kitlinskis also claim that the DEA retaliated against them for their prior protected activity in violation of Title VII of the Civil Rights Act of 1964.The Fourth Circuit affirmed the district court's grant of summary judgment in favor of the DEA, concluding that the Kitlinskis offer no evidence that Darek's military service or his prior USERRA-protected activity was a motivating factor in his termination. Furthermore, even assuming that Armstrong v. Index Journal Co., 647 F.2d 441, 448 (4th Cir. 1981), applies here, the court has little difficulty concluding that the DEA's interest in ensuring its employees' full participation in internal investigations outweighs any interest Lisa had in promoting USERRA's nondiscriminatory purpose. The court also concluded that no reasonable factfinder could conclude that the DEA terminated the Kitlinskis' employment in retaliation for engaging in protected activity. The court explained that the Kitlinskis offer no evidence showing that the DEA terminated their employment for any reason other than their conduct during the OPR investigation. The court rejected the Kitlinskis' remaining claims. View "Kitlinski v. Department of Justice" on Justia Law

Santos’s affiliation with NASA started in 1997. In 2018, Santos, then a NASA mechanical engineer and a commander in the U.S. Navy Reserve, was transferred to a new division, under the supervision of Balles, chief of the Ground Systems Branch of the Commercial Division. Despite receiving multiple accolades for his service in previous years, Santos began receiving letters of instruction and reprimand under Balles, alleging deficient performance. Although Balles maintained that she had no problems with Santos’s mandatory military obligations, the timing of many letters coincided with Santos’s requests for military leave. The letters emphasized Santos’s ability to “report to work in a timely manner and maintain regular attendance at work.” After months of difficulties, Balles formally placed Santos on a performance improvement plan (PIP) and later issued a notice of proposed removal. The Merit Systems Protection Board upheld his removal, rejecting Santos’s claim under the Uniformed Services Employment and Reemployment Rights Act (USERRA), 38 U.S.C. 4331(a).The Federal Circuit vacated. The Board’s decision to not consider Santos’s allegation that he should never have been placed on a PIP was based on a misinterpretation of 5 U.S.C. 4302(c)(6). The events leading to Santos’s PIP may be directly relevant to Santos’s ability to satisfy his initial burden under USERRA. View "Santos v. National Aeronautics and Space Administration" on Justia Law