Justia Massachusetts Supreme Court Opinion Summaries

The Supreme Judicial Court affirmed the judgment of the trial judge finding the Massachusetts Water Resources Authority (MWRA) liable for a retaliatory termination and awarding a total damages of $1,332,271, holding that there was no error in the proceedings below.The jury found the MWRA terminated Plaintiff in retaliation for his taking leave under the Family and Medical Leave Act (FMLA), 29 U.S.C. 2615, and expressing his intention to take FMLA leave in the future. The jury awarded back pay damages for Plaintiff's lost wages, made an advisory award of damages for the future loss of Plaintiff's pension benefits, and awarded damages for emotional distress and punitive damages. The trial judge further awarded liquidated damages and attorney's fees and costs. The MWRA appealed, primarily challenging the jury instructions. The Supreme Judicial Court affirmed, holding (1) the trial judge did not commit prejudicial error in instructing the jury; and (2) there was no abuse if discretion in calculating and awarding damages. View "DaPrato v. Massachusetts Water Resources Authority" on Justia Law

In this case concerning whether retail salespeople who are paid entirely in commissions or draws are entitled to additional overtime or Sunday pay, the Supreme Judicial Court held that such employees are entitled to overtime or Sunday pay with separate and additional payments of one and one-half times the minimum wage for every hour the employees worked over forty hours or on Sunday.At issue before the Court was whether the defendant employers in this case satisfied their obligations under the overtime statute, Mass. Gen. Laws ch. 151, 1A, and the Sunday pay statute, Mass. Gen. Laws ch. 136, 6, when they paid draws or commissions that equaled or exceeded the minimum wage for the plaintiff employees' first forty hours of work and one and one-half times the minimum wage for all hours worked over forty hours or on Sunday. The Supreme Judicial Court held that draws and commissions cannot be allocated retroactively as hourly and overtime wages and Sunday pay even where the draws and commissions equal or exceed the minimum wage for the employees' first forty hours of work and one and one-half times the minimum wage for all hours worked over forty hours or on Sunday. View "Sullivan v. Sleepy's LLC" on Justia Law

In this case brought under the Wage Act, Mass. Gen. Laws ch. 149, 150, the Supreme Judicial Court reversed the denial of Plaintiff's motion for class certification, holding that Mass. R. Civ. P. 23, as amended, provides the correct standard for determining class certification in a claim under the wage laws and that Plaintiff met his burden of demonstrating numerosity under that rule.Plaintiff alleged on behalf of himself and a putative class of similarly situated employees that Defendant had a practice of violating the "reporting pay" or "three hour" requirement of 454 Code Mass. Regs. 27.04(1). At issue was whether either the Wage Act or the minimum fair wage law, Mass. Gen. Laws ch. 151, 20, specify a different standard for class certification from that set forth in Rule 23 and whether the numerosity requirement was satisfied in this case. The motion judge denied Plaintiff's motion for class certification, concluding that the class was insufficiently numerous to satisfy the certification requirements of Rule 23. The Supreme Judicial Court reversed and remanded for further proceedings, holding that the motion judge correctly used the Rule 23 factors to analyze Plaintiff's claim but that the judge abused his discretion in denying class certification. View "Gammella v. P.F. Chang's China Bistro, Inc." on Justia Law

The Supreme Judicial Court vacated in part and affirmed in part the decision of the Commonwealth Employment Relations Board upholding the Department of Labor Relations' (DLR) dismissal of Employees' challenges under the First Amendment to the exclusive representation and the mandatory agency fee provisions of the collective bargaining statute, Mass. Gen. Laws ch. 150E, holding that Employees' constitutional challenge to the agency fee provision was moot and that the First Amendment challenge to the exclusive representation provisions of the statute was foreclosed by Supreme Court precedent.While this case was on appeal, the United States Supreme Court held, in Janus v. American Federation of State, County & Municipal Employees, Council 31, 138 S. Ct. 2448 (2018) that all State agency fee laws violate the First Amendment by compelling nonmembers of public sector unions to support their unions' speech. The Supreme Judicial Court held (1) because the unions voluntarily stopped collecting agency fees to comply with Janus, Employees' agency fee provision challenge was moot; and (2) because the Supreme Court has deemed exclusive representation to be constitutional, Employees' challenge to the exclusive representation provisions of the statute were without merit. View "Branch v. Commonwealth Employment Relations Board" on Justia Law

The Supreme Judicial Court reversed the grant of summary judgment in favor of Defendants and the denial of Plaintiffs’ motion for summary judgment, holding that Plaintiffs, who worked for Defendants’ company that grew, harvested, packages, and distributed bean sprouts, were entitled to overtime pay for the hours they worked over forty each week under the overtime statute, Mass. Gen. Laws ch. 151, 1A.The superior court judge concluded Plaintiffs were not entitled to overtime wages because the work they performed fell under the agricultural exemption to the overtime statute, Mass. Gen. Laws ch. 151, 1A. The Supreme Judicial Court disagreed after reading the plain language of the exemption in Mass. Gen. Laws ch. 151, 1A(19) narrowly in include only the work of planting, raising, and harvesting crops, holding that Plaintiffs were not “engaged in agriculture and farming” within the meaning of the agricultural exemption and thus were entitled to overtime pay as provided by the overtime statute. View "Arias-Villano v. Chang & Sons Enterprises, Inc." on Justia Law

The Supreme Judicial Court affirmed the award of attorney’s fees to Plaintiffs under the fee-shifting provisions of the Wage Act, Mass. Gen. Laws ch. 149, 148, 150, holding that the “catalyst test” applied to the Wage Act claims and that the trial judge correctly found that Plaintiffs satisfied that test in this case.Plaintiffs were employees who filed a claim against their employer. The end result was a favorable settlement agreement and stipulation of dismissal. Plaintiffs then filed a motion for attorney’s fees. Defendants opposed the motion, arguing that the test for determining prevailing party status under federal fee-shifting statutes was the test established by Buckhannon Board & Care Home, Inc. v. West Virginia Department of Health & Human Resources, 532 U.S. 598 (2001). The judge concluded that the catalyst test and not the Buckhannon test applied to Massachusetts fee-shifting statues and that, under this test, Plaintiffs were “prevailing parties” for purposes of an award of attorney’s fees and costs. The Supreme Judicial Court affirmed, holding (1) the catalyst test applies to Wage Act claims; and (2) the trial judge did not err in finding that Plaintiffs satisfied the catalyst test in this case. View "Ferman v. Sturgis Cleaners, Inc." on Justia Law

The Supreme Judicial Court vacated the superior court’s allowance of Defendant’s motion for summary judgment and remanded this discrimination case, holding that the trial judge erred in determining that Plaintiff had failed to meet his burden of showing a prima facie case of discrimination.Plaintiff, a lieutenant in the Massachusetts State police, brought this Mass. Gen. Laws ch. 151B, 4 action alleging that he suffered discrimination when he was denied a transfer to a different troop station on the basis of his age, race, or national origin. The superior court granted summary judgment in favor of the State police, holding that Plaintiff did not meet his burden of showing that the denial of his request for a lateral transfer was an “adverse employment action.” The Supreme Judicial Court vacated the superior court’s judgment, holding (1) under certain circumstances, the failure to grant a lateral transfer to a preferred position may constitute an adverse employment action under ch. 151B; and (2) because Plaintiff met his burden of showing a prima facie case of discrimination, this case is remanded to the motion judge to decide the issue of whether Plaintiff’s request for a lateral transfer was motivated by discriminatory animus. View "Yee v. Massachusetts State Police" on Justia Law

The Supreme Judicial Court affirmed the decisions of the superior court judges allowing two police officers’ motions for judgment on the pleadings and vacating the decisions of the Essex Regional Retirement Board and the State Board of Retirement denying the officers a retirement allowance under Mass. Gen. Laws ch. 32, 15(4) due to the officers’ respective criminal convictions, holding that requiring the forfeiture of the officers’ pension allowances was in error.John Swallow, a police sergeant for the town of Manchester-by-the-Sea, was on administrative leave when he was charged with crimes related to the discharge of his personal firearm. Brian O’Hare, a police sergeant of the State police, was charged with the federal crime of using the Internet to entice a person under the age of eighteen to engage in unlawful sexual activity. The two boards in these cases each concluded that the officers’ convictions violated the fundamental tenets of their positions as law enforcement officials and denied them a retirement allowance. The Supreme Judicial Court reversed, holding that section 15(4) did not require the forfeiture of the officers' pension allowances. View "Essex Regional Retirement Board v. Swallow" on Justia Law

The Supreme Judicial Court affirmed the superior court’s dismissal of employees’ (Employees) putative class action lawsuit brought against the corporate officers (Officers) of a ISIS Parenting, Inc. (Company), holding that the superior court judge properly granted the Officers’ motion to dismiss.After the Company abruptly ceased operations and terminated its entire workforce, the Employees brought a class action lawsuit against the Company in federal court alleging a violation of the Federal Worker Adjustment and Retraining Notification Act, 29 U.S.C. 2101-2109 (WARN Act). After receiving a nearly $2 million default judgment, the Employees brought a putative class action lawsuit against the Officers in state court under Mass. Gen. Laws ch. 149, 148 (Wage Act), alleging (1) the WARN Act damages constituted wrongfully withheld “earned wages” for which the Officers were liable; and (2) the Officers committed a breach of fiduciary duties owed to the Company by allowing the Company to violate the WARN Act. The superior court granted the Officers’ motion to dismiss. The Supreme Judicial Court affirmed, holding that the Employees’ complaint was properly dismissed because (1) WARN Act damages are not “earned wages” under the Wage Act; and (2) the Employees did not assert a viable claim for breach of fiduciary duties. View "Calixto v. Coughlin" on Justia Law

The Supreme Judicial Court affirmed the order of the superior court judge confirming an arbitration award, holding that the award did not violate public policy under the circumstances of this case.Employee, a police officer, was terminated from his position as a police officer in the Pittsfield police department for making false statements. Thereafter, Employee’s union (Union) filed a grievance under a collective bargaining agreement between the Union and the City of Pittsfield. An arbitrator found that there was not just cause for termination and reinstated Employee. The City commenced an action pursuant to Mass. Gen. Laws ch. 150C, 11 to vacate the arbitrator’s award, arguing that it was contrary to public policy. A superior court judge confirmed the arbitration award. The Supreme Court affirmed, holding that where the arbitrator found that Employee’s statements were not intentionally false and did not lead to a wrongful arrest of prosecution or result in any deprivation of liberty or denial of civil rights, the arbitrator’s award of reinstatement did not violate public policy. View "City of Pittsfield v. Local 447 International Brotherhood of Police Officers" on Justia Law