Justia Michigan Supreme Court Opinion Summaries

The Michigan Coalition of State Employee Unions and others brought an action in the Court of Claims against the State and various state agencies and officers, alleging that portions of 2011 PA 264, which amended the State Employees’ Retirement Act (SERA, MCL 38.1 et seq.), were unconstitutional because the resulting changes to retirement benefits altered rates of compensation or conditions of employment, which were within the exclusive authority of the Civil Service Commission to regulate. The Court of Claims granted plaintiffs’ motion for summary judgment. The Court of Appeals affirmed in part, reversed in part, and remanded, holding that SERA retirement benefits were properly classified as both “rates of compensation” and “conditions of employment,” neither of which was subject to legislative alteration. The Supreme Court reversed. "While the [Civil Service Commission] has considerable constitutional powers to manage the civil service system and to preserve its sphere of constitutional authority, the commission has no legislative powers. It may neither enact legislation nor revise an enactment, nor may it dictate that the Legislature repeal or modify an enactment. Therefore, we hold that because the commission has acquiesced in the application of SERA to the employees of the civil service system, plaintiff’s objections fail to establish a basis for relief." View "Michigan Coalition of State Employee Unions v. Michigan" on Justia Law

The International Union, United Automobile, Aerospace, and Agricultural Implement Workers of America and others brought an action in the Court of Appeals against Nino Green and other members of the Michigan Employment Relations Commission, the Governor, and the Attorney General, seeking a declaratory judgment that portions of 2012 PA 349 (which amended the public employment relations act (PERA, MCL 423.201 et seq.), to prohibit public employers from requiring their employees to join a union or pay union-related expenses) were unconstitutional with respect to employees in the classified state civil service. The Court of Appeals held that the challenged portions of 2012 PA 349 were constitutional. Although the Supreme Court concluded that public collective bargaining was a method by which the Civil Service Commission (could choose to exercise its constitutional duties, the Court held that the commission could not effectively require civil servants to fund the commission’s own administrative operations. Accordingly, the Supreme Court affirmed the Court of Appeals on different grounds. View "UAW v. Green" on Justia Law

The issue this case presented for the Supreme Court's consideration was whether defendant lifeguard's failure to intervene in the deceased's drowning was "the proximate cause" of his death. While governmental agencies and their employees are generally immune from tort liability under the governmental tort liability act (GTLA), MCL 691.1407(2)(c) provided an exception to this general rule when a governmental employee's conduct is both (1) grossly negligent and (2) "the proximate cause" of an injury, which the Michigan Supreme Court interpreted to mean the "most immediate, efficient, and direct cause". Plaintiff sued defendant, a governmental employee, arguing that governmental immunity did not apply because defendant's grossly negligent behavior while lifeguarding and resulting failure to rescue plaintiff's drowning son was the proximate cause of his death. Subsequently, defendant moved for summary judgment on immunity grounds, but the trial court denied defendant's motion. The Court of Appeals, in a split opinion, affirmed, concluding that a jury could reasonably find that defendant's failure to intervene constituted the proximate cause of the deceased's death. The Court of Appeals dissent instead concluded that defendant was immune from liability. After review, the Supreme Court held that the trial court erred by denying summary judgment to defendant, because the exception to governmental immunity articulated in MCL 691.1407(2) was inapplicable in this case. View "Beals v. Michigan" on Justia Law

The Michigan Supreme Court granted leave to appeal to address the constitutionality of 2012 PA 300, which modified the retirement benefits of current public school employees. Plaintiffs, which were various labor organizations representing such employees, raised three constitutional challenges: (1) whether the act violated the prohibitions of uncompensated takings in the Michigan and United States Constitutions, Const 1963, art 10, section 2 and US Const, Ams V and XIV; (2) whether the act impaired the obligation of contracts in violation of the Michigan and United States Constitutions, Const 1963, art 1, sect. 10 and US Const, art I, sect. 10, cl 1; and (3) whether the act violated the guarantee of due process in the Michigan and United States Constitutions, Const 1963, art 1, sect. 17 and US Const, Am XIV, sect. 1. After considering each of these challenges, the Michigan Court held that the act did not violate any provision of either the Michigan or the United States Constitution. View "AFT Michigan v. Michigan" on Justia Law

Carnice Hodge brought an action to appeal the Unemployment Insurance Agency’s determination that she was disqualified from receiving unemployment benefits under a section under the Michigan Employment Security Act (MESA) that disallows benefits for individuals discharged for work-related misconduct, after respondent U.S. Security Associates, Inc., terminated her employment as a security guard at Detroit Metropolitan Wayne County Airport. Hodge was fired for accessing publicly available flight departure information on a computer near her post at the request of a traveler in violation of respondent’s policy regarding the unauthorized use of client equipment. An administrative law judge affirmed the denial of benefits, as did the Michigan Compensation Appellate Commission (MCAC), but the Wayne Circuit Court reversed. The Court of Appeals granted the employer's application for leave to appeal and affirmed, holding that the circuit court had not erred by concluding as a matter of law that claimant’s behavior was a good-faith error in judgment rather than misconduct. After review, the Supreme Court reversed, finding that the circuit and appellate courts applied an incorrect standard of review by substituting their own assessment of the seriousness of Hodge's conduct for the assessment of the MCAC. Accordingly, the Supreme Court reversed the Court of Appeals and reinstated the MCAC's judgment. View "Hodge v. U.S. Security Associates, Inc." on Justia Law

While working on a fall clean-up job for defendant All Star Specialists Plus, Inc., defendant Joseph Derry was loading leaves into a truck using a leaf vacuum machine when the machine tipped over, injuring him. At the time, All Star had three insurance policies issued by Auto-Owners Insurance Company: (1) a commercial general liability policy, (2) a commercial automobile insurance (no-fault) policy, and (3) a commercial workers’ compensation policy. The general liability policy excludes from coverage “[a]ny obligation of the insured under a workers[’] compensation . . . law,” and the no-fault policy excludes coverage for “any expenses that would be payable under any workers[’] compensation law . . . .” Derry brought a negligence suit against All Star and one of its owners, Jeffery Harrison, for his injuries and sued Auto-Owners for no-fault benefits. Plaintiff Auto-Owners later filed this declaratory judgment action, seeking a determination that Derry was an employee of All Star and, thus, that the only insurance coverage available was under the workers’ compensation policy. The trial court concluded that because it was uncontroverted that Derry held himself out to the public to perform the same services as the work he performed for All Star, Derry was an independent contractor at the time of his injury and not an employee, and that Derry was therefore entitled to coverage under Auto-Owners’ general liability and no-fault policies. The court denied Auto-Owners’ motion for summary judgment and granted summary judgment in favor of Derry. Auto-Owners appealed to the Court of Appeals, and the panel affirmed in part and reversed in part. The panel affirmed the trial court’s conclusion that Derry was an independent contractor for purposes of the Worker's Disability Compensation Act (WDCA). However, the panel only reached this conclusion because it was bound under MCR 7.215(J)(1) to follow the Court of Appeals’ prior decision in "Amerisure." A special panel was convened, and in a published 4-3 decision, the majority reversed the trial court’s order granting summary judgment in favor of Derry and, thus, its determination that Derry was an independent contractor. Because the Supreme Court believed the term “employee” as defined in the WDCA was properly interpreted in "Amerisure," the Court reversed the Court of Appeals. View "Auto-Owners Insurance Co. v. All Star Lawn Specialists Plus, Inc." on Justia Law

Plaintiff, who was injured while working in Genesee County, filed a workers’ compensation claim. While his claim was pending, defendants, in their capacity as administrators of the workers’ compensation hearing system, advised plaintiff that the Genesee County hearing site where plaintiff’s case was assigned would be closed and that all pending cases from the county, including plaintiff’s, would be transferred to the State Secondary Complex in Dimondale, which is about 70 miles away in Eaton County. Plaintiff brought a mandamus action to compel defendants to maintain the Genesee County hearing site. The trial court granted mandamus relief, and in a divided and published opinion, the Court of Appeals affirmed. The issue before the Supreme Court was whether the trial court abused its discretion by issuing a writ of mandamus compelling defendants to ensure that hearings in workers’ compensation cases were held in the county in which the alleged injury occurred. The Court disagreed with the Court of Appeals, finding that plaintiff did not have a clear legal right to a hearing in Genesee County. Defendants, accordingly, did not have a clear legal obligation to hold the hearing there either. The trial court was reversed, and direct to enter judgment denying plaintiff's complaint for mandamus. View "Younkin v. Zimmer" on Justia Law

The issue this case presented to the Supreme Court centered on the application of Michigan’s Whistleblowers’ Protection Act (WPA) to a contract employee whose contract was not renewed ostensibly because of the employee’s whistleblowing activities. A contract employee whose term of employment has expired without being subject to a specific adverse employment action identified in the WPA and who sought reengagement for a new term of employment occupied the same legal position as a prospective employee. The WPA, by its express language, only applied to current employees; the statute offered no protection to prospective employees. Because the WPA did not apply when an employer decided not to hire a job applicant, it likewise had no application to a contract employee whom the employer declined to rehire for a new term of employment. "The plaintiff in this case has no recourse under the WPA because he alleges only that his former employer declined to renew his contract, not that the employer took some adverse action against him during his contractual term of employment." View "Wurtz v. Beecher Metropolitan District" on Justia Law

Anthony Henry and Keith White filed suit against Laborers’ Local 1191, Michael Aaron (the union’s business manager), and Bruce Ruedisueli (the union’s president), alleging that their indefinite layoff from employment at the union was unlawful retaliation under the Whistleblowers’ Protection Act (WPA). Henry and White had worked as business agents for the union until their terminations. They alleged that defendants asked several union members to repair the façade of the Trade Union Leadership Council building. The union recorded payments for the work as picket duty even though the members did not engage in picket duty on those days. Henry and White believed that Aaron was involved in criminal activity, including fraud, an illegal kickback scheme, and misappropriation of union funds. They also believed that the union had required members to work without proper safety precautions and without receiving union wages. Henry and White subsequently contacted the United States Department of Labor with their suspicions and informed the union of their decision to report the allegations. The Department of Labor investigated the allegations and referred the matter to an assistant United States attorney, who declined to intervene. Aaron later notified Henry and White that they had been indefinitely laid off from employment at the union. During the pendency of Henry and White’s action, Michael Dowdy and Glenn Ramsey (also business agents for the union) were terminated from their employment. Dowdy and Ramsey filed a separate WPA action against the union, Aaron, claiming that they had been terminated for their cooperation in the Department of Labor’s investigation and disclosing to investigators facts substantiating the allegations of criminal misconduct. Defendants moved for summary disposition in the Henry/White lawsuit and for partial summary disposition in the Dowdy/Ramsey lawsuit, alleging that the Labor-Management Reporting and Disclosure Act (LMRDA) preempted plaintiffs’ WPA claims and that, as a result, the court lacked subject-matter jurisdiction to hear them. The court denied both motions, concluding that the WPA’s protection of an employee against an employer’s retaliatory employment actions did not contravene the LMRDA. Defendants appealed in each case, reasserting their claim of LMRDA preemption and raising the new defense that the National Labor Relations Act (NLRA) independently preempted the circuit court from exercising subject-matter jurisdiction. The Court of Appeals consolidated the appeals and affirmed in an unpublished opinion. Upon review, the Supreme Court held that neither the NLRA nor the LMRDA preempted WPA claims premised on reporting suspected criminal misconduct. The NLRA did not cover the reporting of suspected criminal misconduct, while the LMRDA does not provide a union official with discretion to cover up suspected criminal misconduct by retaliating against employees who report their allegations. However, plaintiffs’ allegations of retaliation for their reporting of improper wages and an unsafe work environment cover conduct "arguably prohibited" by the NLRA and, as a result, must be litigated exclusively before the NLRB. As such, the Court affirmed in part the decision of the Court of Appeals and remanded this case to the Circuit Court for further proceedings. View "Henry v. Laborers Local 1191" on Justia Law

Plaintiff Hurticene Hardaway sued Wayne County in circuit court seeking a declaratory judgment, and claiming breach of contract and promissory estoppel in relation to the denial of certain lifetime benefits granted to certain former County employees. Plaintiff worked in the County's office of corporation counsel. The trial court concluded that due to language in the Wayne County Commission Resolution 94-903, plaintiff did not qualify for the benefits. The trial court ultimately granted the County's motion for summary judgment, but the Court of Appeals reversed, finding that the language in question was ambiguous. In its review of the resolution in question, the Supreme Court concluded its language was not ambiguous, therefore affirming the trial court's interpretation and judgment. View "Hardaway v. Wayne County" on Justia Law