tag:blogger.com,1999:blog-69826187452726989542024-03-13T20:48:56.116-06:00The Utah Employment LawyerA resource for those wanting a little help with Utah employment lawD. Scott Crookhttp://www.blogger.com/profile/11277657748375126721noreply@blogger.comBlogger404125tag:blogger.com,1999:blog-6982618745272698954.post-10616540766726144562019-02-08T19:37:00.002-07:002019-02-09T15:19:17.764-07:00Cases --- February 3rd through 9th, 2019<div dir="ltr" style="text-align: left;" trbidi="on">
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<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><b>No Cases</b></span></div>
Smehttp://www.blogger.com/profile/03956797608397026059noreply@blogger.com0tag:blogger.com,1999:blog-6982618745272698954.post-87401546024064487252019-02-06T21:25:00.001-07:002019-02-08T17:55:06.573-07:00Cases --- January 27th through February 2nd, 2019<div dir="ltr" style="text-align: left;" trbidi="on">
<b><u><span style="font-family: "georgia" , "times new roman" , serif; font-size: large;">Labor Unions</span></u></b><br />
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><br /></span>
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><a href="https://www.ca10.uscourts.gov/opinions/18/18-9521.pdf"><b>*National Labor Relations Board v. Wolf Creek Nuclear Operating Corporation </b>(10th Cir., January 29, 2019) (Granting the Board's application for enforcement of 2018 decision holding the Buyers were nonmanagerial employees representable by the union)</a></span><br />
<b><u><span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><br /></span></u></b>
<b><u><span style="font-family: "georgia" , "times new roman" , serif; font-size: large;">Workers Compensation/Occupational Safety and Disease</span></u></b><br />
<a href="https://3.bp.blogspot.com/-YWYLJN6IT3M/XF4kzo6PHKI/AAAAAAAAEWE/9M0pzn7wUYIdGPTz2vsBm18uVg5kTAuPgCLcBGAs/s1600/migraine%2B1.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" data-original-height="450" data-original-width="675" height="133" src="https://3.bp.blogspot.com/-YWYLJN6IT3M/XF4kzo6PHKI/AAAAAAAAEWE/9M0pzn7wUYIdGPTz2vsBm18uVg5kTAuPgCLcBGAs/s200/migraine%2B1.jpg" width="200" /></a><span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><br /></span>
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><a href="https://www.ca10.uscourts.gov/opinions/17/17-4170.pd"><b>*Deardorff v. Commissioner, SSA</b> (10th Cir., January 29, 2019) (reversing denial of disability benefits: the ALJ failed to consider Deardorff's migraines, and failed to discuss probative evidence conflicting with his opinion)</a></span><br />
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><br /></span>
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><a href="https://www.ca10.uscourts.gov/opinions/18/18-2082.pdf"><b>*Todorova v. Commissioner, SSA </b>(10th Cir., January 31, 2019) (affirming denial of disability benefits: Todorova's impairments were not severe</a>)</span><br />
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><br /></span>
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><a href="https://www.ca10.uscourts.gov/opinions/17/17-1452.pdf"><b>*Vallejo v. Commissioner, SSA </b>(10th Cir., February 1, 2019) (reversing district court award of benefits (itself reversing of Commissioner's denial of benefits): the Commissioner applied the correct legal standards, and thedenial of benefits was supported by substantial evidence)</a></span><br />
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><br /></span>
<span style="font-family: "georgia" , "times new roman" , serif;"><b>*</b>The 10th Circuit has declared that these cases are not binding precedent except under the doctrines of law of the case, res judicata, or collateral estoppel. They may be cited, however, for persuasive value under Fed.R.App.P. 32.1 and 10th Cir.R. 32.1.</span></div>
Smehttp://www.blogger.com/profile/03956797608397026059noreply@blogger.com0tag:blogger.com,1999:blog-6982618745272698954.post-65649709023624200962019-02-04T15:52:00.001-07:002019-02-04T15:52:27.167-07:00Job Description Creation 101<div class="separator" style="clear: both; text-align: center;">
<a href="https://2.bp.blogspot.com/-4GRejEIM1W8/XFjBYtrpJ8I/AAAAAAAAA9A/JNNyP079v2Y9Z2_B3VgdN9X1A9DVZLIjwCLcBGAs/s1600/20190204_151521.jpg" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" data-original-height="1200" data-original-width="1600" height="150" src="https://2.bp.blogspot.com/-4GRejEIM1W8/XFjBYtrpJ8I/AAAAAAAAA9A/JNNyP079v2Y9Z2_B3VgdN9X1A9DVZLIjwCLcBGAs/s200/20190204_151521.jpg" width="200" /></a></div>
<div style="text-align: justify;">
Businesses
throughout this country—whether small, medium, or large—are busy trying to make
money by providing goods and services to their customers and clients.<span style="margin: 0px;"> </span>Charities, schools, governmental entities are
also trying to provide services to their constituencies to help them.<span style="margin: 0px;"> </span>It is fair to say that all such
organizations—at least the ones that intend to survive—are focused on their
core purposes and, most often, are single-minded in assuring that they meet
their organizational goals.<span style="margin: 0px;"> </span>Of course,
in most instances, these organizations must employ people—people that they hope
are competent, trustworthy, and efficient in providing these services to their
customers, clients, and constituencies.<span style="margin: 0px;">
</span>While these entities intuitively recognize the importance of their
employees in meeting their goals, because the existential threat of failure
looms large to many supervisors, business owners, and managers, they often give
low priority to things that they view as diversions from their core
purposes.<span style="margin: 0px;"> </span>Unfortunately, many view the
development of human resource forms, policies, and procedures as such
diversions and, accordingly, either ignore or put off to another day developing
such documents or hastily adopt documents they find on the internet, have used
in a previous or alternative business, or obtain from other dubious
sources.<span style="margin: 0px;"> </span>Such an approach is obviously
fraught with problems, particularly when it comes to job descriptions.</div>
<div style="text-align: justify;">
<br /></div>
<br />
<div style="margin: 0px; text-align: justify;">
The
development of job descriptions is undoubtedly viewed by most people, including
many human resources professional and employment lawyers, as mundane and
tedious work.<span style="margin: 0px;"> </span>However, there are very
few more important employment related documents.<span style="margin: 0px;"> </span>A job description is at the center of most
administrative and court proceedings, and, they are critical documents in,
among others, overtime disputes, labor disputes, discrimination claims
brought under the Americans with Disabilities Act (ADA),<u><span style="color: #000120; font-family: "Times New Roman",serif;"> </span></u>First Amendment discrimination cases,<span style="margin: 0px;"> </span> and Family and Medical
Leave Act disputes.</div>
<u><span style="color: #000120; font-family: "Times New Roman",serif;"></span></u><div style="margin: 0px;">
<br /></div>
<br />
<div style="margin: 0px; text-align: justify;">
For
instance, at the core of all ADA accommodation requests and disputes is the
question whether an individual “with or without reasonable accommodation, can
perform the essential functions of the employment position that [the]
individual holds or desires." Similarly, in FMLA fitness-for-duty
certifications “an employer must provide an employee with a list of essential
functions of the employee’s job” in order to assess whether he or she can
return to work.<span style="margin: 0px;"> </span>Moreover, while not dispositive, a job
description can be extremely relevant in assessing whether an employee is
exempt from overtime or minimum wage requirements under the FLSA.</div>
<div style="margin: 0px; text-align: justify;">
<u><span style="color: #000120; font-family: "Times New Roman",serif;"></span></u><br /></div>
<br />
<div style="margin: 0px;">
Because of
these issues, the development of accurate and comprehensive job descriptions is
very important for all employers. The components of a complete job description
include:</div>
<div style="margin: 0px;">
<br /></div>
<br />
<div style="line-height: normal; margin: 0px 0px 0px 96px; text-indent: -0.5in;">
<span style="font-family: Symbol; margin: 0px;"><span style="margin: 0px;">·<span style="font-size-adjust: none; font-stretch: normal; font: 7pt "Times New Roman"; margin: 0px;">
</span></span></span>Specific Position Identification Information</div>
<div style="line-height: normal; margin: 0px 0px 0px 96px; text-indent: -0.5in;">
<span style="font-family: Symbol; margin: 0px;"><span style="margin: 0px;">·<span style="font-size-adjust: none; font-stretch: normal; font: 7pt "Times New Roman"; margin: 0px;">
</span></span></span>Position Summary</div>
<br />
<div style="line-height: normal; margin: 0px 0px 0px 96px; text-indent: -0.5in;">
<span style="font-family: Symbol; margin: 0px;"><span style="margin: 0px;">·<span style="font-size-adjust: none; font-stretch: normal; font: 7pt "Times New Roman"; margin: 0px;">
</span></span></span>Job Duties</div>
<br />
<div style="line-height: normal; margin: 0px 0px 0px 144px; text-indent: -0.5in;">
<span style="font-family: "Courier New"; margin: 0px;"><span style="margin: 0px;"> o<span style="font-size-adjust: none; font-stretch: normal; font: 7pt "Times New Roman"; margin: 0px;">
</span></span></span>Essential Job Duties</div>
<br />
<div style="line-height: normal; margin: 0px 0px 0px 144px; text-indent: -0.5in;">
<span style="font-family: "Courier New"; margin: 0px;"><span style="margin: 0px;"> o<span style="font-size-adjust: none; font-stretch: normal; font: 7pt "Times New Roman"; margin: 0px;">
</span></span></span>Non-Essential Job Duties</div>
<br />
<div style="line-height: normal; margin: 0px 0px 0px 96px; text-indent: -0.5in;">
<span style="font-family: Symbol; margin: 0px;"><span style="margin: 0px;">·<span style="font-size-adjust: none; font-stretch: normal; font: 7pt "Times New Roman"; margin: 0px;">
</span></span></span>Job Qualification Requirements, Skills, and
Attributes</div>
<br />
<div style="line-height: normal; margin: 0px 0px 0px 96px; text-indent: -0.5in;">
<span style="font-family: Symbol; margin: 0px;"><span style="margin: 0px;">·<span style="font-size-adjust: none; font-stretch: normal; font: 7pt "Times New Roman"; margin: 0px;">
</span></span></span>Working Conditions</div>
<br />
<div style="line-height: normal; margin: 0px 0px 0px 144px; text-indent: -0.5in;">
<span style="font-family: "Courier New"; margin: 0px;"><span style="margin: 0px;"> o<span style="font-size-adjust: none; font-stretch: normal; font: 7pt "Times New Roman"; margin: 0px;">
</span></span></span>Physical Effort Requirements</div>
<br />
<div style="line-height: normal; margin: 0px 0px 0px 144px; text-indent: -0.5in;">
<span style="font-family: "Courier New"; margin: 0px;"><span style="margin: 0px;"> o<span style="font-size-adjust: none; font-stretch: normal; font: 7pt "Times New Roman"; margin: 0px;">
</span></span></span>Atmospheric Conditions</div>
<br />
<div style="line-height: normal; margin: 0px 0px 0px 144px; text-indent: -0.5in;">
<span style="font-family: "Courier New"; margin: 0px;"><span style="margin: 0px;"> o<span style="font-size-adjust: none; font-stretch: normal; font: 7pt "Times New Roman"; margin: 0px;">
</span></span></span>Hazards</div>
<br />
<div style="line-height: normal; margin: 0px 0px 0px 144px; text-indent: -0.5in;">
<span style="font-family: "Courier New"; margin: 0px;"><span style="margin: 0px;"> o<span style="font-size-adjust: none; font-stretch: normal; font: 7pt "Times New Roman"; margin: 0px;">
</span></span></span>OSHA Categories</div>
<br />
<div style="line-height: normal; margin: 0px 0px 0px 96px; text-indent: -0.5in;">
<span style="font-family: Symbol; margin: 0px;"><span style="margin: 0px;">·<span style="font-size-adjust: none; font-stretch: normal; font: 7pt "Times New Roman"; margin: 0px;">
</span></span></span>Other Duties</div>
<br />
<div style="line-height: normal; margin: 0px 0px 0px 96px;">
<br /></div>
While these descriptions broadly
describe what should be included, the position or job descriptions must be
comprehensive and specific.<span style="margin: 0px;">
</span>Additionally, the job description must be prepared with or by somebody
who has experience with the position who can accurately depict and describe the
actual job requirements and duties.<span style="margin: 0px;"> </span>In
preparing the descriptions a person should:<br />
<br />
<br />
<div style="line-height: normal; margin: 0px 0px 0px 96px; text-indent: -0.5in;">
<span style="font-family: Symbol; margin: 0px;"><span style="margin: 0px;">·<span style="font-size-adjust: none; font-stretch: normal; font: 7pt "Times New Roman"; margin: 0px;">
</span></span></span>Give specific details rather than generalities</div>
<br />
<div style="line-height: normal; margin: 0px 0px 0px 96px; text-indent: -0.5in;">
<span style="font-family: Symbol; margin: 0px;"><span style="margin: 0px;">·<span style="font-size-adjust: none; font-stretch: normal; font: 7pt "Times New Roman"; margin: 0px;">
</span></span></span>Focus on the job to be done not on the person
currently doing the job</div>
<br />
<div style="line-height: normal; margin: 0px 0px 0px 96px; text-indent: -0.5in;">
<span style="font-family: Symbol; margin: 0px;"><span style="margin: 0px;">·<span style="font-size-adjust: none; font-stretch: normal; font: 7pt "Times New Roman"; margin: 0px;">
</span></span></span>Update the job description frequently (annually
is a good rule of thumb)</div>
<br />
<div style="line-height: normal; margin: 0px 0px 0px 96px; text-indent: -0.5in;">
<span style="font-family: Symbol; margin: 0px;"><span style="margin: 0px;">·<span style="font-size-adjust: none; font-stretch: normal; font: 7pt "Times New Roman"; margin: 0px;">
</span></span></span>Never use words that might give rise to an
inference of discrimination, <i style="mso-bidi-font-style: normal;">e.g.</i>,
“youthful” or “able-bodied”</div>
<br />
<div style="line-height: normal; margin: 0px 0px 0px 96px; text-indent: -0.5in;">
<span style="font-family: Symbol; margin: 0px;"><span style="margin: 0px;">·<span style="font-size-adjust: none; font-stretch: normal; font: 7pt "Times New Roman"; margin: 0px;">
</span></span></span>Focus on outcomes not attitudes, <i style="mso-bidi-font-style: normal;">e.g., </i>replace “take initiative on
projects” with “initiates, organizes, manages, and reports on assigned
projects.</div>
<br />
<div style="line-height: normal; margin: 0px 0px 0px 96px; text-indent: -0.5in;">
<span style="font-family: Symbol; margin: 0px;"><span style="margin: 0px;">·<span style="font-size-adjust: none; font-stretch: normal; font: 7pt "Times New Roman"; margin: 0px;">
</span></span></span>Carefully differentiate between essential and
non-essential functions</div>
<br />
<div style="line-height: normal; margin: 0px 0px 0px 96px; text-indent: -0.5in;">
<span style="font-family: Symbol; margin: 0px;"><span style="margin: 0px;">·<span style="font-size-adjust: none; font-stretch: normal; font: 7pt "Times New Roman"; margin: 0px;">
</span></span></span>Include all job duties that are consistently
performed over a consistent amount of time</div>
<div style="mso-element: footnote-list;">
<hr align="left" size="1" width="33%" />
<div id="ftn1" style="mso-element: footnote;">
<div style="margin: 0px;">
<br /></div>
</div>
<div id="ftn8" style="mso-element: footnote;">
</div>
</div>
<b></b><i></i><u></u><sub></sub><sup></sup><strike></strike>D. Scott Crookhttp://www.blogger.com/profile/11277657748375126721noreply@blogger.com0tag:blogger.com,1999:blog-6982618745272698954.post-66857445968943453512019-02-01T19:32:00.002-07:002019-02-08T17:37:39.618-07:00Cases --- January 20th through 26th, 2019<div dir="ltr" style="text-align: left;" trbidi="on">
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><b><u>Miscellaneous</u></b></span><br />
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><br /></span>
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><a href="https://www.utcourts.gov/opinions/supopin/SLC%20v.%20Kidd20190123_20150280_4.pdf"><b>Salt Lake City v. Kidd</b> (Utah, January 23, 2019) (Kidd </a></span><br />
<div class="separator" style="clear: both; text-align: center;">
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><span style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><a href="https://www.utcourts.gov/opinions/supopin/SLC%20v.%20Kidd20190123_20150280_4.pdf"><img border="0" data-original-height="140" data-original-width="59" src="https://3.bp.blogspot.com/-lUMZMo4AnxE/XFuf9_1ybTI/AAAAAAAAEV4/16xw-fY5Qs8yokdEmo78Oul7fUP0a-TDwCLcBGAs/s1600/blog%2Bwalker.jpg" /></a></span></span></div>
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><a href="https://www.utcourts.gov/opinions/supopin/SLC%20v.%20Kidd20190123_20150280_4.pdf">failed to preserve or to brief her equal protection or First Amendment claims in connection with her conviction for working as an escort without a license)</a></span><br />
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><br /></span>
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><b><u>Wages</u></b></span><br />
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><br /></span>
<a href="https://www.ca10.uscourts.gov/opinions/17/17-2072.pdf"><span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><b>Cummings v. Dean</b> (10th Cir., January 24, 2019) (reversing denial of qualified immunity to Dean, </span><span style="font-family: "georgia" , "times new roman" , serif; font-size: large;">director of Labor Relations, New Mexico Workforce Solutions, on due process failure to issue prevailing wage rates) </span></a><br />
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><br /></span>
<b><u><span style="font-family: "georgia" , "times new roman" , serif; font-size: large;">Workers Compensation/Occupational Safety and Disease</span></u></b><br />
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><br /></span>
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><a href="https://www.ca10.uscourts.gov/opinions/18/18-6063.pdf"><b>*McKenna v. Commissioner, SSA</b> (10th Cir., January 23, 2019) (affirming denial of disability benefits: McKenna's work was cognitive, not sedentary)</a></span><br />
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><br /></span><span style="font-family: "georgia" , "times new roman" , serif;">*The 10th Circuit has declared that these cases are not binding precedent except under the doctrines of law of the case, res judicata, or collateral estoppel. They may be cited, however, for persuasive value under Fed.R.App.P. 32.1 and 10th Cir.R. 32.1.</span></div>
Smehttp://www.blogger.com/profile/03956797608397026059noreply@blogger.com0tag:blogger.com,1999:blog-6982618745272698954.post-26036629025687206162019-01-19T22:39:00.000-07:002019-01-24T16:04:00.305-07:00Cases --- January 13th through 19th, 2019<div dir="ltr" style="text-align: left;" trbidi="on">
<b><u><span style="font-family: "georgia" , "times new roman" , serif; font-size: large;">Wages</span></u></b><br />
<b><u><span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><br /></span></u></b>
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><a href="https://www.supremecourt.gov/opinions/18pdf/17-340_o7kq.pdf"><b>New Prime, Inc., v. Oliveira</b> (U.S., January 15, 2019) (affirming decision that the Federal Arbitration Act excepts from coverage disputes involving "contracts of employment" and that the term "contracts of employment" covers, not just employer-employee relationships, but contracts with independent contractors, as well)</a></span><br />
<b><u><span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><br /></span></u></b>
<b><u><span style="font-family: "georgia" , "times new roman" , serif; font-size: large;">Workers Compensation/Occupational Safety and Disease</span></u></b><br />
<div class="separator" style="clear: both; text-align: center;">
<a href="https://3.bp.blogspot.com/-1__E7pJ7j6k/XEZQMiAJ2YI/AAAAAAAAEUU/o7pUMaZPlXUm-oiERyt-9LYkYrDEdRM6ACLcBGAs/s1600/Liberty%2BMutual.png" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" data-original-height="120" data-original-width="250" height="96" src="https://3.bp.blogspot.com/-1__E7pJ7j6k/XEZQMiAJ2YI/AAAAAAAAEUU/o7pUMaZPlXUm-oiERyt-9LYkYrDEdRM6ACLcBGAs/s200/Liberty%2BMutual.png" width="200" /></a></div>
<b><u><span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><br /></span></u></b>
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><b><a href="https://www.ca10.uscourts.gov/opinions/17/17-3249.pdf">Liberty Mutual Fire Insurance Company v. Woolman</a><a href="https://www.ca10.uscourts.gov/opinions/17/17-3249.pdf"> </a></b></span><span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><a href="https://www.ca10.uscourts.gov/opinions/17/17-3249.pdf">(10th Cir., January 14, 2019) (affirming determination that Liberty Mutual didn't breach a duty to him by failing to procure black-lung disease insurance for Woolman's company, Clemens Coal)</a></span><br />
</div>
Smehttp://www.blogger.com/profile/03956797608397026059noreply@blogger.com0tag:blogger.com,1999:blog-6982618745272698954.post-88397472581241702862019-01-11T18:26:00.000-07:002019-01-14T18:08:11.513-07:00Cases --- January 6th through 12th, 2019<div dir="ltr" style="text-align: left;" trbidi="on">
<b><span style="font-family: Georgia, Times New Roman, serif; font-size: large;"><u>Miscellaneous</u> </span></b><br />
<div class="separator" style="clear: both; text-align: center;">
<b><span style="font-family: Georgia, Times New Roman, serif; font-size: large;"><a href="https://2.bp.blogspot.com/-S0wTSQAfTL0/XDlCDwC4S9I/AAAAAAAAETM/jCk8o__j5Y4GvY4YYmh8jH40noBql6f0gCLcBGAs/s1600/25%2525.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" data-original-height="291" data-original-width="451" height="128" src="https://2.bp.blogspot.com/-S0wTSQAfTL0/XDlCDwC4S9I/AAAAAAAAETM/jCk8o__j5Y4GvY4YYmh8jH40noBql6f0gCLcBGAs/s200/25%2525.jpg" width="200" /></a></span></b></div>
<span style="font-family: Georgia, Times New Roman, serif; font-size: large;"><b><span style="font-family: "georgia" , "times new roman" , serif; font-size: medium;"><br /></span></b>
<span style="font-family: "georgia" , "times new roman" , serif; font-size: medium;"><a href="https://www.supremecourt.gov/opinions/18pdf/17-773_4h25.pdf"><b>Culbertson v. Berryhill </b>(U.S., January 8, 2019) (reversing 11th Circuit decision in a disability benefit proceeding under the Social Security Act: The section 406 25% cap applies only to fees for court representation, not to aggregate fees)</a></span></span></div>
Smehttp://www.blogger.com/profile/03956797608397026059noreply@blogger.com0tag:blogger.com,1999:blog-6982618745272698954.post-60307357842850266362019-01-09T14:13:00.000-07:002019-01-09T17:48:16.601-07:00Cases --- December 30th, 2018, through January 5th, 2019<div dir="ltr" style="text-align: left;" trbidi="on">
<b><span style="font-family: "georgia" , "times new roman" , serif; font-size: large;">No Cases </span></b><br />
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<b><span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><a href="https://4.bp.blogspot.com/-HukJblJzU08/XDaWNuODvDI/AAAAAAAAESw/IGugpOu6zAgh3gh3NKabSpfHL-GlCNE9gCLcBGAs/s1600/empty%2Bbox.jpg" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" data-original-height="333" data-original-width="500" height="133" src="https://4.bp.blogspot.com/-HukJblJzU08/XDaWNuODvDI/AAAAAAAAESw/IGugpOu6zAgh3gh3NKabSpfHL-GlCNE9gCLcBGAs/s200/empty%2Bbox.jpg" width="200" /></a></span></b></div>
</div>
Smehttp://www.blogger.com/profile/03956797608397026059noreply@blogger.com0tag:blogger.com,1999:blog-6982618745272698954.post-75049291970974991692019-01-09T00:56:00.001-07:002019-01-10T18:00:09.508-07:00Cases --- December 23rd through 29th, 2018<div dir="ltr" style="text-align: left;" trbidi="on">
<a href="https://1.bp.blogspot.com/-OBJaYPVFabg/XDfqf49IzRI/AAAAAAAAETA/7Ni6tJIlDr0oRDfkyezf_ZQNd4xBTIuDwCLcBGAs/s1600/DTC%2BEnergy.png" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" data-original-height="323" data-original-width="324" height="199" src="https://1.bp.blogspot.com/-OBJaYPVFabg/XDfqf49IzRI/AAAAAAAAETA/7Ni6tJIlDr0oRDfkyezf_ZQNd4xBTIuDwCLcBGAs/s200/DTC%2BEnergy.png" width="200" /></a><span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><b><u>Contract/Noncompete/Trade Secret/Wrongful Termination</u></b></span><br />
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><br /></span>
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><a href="https://www.ca10.uscourts.gov/opinions/18/18-1113.pdf"><b>DTC Energy Group, Inc., v. Hirschfeld</b> (10th Cir., December 28, 2018) (affirming denial of DTC's motion for preliminary injunction for, <i>inter alia</i>, breach of contract and misappropriation of trade secrets: DTC could not show that Hirschfeld's ongoing solicitation of DTC clients violated his employment agreement)</a></span><br />
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><br /></span>
<b><u><span style="font-family: "georgia" , "times new roman" , serif; font-size: large;">Workers Compensation/Occupational Safety and Disease</span></u></b><br />
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><br /></span>
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><a href="https://www.ca10.uscourts.gov/opinions/18/18-6003.pdf"><b>Schulenberg v. BNSF Railway Company</b> (10th Cir., December 27, 2018) (affirming summary judgment for BNSF on Schulenberg's FELA claims: there was no abuse of discretion as Schulenberg presented no dispute of material fact)</a></span></div>
Smehttp://www.blogger.com/profile/03956797608397026059noreply@blogger.com0tag:blogger.com,1999:blog-6982618745272698954.post-80629110388884359152019-01-08T20:01:00.001-07:002019-01-09T01:04:59.835-07:00Cases --- December 16th through 22nd, 2018<div dir="ltr" style="text-align: left;" trbidi="on">
<b><u><span style="font-family: "georgia" , "times new roman" , serif; font-size: large;">Contract/Noncompete/Trade Secret/Wrongful Termination</span></u></b><br />
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><br /></span>
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<div class="separator" style="clear: both; text-align: center;">
<a href="https://3.bp.blogspot.com/-7bHipsvfRWA/XDVkB3LqwHI/AAAAAAAAESk/unPlxm6sTpAda39NjIjfAREx0FGaFu9QwCLcBGAs/s1600/trade%2Bsecrets.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" data-original-height="1019" data-original-width="1600" height="201" src="https://3.bp.blogspot.com/-7bHipsvfRWA/XDVkB3LqwHI/AAAAAAAAESk/unPlxm6sTpAda39NjIjfAREx0FGaFu9QwCLcBGAs/s320/trade%2Bsecrets.jpg" width="320" /></a></div>
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><a href="https://www.ca10.uscourts.gov/opinions/18/18-1015.pdf"><b>*Hawg Tools, LLC, v. Newsco International </b>(10th Cir., December 18, 2018) (affirming denial of motion to reopen claims for trade secret misappropriation of a trade secret; the district court correctly held it barred by claim preclusion)</a></span><br />
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><br /></span>
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><b><u>Discrimination/Retaliation</u></b></span><br />
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><br /></span>
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><a href="https://www.ca10.uscourts.gov/opinions/18/18-7009.pdf"><b>*Medearis v. City of Tahlequah </b>(10th Cir., December 21, 2018) (affirming summary judgment in favor of the City on Medearis's claim that the City interfered with his FMLA leave)</a></span><br />
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><br /></span>
<b style="font-family: Georgia, "Times New Roman", serif; font-size: x-large;"><u>Miscellaneous</u></b><br />
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><br /></span>
<a href="https://www.ca10.uscourts.gov/opinions/18/18-1409.pdf"><span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><b>*Mitchell v. Lietaer</b> (10th Cir., December 21, 2018) (affirming dismissal of action before the </span><span style="font-family: "georgia" , "times new roman" , serif; font-size: large;">EEOC</span><span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"> </span><span style="font-family: "georgia" , "times new roman" , serif; font-size: large;">for lack of subject matter jurisdiction: Mitchell fails to allege any form of discrimination, or even to claim even that Lietaer was her employee)</span></a><br />
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><br /></span>
<b><u><span style="font-family: "georgia" , "times new roman" , serif; font-size: large;">Workers Compensation/Occupational Safety and Disease</span></u></b><br />
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><br /></span>
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><a href="https://www.utcourts.gov/opinions/appopin/Benson%20v.%20Labor%20Commission20181220_20170872_228.pdf"><b>Benson v. Utah Labor Commission </b>(Utah Ct. App., December 20, 2018) (affirming denial of benefits under the Workers' Compensation Act: substantial evidence supported the Commission decision; there was no abuse of discretion)</a></span><br />
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><br /></span>
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><a href="https://www.ca10.uscourts.gov/opinions/18/18-1291.pdf"><b>*Greene v. Logisticare Solutions, LLC</b> (10th Cir., December 17, 2018) (affirming dismissal of Greene's ADA claim, barred by issue preclusion)</a></span><br />
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><br /></span>
<span style="font-family: "georgia" , "times new roman" , serif;">*The 10th Circuit has declared that these cases are not binding precedent except under the doctrines of law of the case, res judicata, or collateral estoppel. They may be cited, however, for persuasive value under Fed.R.App.P. 32.1 and 10th Cir.R. 32.1.</span></div>
Smehttp://www.blogger.com/profile/03956797608397026059noreply@blogger.com0tag:blogger.com,1999:blog-6982618745272698954.post-91900846800725067192019-01-04T19:47:00.000-07:002019-01-11T18:33:31.130-07:00Cases --- December 9th through 15th, 2008<div dir="ltr" style="text-align: left;" trbidi="on">
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><b><u>Contract/Noncompete/Trade Secret/Wrongful Termination</u></b></span><br />
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><br /></span>
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><a href="https://www.ca10.uscourts.gov/opinions/18/18-3153.pdf"><b>*Jones v. Office of Administrative Hearings </b>(10th Cir., December 11, 2018) (affirming dismissal of Jones's equal protection and due process claims after she was fired after failing a drug test)</a></span><br />
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<b><u><span style="font-family: "georgia" , "times new roman" , serif; font-size: large;">Workers Compensation/Occupational Safety and Disease</span></u></b><br />
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><br /></span>
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><a href="https://www.ca10.uscourts.gov/opinions/17/17-1462.pdf"><b>*Vigil v. Commissioner, SSA </b>(10th Cir., December 11, 2018) (affirming denial of disability benefits: Vigil failed to satisfy the criteria for any listed impairment)</a></span><br />
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><br /></span>
<a href="https://www.ca10.uscourts.gov/opinions/17/17-9545.pdf"><span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><b>*Turner Brothers v. Conley</b> (10th Cir., </span><span style="font-family: "georgia" , "times new roman" , serif; font-size: large;">December 11, 2018) (affirming award of black lung benefits to Conley, who was exposed to coal dust for 15 years, satisfying the BLBA)</span></a><br />
<a href="https://1.bp.blogspot.com/-ddAlZCWWCIc/XDlDxTnZiJI/AAAAAAAAETY/Lu56CdRbA6sf_ts9y1ewYhzquKUYtPs9ACLcBGAs/s1600/black%2Blung%2B4.png" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" data-original-height="414" data-original-width="614" height="134" src="https://1.bp.blogspot.com/-ddAlZCWWCIc/XDlDxTnZiJI/AAAAAAAAETY/Lu56CdRbA6sf_ts9y1ewYhzquKUYtPs9ACLcBGAs/s200/black%2Blung%2B4.png" width="200" /></a><br />
<br />
<span style="font-family: "georgia" , "times new roman" , serif;">*The 10th Circuit has declared that these cases are not binding precedent except under the doctrines of law of the case, res judicata, or collateral estoppel. They may be cited, however, for persuasive value under Fed.R.App.P. 32.1 and 10th Cir.R. 32.1.</span></div>
Smehttp://www.blogger.com/profile/03956797608397026059noreply@blogger.com0tag:blogger.com,1999:blog-6982618745272698954.post-67352252582196365672018-12-05T11:26:00.001-07:002018-12-05T11:26:27.385-07:00ALERT - Utah Public Employees May Now Use Medicinal Marijuana<div style="text-align: justify;">
<a href="https://3.bp.blogspot.com/-QRYwGWE06MI/XAgXwOTXthI/AAAAAAAAA7w/VIHcHeSljeM8gBi5K73jxLIMCL7mOojsgCLcBGAs/s1600/Marijuana.png" imageanchor="1" style="-webkit-text-stroke-width: 0px; background-color: transparent; clear: left; color: #0066cc; float: left; font-family: Times New Roman; font-size: 16px; font-style: normal; font-variant: normal; font-weight: 400; letter-spacing: normal; margin-bottom: 1em; margin-right: 1em; orphans: 2; text-align: center; text-decoration: underline; text-indent: 0px; text-transform: none; white-space: normal; word-spacing: 0px;"><img border="0" data-original-height="342" data-original-width="351" height="194" src="https://3.bp.blogspot.com/-QRYwGWE06MI/XAgXwOTXthI/AAAAAAAAA7w/VIHcHeSljeM8gBi5K73jxLIMCL7mOojsgCLcBGAs/s200/Marijuana.png" width="200" /></a>On December 4, 2018, Utah Governor Gary Herbert signed <a href="https://le.utah.gov/~2018S3/bills/static/HB3001.html" target="_blank">H.B. 3001, the Utah Medical Cannabis Act</a>, a bill that authorized the immediate implementation of a system that permits the use of medical cannabis in Utah. Included within the bill are provisions that requires the Utah state government and all Utah political subdivisions to "treat [their] employee's use of medical cannabis . . . in the same way [they] treat[] employee use of opioids and opiates." In other words, if a public employee's use of an opiate is permissible under its drug testing policies, such as, when an employee is using an opiate with a legal prescription, the employee's use of medical cannabis must also be permitted. Additionally, the bill provides that an employee who is convicted of a<b><i><u> federal</u></i></b> offense for conduct that would have been lawful under the Utah Medical Cannabis Act is not subject to forfeiture of retirement benefits. </div>
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<div style="text-align: justify;">
Public employers should take steps immediately to assure that their drug testing programs comply with the new provisions of this Act.</div>
<div class="separator" style="clear: both; text-align: center;">
<a href="https://3.bp.blogspot.com/-QRYwGWE06MI/XAgXwOTXthI/AAAAAAAAA7w/VIHcHeSljeM8gBi5K73jxLIMCL7mOojsgCLcBGAs/s1600/Marijuana.png" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"></a></div>
D. Scott Crookhttp://www.blogger.com/profile/11277657748375126721noreply@blogger.com0tag:blogger.com,1999:blog-6982618745272698954.post-59372730593721970252018-12-04T22:32:00.001-07:002019-01-11T18:41:53.035-07:00Cases --- December 2nd through 8th, 2018<div dir="ltr" style="text-align: left;" trbidi="on">
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><b><u>Workers Compensation/Occupational Safety and Disease</u></b></span><br />
<a href="https://4.bp.blogspot.com/-xCj9ZTfBlJ4/XDlFyCVuK7I/AAAAAAAAETk/2uqAhVDQgK0MQocyuktA5MmqB6NV-jZfwCLcBGAs/s1600/Locomotive%2BInspection.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" data-original-height="212" data-original-width="320" height="131" src="https://4.bp.blogspot.com/-xCj9ZTfBlJ4/XDlFyCVuK7I/AAAAAAAAETk/2uqAhVDQgK0MQocyuktA5MmqB6NV-jZfwCLcBGAs/s200/Locomotive%2BInspection.jpg" width="200" /></a><span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><br /></span>
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><a href="https://www.ca10.uscourts.gov/opinions/17/17-1050.pdf"><b>Straub v. BNSF Railway Company </b>(10th Cir., December 3, 2018) (reversing dismissal of Straub's FELA claim insofar as it is based on Locomotive Inspection Act strict liability)</a></span></div>
Smehttp://www.blogger.com/profile/03956797608397026059noreply@blogger.com0tag:blogger.com,1999:blog-6982618745272698954.post-10560477884602109052018-12-04T18:03:00.000-07:002018-12-04T18:03:20.694-07:00Cases --- November 25th through December 1st, 2018<div dir="ltr" style="text-align: left;" trbidi="on">
<span style="font-family: Georgia, Times New Roman, serif; font-size: large;"><u><b>Wages</b></u></span><br />
<span style="font-family: Georgia, Times New Roman, serif; font-size: large;"><br /></span>
<span style="font-family: Georgia, Times New Roman, serif; font-size: large;"><a href="https://www.ca10.uscourts.gov/opinions/18/18-6054.pdf"><b>*Agrawal v. Ogden</b> (10th Cir., November 28, 2018) (affirming latest dismissal in a lengthy series of actions seeking to void the results of an unpaid wage dispute) </a></span><br />
<span style="font-family: Georgia, Times New Roman, serif; font-size: large;"><br /></span>
<span style="font-family: georgia, "times new roman", serif;">*The 10th Circuit has declared this case not to be binding precedent except under the doctrines of law of the case, res judicata, or collateral estoppel. They may be cited, however, for persuasive value under Fed.R.App.P. 32.1 and 10th Cir.R. 32.1.</span></div>
Smehttp://www.blogger.com/profile/03956797608397026059noreply@blogger.com0tag:blogger.com,1999:blog-6982618745272698954.post-77133228930091588862018-11-30T23:52:00.000-07:002018-11-30T23:53:56.013-07:00Cases --- November 18th through 24th, 2018<div dir="ltr" style="text-align: left;" trbidi="on">
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><b><u>Workers Compensation/Occupational Safety and Disease</u></b></span><br />
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><b><u><br /></u></b></span>
<a href="https://www.ca10.uscourts.gov/opinions/18/18-4040.pdf"><span style="font-family: Georgia, Times New Roman, serif; font-size: large;">*Bryant v. Commissioner (10th Cir., November 23, 2018) (reversing denial of disability benefits: the administrative law judge improperly evaluated her medical provider’s opinions</span></a><br />
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><br /></span>
<span style="font-family: "georgia" , "times new roman" , serif;">*The 10th Circuit has declared this case not to be binding precedent except under the doctrines of law of the case, res judicata, or collateral estoppel. They may be cited, however, for persuasive value under Fed.R.App.P. 32.1 and 10th Cir.R. 32.1.</span></div>
Smehttp://www.blogger.com/profile/03956797608397026059noreply@blogger.com0tag:blogger.com,1999:blog-6982618745272698954.post-68590587573302146782018-11-30T21:22:00.000-07:002018-11-30T21:25:26.492-07:00Cases --- November 11th through 17th, 2018<div dir="ltr" style="text-align: left;" trbidi="on">
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><b><u>Retirement, ERISA and Employee Pension Plans</u></b></span><br />
<b><u><span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><br /></span></u></b>
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><a href="https://www.utcourts.gov/opinions/appopin/Hackford%20v.%20Utah%20State%20Retirement20181116_20161052_214.pdf"><b>Hackford v. Utah State Retirement Board</b> (Utah Ct. App., November 16, 2018) (declining to disturb the Board's decision that Hackford's early retirement is subject to the early retirement reduction)</a></span><br />
<b><u><span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><br /></span></u></b>
<b><u><span style="font-family: "georgia" , "times new roman" , serif; font-size: large;">Workers Compensation</span></u></b><br />
<span style="font-family: "georgia" , "times new roman" , serif;"><span style="font-size: large;"><span style="font-size: medium;"><br /></span>
</span><span style="font-size: large;"><a href="https://www.ca10.uscourts.gov/opinions/18/18-4046.pdf"><b>*Lauer v. Commissioner</b> (10th Cir., November 14, 2018) (reversing denial of disability benefits: the ALJ failed to properly take into account Lauer’s headaches or doctor's medical opinion)</a></span></span><br />
<span style="font-family: "georgia" , "times new roman" , serif;"><br /></span>
<span style="font-family: "georgia" , "times new roman" , serif;"><br /></span>
<span style="font-family: "georgia" , "times new roman" , serif;">*Cases marked with an asterisk are 10th Circuit cases the court declared not to be binding precedent except under the doctrines of law of the case, res judicata, or collateral estoppel. They may be cited, however, for persuasive value under Fed.R.App.P. 32.1 and 10th Cir.R. 32.1.</span></div>
Smehttp://www.blogger.com/profile/03956797608397026059noreply@blogger.com0tag:blogger.com,1999:blog-6982618745272698954.post-28205586415288791482018-11-10T01:27:00.002-07:002018-11-10T01:30:18.146-07:00Cases --- November 4th through 10th, 2018<div dir="ltr" style="text-align: left;" trbidi="on"><b><u><span style="font-family: "georgia" , "times new roman" , serif; font-size: large;">Contract/Noncompete/Trade Secret/Wrongful Termination</span></u></b><br />
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><b><u><br />
</u></b><a href="https://www.utcourts.gov/opinions/appopin/Skolnick%20v.%20Exodus%20Healthcare20181108_20170291_209.pdf"><b>Skolnick v. Exodus Healthcare Network, PLLC </b>(Utah Ct. App., November 8, 2018) (affirming summary judgment in favor of Skolnick on her claim for breach of contract: Exodus’s obligation to pay Skolnick was not subject to any condition precedent)</a></span><br />
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><b><u><br />
</u></b> <b><u>Discrimination/Retaliation</u></b></span><br />
<b><u><span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><br />
</span></u></b> <span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><b>*<a href="https://www.ca10.uscourts.gov/opinions/18/18-2031.pdf">Ombe v. State of New Mexico</a></b><a href="https://www.ca10.uscourts.gov/opinions/18/18-2031.pdf"> (10th Cir., November 8, 2018) (affirming judgment against him on his numerous claims (for disability discrimination, age discrimination, and various civil rights violations) against numerous entities and state employees)</a></span><br />
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><br />
</span> <a href="https://www.ca10.uscourts.gov/opinions/17/17-1143.pdf"><span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><b>Potts v. Center for Excellence </b>(10th Cir., November 6, 2018) (affirming dismissal of Potts's retaliation claim: the False Claims Act's anti-retaliation provision doesn't apply when the retaliatory act occurs <i>after </i>employment ends)</span></a><br />
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><br />
</span> <a href="https://www.supremecourt.gov/opinions/18pdf/17-587_n7ip.pdf"><span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><b>Mount Lemmon Fire District v. Guido</b> (U.S., November 6, 2018) (affirming Ninth Circuit determination that "also means," in the definition of <i>employer </i>in ADEA § 630(b) establishes two separate categories: persons employing 20 or more people and states or political subdivisions, with no numerosity limitation)</span></a><br />
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><br />
</span> <b><u><span style="font-family: "georgia" , "times new roman" , serif; font-size: large;">Wages</span></u></b><br />
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><br />
</span> <span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><a href="https://www.ca10.uscourts.gov/opinions/17/17-1084.pdf"><b>Nesbitt v. FCNH, Inc.</b> (10th Cir., November 9, 2018) </a></span><br />
<div class="separator" style="clear: both; text-align: center;"><a href="https://www.ca10.uscourts.gov/opinions/17/17-1084.pdf"><span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"></span></a></div><div class="separator" style="clear: both; text-align: center;"><a href="https://3.bp.blogspot.com/-3TVTYstOKug/W-aW3LL1JPI/AAAAAAAAELA/-vLN3cHv_Ac6aSYV-zfIqpnQFd1Q_q24QCLcBGAs/s1600/massage%2Btherapy.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" data-original-height="187" data-original-width="320" height="187" src="https://3.bp.blogspot.com/-3TVTYstOKug/W-aW3LL1JPI/AAAAAAAAELA/-vLN3cHv_Ac6aSYV-zfIqpnQFd1Q_q24QCLcBGAs/s320/massage%2Btherapy.jpg" width="320" /></a></div><span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><a href="https://www.ca10.uscourts.gov/opinions/17/17-1084.pdf">(affirming summary judgment in favor of defendants on Nesbitt's FLSA claim that massage-therapy students qualified as employees and should be paid minimum wage: students were not employees: it would be illegal to pay unlicensed students before they had completed their training)</a></span><br />
<br />
<br />
*Cases marked with an asterisk are 10th Circuit cases the court declared not to be binding precedent except under the doctrines of law of the case, res judicata, or collateral estoppel. They may be cited, however, for persuasive value under Fed.R.App.P. 32.1 and 10th Cir.R. 32.1. </div>Smehttp://www.blogger.com/profile/03956797608397026059noreply@blogger.com0tag:blogger.com,1999:blog-6982618745272698954.post-39603767652188815872018-11-07T19:17:00.000-07:002018-11-07T19:17:02.746-07:00Cases --- October 28th through November 3rd, 2018<div dir="ltr" style="text-align: left;" trbidi="on">
<b><u><span style="font-family: Georgia, Times New Roman, serif; font-size: large;">Discrimination/Retaliation</span></u></b><br />
<span style="font-family: Georgia, Times New Roman, serif; font-size: large;"><br /></span>
<a href="https://3.bp.blogspot.com/-eCtNIPorZGM/W-OcfQyN2LI/AAAAAAAAEKg/MiFIyVLMcPctsuLemSNkH34znQFiXPZUACLcBGAs/s1600/USPS.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" data-original-height="308" data-original-width="363" height="169" src="https://3.bp.blogspot.com/-eCtNIPorZGM/W-OcfQyN2LI/AAAAAAAAEKg/MiFIyVLMcPctsuLemSNkH34znQFiXPZUACLcBGAs/s200/USPS.jpg" width="200" /></a><b style="font-family: Georgia, "Times New Roman", serif; font-size: x-large;">*<a href="https://www.ca10.uscourts.gov/opinions/18/18-3018.pdf">Bryant v. United States Postal Service</a></b><a href="https://www.ca10.uscourts.gov/opinions/18/18-3018.pdf" style="font-family: Georgia, "Times New Roman", serif; font-size: x-large;"> (10th Cir., November 2, 2018) (reversing dismissal based on lack of jurisdiction and remanding for dismissal for failure to exhaust administrative remedies)</a><br />
<span style="font-family: Georgia, Times New Roman, serif; font-size: large;"><br /></span>
<span style="font-family: georgia, "times new roman", serif;">*Cases marked with an asterisk are 10th Circuit cases the court declared not to be binding precedent except under the doctrines of law of the case, res judicata, or collateral estoppel. They may be cited, however, for persuasive value under Fed.R.App.P. 32.1 and 10th Cir.R. 32.1.</span></div>
Smehttp://www.blogger.com/profile/03956797608397026059noreply@blogger.com0tag:blogger.com,1999:blog-6982618745272698954.post-21222450429044863052018-11-07T17:53:00.000-07:002018-11-07T19:35:44.819-07:00Cases --- October 21st through 27th, 2018<div dir="ltr" style="text-align: left;" trbidi="on">
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><b><u>Discrimination/Retaliation</u></b></span><br />
<a href="https://2.bp.blogspot.com/-nKupbFZ1oGo/W-OIplAbAjI/AAAAAAAAEKU/TeeFlsQYxbs2LyrqLlu-avArAVCRZCglwCLcBGAs/s1600/United_Airlines.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" data-original-height="853" data-original-width="1280" height="213" src="https://2.bp.blogspot.com/-nKupbFZ1oGo/W-OIplAbAjI/AAAAAAAAEKU/TeeFlsQYxbs2LyrqLlu-avArAVCRZCglwCLcBGAs/s320/United_Airlines.jpg" width="320" /></a><span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><br /></span>
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><b>*<a href="https://www.ca10.uscourts.gov/opinions/17/17-1453.pdf">Herrera v. United Airlines, Inc.</a></b><a href="https://www.ca10.uscourts.gov/opinions/17/17-1453.pdf"> (10th Cir., October 22, 2018) (affirming summary judgment in favor of United: Herrera could show no pretext in his termination, and United's reasons were legitimate and nondiscriminatory)</a></span><br />
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><br /></span>
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><span style="font-size: small;">*Cases marked with an asterisk are 10th Circuit cases the court declared not to be binding precedent except under the doctrines of law of the case, res judicata, or collateral estoppel. They may be cited, however, for persuasive value under Fed.R.App.P. 32.1 and 10th Cir.R. 32.1.</span></span><span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><br /></span>
</div>
Smehttp://www.blogger.com/profile/03956797608397026059noreply@blogger.com0tag:blogger.com,1999:blog-6982618745272698954.post-24159615504085133592018-11-06T21:47:00.000-07:002018-11-06T21:50:27.556-07:00Cases --- October 14th through 20th, 2018<div dir="ltr" style="text-align: left;" trbidi="on">
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><b><u>Discrimination/Retaliation</u></b></span><br />
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><br />
</span> <a href="https://2.bp.blogspot.com/-k8w-aSItmFU/W-JuElzlxXI/AAAAAAAAEKI/-tLvmZ6ouA4W_Sf3ptFcfQVcb7odKVyjACLcBGAs/s1600/race%2Bdiscrimination.png" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" data-original-height="375" data-original-width="620" height="192" src="https://2.bp.blogspot.com/-k8w-aSItmFU/W-JuElzlxXI/AAAAAAAAEKI/-tLvmZ6ouA4W_Sf3ptFcfQVcb7odKVyjACLcBGAs/s320/race%2Bdiscrimination.png" width="320" /></a><span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><b>*<a href="https://www.ca10.uscourts.gov/opinions/18/18-1028.pdf">Palmer v. Kaiser Foundation Hospitals</a></b><a href="https://www.ca10.uscourts.gov/opinions/18/18-1028.pdf"> (10th Cir., October 18, 2018) (affirming summary judgment in favor of Kaiser on Palmer's race discrimination, retaliation, and hostile work environment claims: the differences in job descriptions raised created no issues of fact)</a></span><br />
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><br />
</span> <u style="font-family: Georgia, "Times New Roman", serif; font-size: x-large;"><b><span style="font-family: "georgia" , "times new roman" , serif;">Workers Compensation/Occupational Safety and Disease</span></b></u><br />
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><span style="font-family: "georgia" , "times new roman" , serif;"><br />
</span></span> <span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><span style="font-family: "georgia" , "times new roman" , serif;">*<a href="https://www.ca10.uscourts.gov/opinions/18/18-5028.pdf" style="font-weight: bold;">Praytor v. Commissioner </a><a href="https://www.ca10.uscourts.gov/opinions/18/18-5028.pdf">(10th Cir., October 19, 2018) (reversing denial of disability benefits: </a></span></span><span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><a href="https://www.ca10.uscourts.gov/opinions/18/18-5028.pdf">the ALJ incorrectly evaluated Praytor’s credibility and improperly discounted her physician's opinion)</a></span><br />
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><span style="font-family: "georgia" , "times new roman" , serif;"><br />
</span> <span style="font-family: "georgia" , "times new roman" , serif;">*<a href="https://www.ca10.uscourts.gov/opinions/17/17-2216.pdf" style="font-weight: bold;">Webb v. Commissioner </a><a href="https://www.ca10.uscourts.gov/opinions/17/17-2216.pdf">(10th Cir., October 18, 2018) (affirming denial of disability benefits and social security insurance)</a></span></span><br />
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><span style="font-family: "georgia" , "times new roman" , serif;"><br />
</span></span> <span style="font-family: "georgia" , "times new roman" , serif;">*Cases marked with an asterisk are 10th Circuit cases the court declared not to be binding precedent except under the doctrines of law of the case, res judicata, or collateral estoppel. They may be cited, however, for persuasive value under Fed.R.App.P. 32.1 and 10th Cir.R. 32.1.</span></div>
Smehttp://www.blogger.com/profile/03956797608397026059noreply@blogger.com0tag:blogger.com,1999:blog-6982618745272698954.post-20235896227214200482018-11-01T21:41:00.000-06:002018-11-06T14:49:17.768-07:00Cases --- October 7th through 13th, 2018<div dir="ltr" style="text-align: left;" trbidi="on">
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><b><u>Contract/Noncompete/Trade Secret/ Wrongful Termination</u></b></span><br />
<a href="https://3.bp.blogspot.com/-F1sm-AMoGtA/W9vHIhvAMPI/AAAAAAAAEJw/YbJnimk5aT8f4iGYtyCaQCJ9S23y-X-EACLcBGAs/s1600/Kansas%2Bflag.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" data-original-height="1102" data-original-width="1600" height="137" src="https://3.bp.blogspot.com/-F1sm-AMoGtA/W9vHIhvAMPI/AAAAAAAAEJw/YbJnimk5aT8f4iGYtyCaQCJ9S23y-X-EACLcBGAs/s200/Kansas%2Bflag.jpg" width="200" /></a><span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><b><br /></b></span><span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><b>*</b><a href="https://www.ca10.uscourts.gov/opinions/18/18-3012.pdf"><b>Arbogast v. State of Kansas </b>(10th Cir., October 10, 2018) (affirming 12(b)(6) dismissal based on Arbogast's failure to satisfy the Rehabilitation Act's statute of limitations)</a></span><br />
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><b><br /></b></span>
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><a href="https://www.ca10.uscourts.gov/opinions/17/17-4086.pdf"><b>First American Title Insurance Company v. Northwest Title Insurance Agency</b> (10th Cir., October 9, 2018) (affirming jury award against former employees who left to form a competing company, encouraging others to join them)</a></span><br />
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><b><br /></b></span>
<b><span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><u>Workers Compensation/Occupational Safety and Disease</u></span></b><br />
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><br /></span>
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><a href="https://www.ca10.uscourts.gov/opinions/16/16-1412.pdf"><b>Exby-Stolley v. Board of County Commissioners</b> (10th Cir, October 11, 2018) (affirming verdict for the County on Exby's ADA claim)</a></span><br />
<span style="font-family: Georgia, Times New Roman, serif;"><br /></span>
<span style="font-family: Georgia, Times New Roman, serif;">*Cases marked with an asterisk are 10th Circuit cases the court declared not to be binding precedent except under the doctrines of law of the case, res judicata, or collateral estoppel. They may be cited, however, for persuasive value under Fed.R.App.P. 32.1 and 10th Cir.R. 32.1.</span></div>
Smehttp://www.blogger.com/profile/03956797608397026059noreply@blogger.com0tag:blogger.com,1999:blog-6982618745272698954.post-45097933799976754272018-10-11T23:16:00.001-06:002018-10-15T19:05:21.285-06:00Cases --- September 30th through October 6th, 2018<div dir="ltr" style="text-align: left;" trbidi="on">
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><u><b>Discrimination/Retaliation</b></u></span><br />
<a href="https://2.bp.blogspot.com/-e0dwoSby3wo/W8A0WiM_OGI/AAAAAAAAEI0/34SuoOGz8qEOwybpJTR_7XzGKweLpcK1QCLcBGAs/s1600/UPS.jpg" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" data-original-height="413" data-original-width="338" height="200" src="https://2.bp.blogspot.com/-e0dwoSby3wo/W8A0WiM_OGI/AAAAAAAAEI0/34SuoOGz8qEOwybpJTR_7XzGKweLpcK1QCLcBGAs/s200/UPS.jpg" width="163" /></a><b><span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><br />
</span> </b><span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><a href="https://www.ca10.uscourts.gov/opinions/16/16-4188.pdf"><b>Payan v. United Parcel Service</b> (10th Cir., October 4, 2018) (affirming summary judgment in favor of UPS on Payan's racial discrimination and breach of both contract and the covenant of good faith and fair dealing: critical elements were missing from each claim)</a></span><br />
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><br />
</span><span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><a href="https://www.ca10.uscourts.gov/opinions/18/18-1240.pdf"><b>*Jara v. Standard Parking </b>(10th Cir., October 2, 2018) (affirming dismissal of discrimination claim on claim- and issue-preclusion grounds)</a></span><br />
<br />
<a href="https://4.bp.blogspot.com/-5vghD7X3QiQ/W8Ay_hXWdTI/AAAAAAAAEIo/EwW-b6Zcn8kCKwFIdGFbU4GBAKBqNVyXQCLcBGAs/s1600/Jani-King.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" data-original-height="105" data-original-width="200" src="https://4.bp.blogspot.com/-5vghD7X3QiQ/W8Ay_hXWdTI/AAAAAAAAEIo/EwW-b6Zcn8kCKwFIdGFbU4GBAKBqNVyXQCLcBGAs/s1600/Jani-King.jpg" /></a><span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><b><u>Miscellaneous</u></b><br />
</span> <span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><br />
</span><span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><a href="https://www.ca10.uscourts.gov/opinions/17/17-6179.pdf"><b>Acosta v. Jani-King of Oklahoma, Inc.</b> (10th Cir., October 3, 2018) (reversing 12(b)(6) dismissal of the Labor Secretary's FLSA complaint regarding Jani-King's employment practices: Acosta pled facts sufficient to show franchisees to be employees)</a></span><br />
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><br />
</span> <span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><b><u>Workers Compensation/Occupational Safety and Disease</u></b></span><br />
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><br />
</span> <span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><a href="https://www.ca10.uscourts.gov/opinions/17/17-7079.pdf"><b>*Adcock v. Commissioner, SSA</b> (10th Cir., October 2, 2018) (affirming denial of disability benefits: the ALJ properly considered Adcock's medical evidence, as well as her credibility: the court does not reweigh evidence)</a></span><br />
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><br />
</span> <a href="https://www.ca10.uscourts.gov/opinions/18/18-1109.pdf"><span style="font-family: "georgia" , "times new roman" , serif; font-size: large; font-weight: bold;">*Bills </span><span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><b>v. Commissioner, SSA </b>(10th Cir., October 1, 2018) (affirming denial of disability benefits: substantial evidence supported the ALJ's functional capacity determination for light work)</span></a></div>
Smehttp://www.blogger.com/profile/03956797608397026059noreply@blogger.com0tag:blogger.com,1999:blog-6982618745272698954.post-68611309753693238082018-10-02T19:16:00.001-06:002018-10-15T19:05:21.536-06:00Cases --- September 23rd through 29th, 2018<div dir="ltr" style="text-align: left;" trbidi="on">
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><b><u>Discrimination/Retaliation</u></b></span><br />
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><b><br /></b></span>
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><a href="https://www.blogger.com/blogger.g?blogID=6982618745272698954#editor/target=post;postID=6861130975369323808"><b>Smith v. Cheyenne Retirement Investors </b>(10th Cir., September 25, 2018) (affirming dismissal of Smith's Title VII retaliation suit because she failed to exhaust her administrate remedies)</a></span><br />
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><br /></span>
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><b><u>ERISA</u></b></span><br />
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><br /></span>
<a href="https://www.ca10.uscourts.gov/opinions/17/17-1383.pdf"><span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><b>*Green v. Life Insurance Company of North America</b> (10th Cir., September 26, 2018) (affirming denial of long-term disability benefits under ERISA)</span></a><br />
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><br /></span>
<span style="font-family: "georgia" , "times new roman" , serif;">*Cases marked with an asterisk are 10th Circuit cases the court declared not to be binding precedent except under the doctrines of law of the case, res judicata, or collateral estoppel. They may be cited, however, for persuasive value under Fed.R.App.P. 32.1 and 10th Cir.R. 32.1.</span></div>
Smehttp://www.blogger.com/profile/03956797608397026059noreply@blogger.com0tag:blogger.com,1999:blog-6982618745272698954.post-76541482524303445622018-10-02T16:35:00.000-06:002018-10-15T19:05:21.687-06:00Cases --- September 16th through 22nd, 2018<div dir="ltr" style="text-align: left;" trbidi="on">
<b><u><span style="font-family: "georgia" , "times new roman" , serif; font-size: large;">Discrimination/Retaliation</span></u></b><br />
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><br /></span>
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><a href="https://www.ca10.uscourts.gov/opinions/18/18-1095.pdf"><b>*Kent v. Commissioner</b> (10th Cir., September 20, 2018) (affirming dismissal for failure to state a claim, based on his not meeting pleading requirements or alleging facts sufficient for a prima facie case)</a></span><br />
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><br /></span><span style="font-family: "georgia" , "times new roman" , serif;">*Cases marked with an asterisk are 10th Circuit cases the court declared not to be binding precedent except under the doctrines of law of the case, res judicata, or collateral estoppel. They may be cited, however, for persuasive value under Fed.R.App.P. 32.1 and 10th Cir.R. 32.1.</span><b><br /></b></div>
Smehttp://www.blogger.com/profile/03956797608397026059noreply@blogger.com0tag:blogger.com,1999:blog-6982618745272698954.post-14717662908179063162018-09-29T21:56:00.000-06:002018-10-15T19:05:20.787-06:00Cases --- September 9th through 15th, 2018<div dir="ltr" style="text-align: left;" trbidi="on">
<span style="font-family: Georgia, Times New Roman, serif; font-size: large;"><u><b>Workers Compensation/Occupational Safety and Disease</b></u></span><br />
<span style="font-family: Georgia, Times New Roman, serif;"><span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><br /></span>
<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><a href="https://www.ca10.uscourts.gov/opinions/17/17-1410.pdf"><b>*Keller v. Commissioner</b> (10th Cir., September 13, 2018) (affirming dismissal of Keller's pro se social-security-benefits complaint for failure of the short-and-plain-statement requirement)</a></span></span><br />
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*Cases marked with an asterisk are 10th Circuit cases the court declared not to be binding precedent except under the doctrines of law of the case, res judicata, or collateral estoppel. They may be cited, however, for persuasive value under Fed.R.App.P. 32.1 and 10th Cir.R. 32.1.</span></div>
Smehttp://www.blogger.com/profile/03956797608397026059noreply@blogger.com0tag:blogger.com,1999:blog-6982618745272698954.post-32713816409876191392018-09-29T21:03:00.002-06:002018-10-15T19:05:21.137-06:00Cases --- September 2nd through 8th, 2018<div dir="ltr" style="text-align: left;" trbidi="on">
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<span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><b><u>Contract/Noncompete/Trade Secret/Wrongful Termination</u></b></span><br />
<a href="https://1.bp.blogspot.com/-Pmx0FoKKuPo/W77MZANDU0I/AAAAAAAAEIc/5d8tGTEtbiMNE_6O9IYl4LjYfRdX0ec2QCLcBGAs/s1600/trade%2Bsecrets.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" data-original-height="122" data-original-width="469" height="83" src="https://1.bp.blogspot.com/-Pmx0FoKKuPo/W77MZANDU0I/AAAAAAAAEIc/5d8tGTEtbiMNE_6O9IYl4LjYfRdX0ec2QCLcBGAs/s320/trade%2Bsecrets.jpg" width="320" /></a><span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><span style="font-family: "georgia" , "times new roman" , serif;"><br />
</span> <span style="font-family: "georgia" , "times new roman" , serif;"><a href="https://www.ca10.uscourts.gov/opinions/18/18-1086.pdf"><b>*Johns Manville Corporation v. Knauf Insulation, LLC </b>(10th Cir., September 5, 2018) (affirming denial of Manville's motion for a new trial on its trade secrets claim---lengthy procedural discussion)</a></span></span><br />
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</u></b></span> <span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><b><u>Miscellaneous</u></b></span><span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"> </span></span><br />
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<span style="font-family: "georgia" , "times new roman" , serif;"><a href="https://www.utcourts.gov/opinions/appopin/KYCO%20Services%20v.%20Department%20of%20Workforce%20Services20180907_20170273_174.pdf"><b>Kyco Services, LLC, v. Department of Workforce Services</b> (Utah Ct. App., September 7, 2018) (affirming, as supported by substantial evidence, determination that Kyco failed to make required unemployment insurance contributions) </a></span></span><br />
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</u></b> <b><u>Workers Compensation/Occupational Safety and Disease</u></b></span><br />
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</b></span> <span style="font-family: "georgia" , "times new roman" , serif;"><a href="https://www.ca10.uscourts.gov/opinions/17/17-3260.pdf"><b>*Groom v. Commissioner </b>(10th Cir., September 4, 2018) (affirming denial of disability benefits)</a></span></span><br />
<span style="font-family: "georgia" , "times new roman" , serif;"><span style="font-family: "georgia" , "times new roman" , serif; font-size: large;"><span style="font-family: "georgia" , "times new roman" , serif;"><br />
</span></span> <span style="font-family: "georgia" , "times new roman" , serif;"><span style="font-size: large;"><a href="https://www.ca10.uscourts.gov/opinions/17/17-1354.pdf"><b>*Romo v. Commissioner</b> (10th Cir., September 5, 2018) (affirming denial of disability benefits: Romo was able to perform unskilled work and was thus not disabled)</a></span> </span></span><br />
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<span style="font-family: "georgia" , "times new roman" , serif;">*Cases marked with an asterisk are 10th Circuit cases the court declared not to be binding precedent except under the doctrines of law of the case, res judicata, or collateral estoppel. They may be cited, however, for persuasive value under Fed.R.App.P. 32.1 and 10th Cir.R. 32.1.</span></div>
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Smehttp://www.blogger.com/profile/03956797608397026059noreply@blogger.com0