Justia U.S. 8th Circuit Court of Appeals Opinion Summaries

The case involves Strategic Technology Institute, Inc. ("STI") and the National Labor Relations Board. STI had a contract to maintain engines and propellers for the U.S. Air Force from August 2017 until July 2020. During this time, STI's employees at a Little Rock facility began discussing unionizing. In response to this, Tyler Boyd of STI fired 17 employees — three on September 27, 2019, and fourteen on October 9, 2019. The administrative law judge and the Board found that these terminations violated subsections 8(a)(1) and (3) of the National Labor Relations Act, which prohibits employers from interfering with, restraining, or coercing employees in their right to engage in union activities and from discriminating in regard to hire or tenure of employment to encourage or discourage membership in any labor organization.STI petitioned for a review of the Board's order, and the United States Court of Appeals for the Eighth Circuit granted the petition, vacated the order, and remanded the case. The court found that there was no substantial evidence to support the Board's finding that the terminations were motivated by anti-union animus. The court noted that the only evidence of STI's knowledge of the union activities were two phone calls informing Tyler Boyd that the employees were considering unionizing and the timing of the firings. The court held that this was not sufficient to establish that STI acted with an anti-union motive when it terminated the employees. The court also found that the Board's reliance on the "small plant doctrine" to infer employer knowledge of union activity was not applicable in this case since there was no other evidence indicating a likelihood that Boyd knew of the union activities. Furthermore, the court held that the Board erred in finding that STI's reasons for the firings were pretextual because they were based on legitimate factors such as performance, attendance, and interpersonal skills. The court concluded that the General Counsel failed to meet its burden of providing substantial evidence that STI harbored anti-union animus and that the terminations were motivated by animus. Consequently, the court vacated the Board's order and remanded the case for proceedings consistent with its opinion. View "Strategic Technology Institute v. NLRB" on Justia Law

Defendants, naturalized U.S. citizens living in Minnesota, are from Somalia. In 2008, the FBI learned that Ali had contacted al Shabaab, a terrorist organization in Somalia. Both women were charged with conspiring to provide material support to al Shabaab, 18 U.S.C. 2339B(a)(1); Ali with 12 counts of providing material support; and Hassan with making false statements, 18 U.S.C. 1001(a)(2). The government informed defendants that it intended to offer evidence obtained under the Foreign Intelligence Surveillance Act (FISA), 50 U.S.C. 1801. They requested disclosure and suppression of all FISA-obtained evidence. The government filed a declaration by the Attorney General that disclosure of the materials or an adversary proceeding would harm national security. After ex parte review, the court denied the defense motions. At the final status conference, Ali remained seated when court was convened. The court issued ordered all parties to stand when court was called to order. Despite counseling by “learned clerics” she continued to refuse to stand. The court cited Ali for 20 instances of contempt. After a 10-day trial the jury returned a guilty verdict on all counts. For Ali, the court calculated a guidelines range of 360 months to life in prison and imposed a sentence of 240 months’ imprisonment. For Hassan, the court calculated a guidelines range of 360 to 372 months and imposed a sentence of 120 months’ imprisonment. The Eighth Circuit affirmed. View "United States v. Ali" on Justia Law

Appellant guaranteed CWA obligations under an Aircraft Management Agreement (AMA) between CWA and BP. BP sued CWA and appellant for breach of contract. The district court denied appellant's motion for summary judgment and granted summary judgment to BP on its claims that appellant was liable under the guaranty for CWA's breach of the AMA. Appellant appealed. The court held that the district court did not err in concluding CWA waived any conceivable right to rescind it might have had; BP's consideration for the AMA was sufficient; CWA's performance was not excused; and the district court did not err in holding appellant liable for the paint and refurbishment costs. Because genuine disputes remained as to whether the AMA and Priester agreement were substantially similar and whether BP otherwise took reasonable steps to avoid unnecessary damages, the court reversed the district court's judgment. The court expressed no opinion as to whether appellant had waived his present-value argument.