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

Following the fatal police shooting of Daunte Wright, protests erupted in Brooklyn Center, Minnesota. Sam Wolk, a protester, filed a lawsuit under 42 U.S.C. § 1983, alleging First and Fourth Amendment violations and civil conspiracy against various law enforcement officials and agencies. Wolk claimed he was injured by tear gas, flashbang grenades, pepper spray, and rubber bullets used by officers during the protests, resulting in chronic knee pain.The United States District Court for the District of Minnesota denied the defendants' motions to dismiss most of Wolk's claims but dismissed his Fourteenth Amendment due process claim. The defendants appealed the decision.The United States Court of Appeals for the Eighth Circuit reviewed the case. The court reversed the district court's denial of the Minnesota Department of Natural Resources' (DNR) motion to dismiss, citing Eleventh Amendment immunity. The court also reversed the denial of qualified immunity for former Brooklyn Center Police Chief Tim Gannon, as he had resigned before Wolk's injuries occurred. Additionally, the court found that the Fourth Amendment claims for excessive force and failure to intervene were not clearly established as constitutional violations at the time of the incident, granting qualified immunity to the supervisory defendants on these claims.However, the court affirmed the district court's denial of qualified immunity for the First Amendment retaliation claims against the supervisory defendants, except for Gannon. The court found that more facts were needed to determine whether the officers' actions were driven by retaliatory animus. The court also reversed the district court's denial of the supervisory defendants' motion to dismiss the civil conspiracy claims, finding the allegations insufficient to show a meeting of the minds.The court reversed the district court's denial of the municipal defendants' motion to dismiss the Fourth Amendment and conspiracy claims but lacked jurisdiction over the First Amendment retaliation claim against the municipal defendants. The case was remanded for further proceedings consistent with the opinion. View "Wolk v. Hutchinson" on Justia Law

Ethan Marks, a 19-year-old, sustained severe injuries, including a ruptured eyeball and traumatic brain injury, when Minneapolis Police Officer Benjamin Bauer shot him with a chemical-filled projectile from a close range during the George Floyd protests. Marks sued Bauer under 42 U.S.C. § 1983, alleging violations of the Fourth and Fourteenth Amendments. The district court denied Bauer’s motion for summary judgment on the excessive force claim, finding genuine issues of material fact that precluded a grant of qualified immunity.The United States District Court for the District of Minnesota found that Bauer’s use of force was not objectively reasonable under the circumstances and that there was a genuine dispute of material fact regarding whether Bauer intended to use deadly force. The court also noted that existing precedent put Bauer on notice that deadly force is appropriate only in response to a significant threat of death or serious physical injury, which was not present in this case. Bauer appealed the decision.The United States Court of Appeals for the Eighth Circuit reviewed the district court’s qualified immunity determination de novo. The court held that Marks was seized when Bauer shot him with a projectile, and that the force used was not objectively reasonable. The court found that a reasonable jury could conclude that Marks did not pose an immediate threat at the time he was shot. The court also held that it was clearly established that using deadly force on a non-threatening suspect was unlawful. Consequently, the Eighth Circuit affirmed the district court’s decision, denying Bauer qualified immunity. View "Marks v. Bauer" on Justia Law

The case revolves around Thomas Clobes, a Christian employee at a 3M manufacturing plant in Minnesota, who objected to 3M's COVID-19 vaccination policy on religious grounds. Clobes was told he would be terminated if he did not get vaccinated. He submitted a religious accommodation request to 3M, asking to continue with the same accommodations he had been following, such as wearing a mask and maintaining social distance. 3M did not immediately grant the request and asked Clobes follow-up questions about his religious beliefs and objections to the vaccine. Meanwhile, 3M continued to send daily email and loudspeaker announcements urging employees to get vaccinated. However, the vaccine requirement was eventually lifted due to the Federal Contractor Mandate being enjoined.In the District Court of Minnesota, Clobes sued 3M, alleging religious discrimination and a hostile work environment under Title VII of the Civil Rights Act of 1964 and the Minnesota Human Rights Act (MHRA). The district court granted 3M's motion to dismiss, ruling that Clobes failed to demonstrate that he suffered an adverse employment action or that similarly situated non-Christians were treated differently by 3M. The court also found that Clobes failed to allege any conduct on 3M's part that rose to the level of severe or pervasive harassment, and that there was no causal connection between Clobes's religion and 3M's conduct. The court denied Clobes leave to amend his complaint, reasoning that amendment would be futile as Clobes failed to identify any additional facts that would establish a viable claim.On appeal, the United States Court of Appeals for the Eighth Circuit affirmed the district court's decision. The appellate court found that Clobes's complaint failed to plausibly support the elements of a hostile work environment claim, namely, that a causal nexus existed between 3M's allegedly harassing conduct and Clobes's status as a Christian, and that the harassment affected a term, condition, or privilege of employment. The court also upheld the district court's denial of leave to amend the complaint, as Clobes had not complied with the local rules requiring a copy of the proposed amended pleading to accompany any motion to amend. View "Clobes v. 3M Company" on Justia Law

In April 2018, Benjamin Evans was shot and killed by Police Deputy Brian Krook in Lake Elmo, Minnesota, after Evans knelt in a crosswalk with a loaded gun pointed at his own head. Following a criminal trial, Krook was acquitted of a second-degree manslaughter charge. Subsequently, Evans' father, William O. Evans, Jr., filed a civil lawsuit against Krook under 42 U.S.C. § 1983, alleging excessive force in violation of the Fourth Amendment. Krook sought summary judgment based on qualified immunity, a defense unavailable when an officer uses deadly force against someone who does not pose an immediate threat of serious physical harm to another.The District Court for the District of Minnesota denied Krook's motion for summary judgment, citing genuine factual disputes over whether Evans' gun was ever pointed at the officers and whether Evans posed an immediate threat to them. Krook appealed this decision, challenging the denial of qualified immunity.The United States Court of Appeals for the Eighth Circuit, in reviewing the case, first addressed the question of jurisdiction. The court noted that it did not have jurisdiction to review the district court's determination regarding evidence sufficiency, i.e., what facts a party may or may not be able to prove at trial. The court's jurisdiction was limited to the purely legal question of whether the conduct that the district court found was adequately supported in the record violated a clearly established federal right.The court found that the availability of qualified immunity in this case hinged on whether Krook acted reasonably under the circumstances by shooting Evans because Evans either pointed his gun at another or otherwise wielded his gun in a menacing fashion. The court concluded that the inconclusive nighttime videos of Evans' actions did not clearly contradict the district court's factual determinations. Therefore, resolving the underlying factual dispute was beyond the court's limited review. As such, the court dismissed the appeal, stating it lacked the jurisdiction to resolve it. View "Evans v. Krook" on Justia Law

In December 2019, Tonya Huber, a store manager for Westar Foods, Inc., missed work due to a diabetic episode. Shortly after, Westar fired her. Huber sued Westar, alleging disability discrimination under the Americans with Disabilities Act (ADA) and Nebraska Fair Employment Practices Act (NFEPA), and interference with and retaliation for exercising her rights under the Family and Medical Leave Act (FMLA). Westar filed a motion for summary judgment, which the district court granted. Huber appealed.The district court granted Westar's motion for summary judgment, concluding that Huber failed to present direct evidence of disability discrimination and that she did not meet her burden under the McDonnell Douglas burden-shifting framework to show that Westar's reason for firing her was pretextual. The court also found that Huber failed to show that Westar interfered with her FMLA rights or retaliated against her for exercising those rights.The United States Court of Appeals for the Eighth Circuit reversed and remanded the case for further proceedings. The court found that genuine issues of fact existed regarding whether Westar's reason for firing Huber was pretextual and whether Westar interfered with or retaliated against Huber for exercising her FMLA rights. The court concluded that a reasonable jury could find that Westar's termination decision was motivated by discriminatory animus and that Westar interfered with Huber's FMLA rights. The court also found that genuine issues of fact existed regarding whether Huber provided Westar with notice of her need for FMLA leave as soon as practicable and whether there was a causal connection between her FMLA rights and Westar's termination decision. View "Huber v. Westar Foods, Inc." on Justia Law

A physical therapist, Pamela Cole, filed a lawsuit against her employer, Group Health Plan, Inc., alleging religious discrimination under Title VII and the Minnesota Human Rights Act. Cole, a member of the Eckankar religion, objected to the company's COVID-19 vaccine mandate on religious grounds. Although the company exempted her from the mandate, it imposed conditions such as wearing a medical-grade mask and potentially being reassigned to a different work setting. Cole argued that these conditions, along with a badge system that publicly identified vaccination status, singled out unvaccinated employees and subjected them to ridicule and criticism.The District Court for the District of Minnesota dismissed Cole's complaint, ruling that she failed to state a claim. Cole appealed this decision to the United States Court of Appeals for the Eighth Circuit.The Eighth Circuit Court reviewed the dismissal de novo, meaning it considered the case anew, as if no decision had been previously made. The court found that Cole had plausibly alleged a claim of disparate treatment, a form of religious discrimination. The court noted that Cole had sufficiently alleged that she was a member of a protected class due to her religious beliefs, that she met her employer's legitimate expectations, and that the circumstances gave rise to an inference of discrimination. The court also found that whether Cole had suffered an adverse employment action, a key element of a discrimination claim, required further factual development.The Eighth Circuit Court reversed the district court's decision, remanding the case for further proceedings. The court concluded that dismissal of the complaint on the basis of no adverse action was improper at this stage of the proceedings. View "Cole v. Group Health Plan, Inc." on Justia Law

The case involves a group of plaintiffs who filed a civil rights action under 42 U.S.C. § 1983 against Independent School District 194 and its superintendent. The plaintiffs alleged that the defendants violated their First Amendment rights by discriminating against their political viewpoints. The controversy arose when the school district allowed the display of Black Lives Matter (BLM) posters in classrooms but rejected requests to display "All Lives Matter" and "Blue Lives Matter" posters and shirts. The district court dismissed the plaintiffs' First Amendment claims and denied the unnamed plaintiffs' motion to proceed under pseudonyms.The district court ruled that the unnamed plaintiffs had not sufficiently established a threat of a hostile public reaction to their lawsuit that would warrant anonymity. It also concluded that the BLM posters constituted government speech that is not subject to scrutiny under the First Amendment’s Free Speech Clause. The plaintiffs appealed both orders.The United States Court of Appeals for the Eighth Circuit affirmed in part, reversed in part, and remanded the case for further proceedings. The court affirmed the district court's denial of the motion to proceed under pseudonyms, finding that the unnamed plaintiffs did not provide sufficient evidence of a compelling fear of retaliation. However, the court reversed the district court's dismissal of the complaint, concluding that the plaintiffs had pleaded sufficient facts to allow a court to draw the plausible inference that the BLM posters are expressions of private persons, not government speech. The court also found that the district had engaged in viewpoint discrimination by allowing the display of BLM posters but rejecting "All Lives Matter" and "Blue Lives Matter" posters and shirts. View "Cajune v. Independent School District 194" on Justia Law

The case revolves around Erin Bulfin, who sued St. Louis County and several employees of St. Louis County Animal Care & Control (ACC) after her pet dog, Daisy, was euthanized at ACC. Bulfin's dog had bitten her daughter, requiring hospitalization. Following the incident, Bulfin's husband, Edward Nea, took Daisy to ACC. The details of the conversation between Nea and ACC employees are disputed, but it is undisputed that Nea signed a form authorizing the euthanasia of Daisy. The next day, Bulfin went to ACC to pick up Daisy for home quarantine and was informed that Daisy had been euthanized.The district court granted summary judgment to the individual defendants, concluding that Bulfin's Fourth Amendment rights were not violated because the defendants reasonably relied on the apparent consent of Bulfin's husband to euthanize Daisy. The court also granted summary judgment in favor of the County on Bulfin's federal municipal liability claims and declined to exercise supplemental jurisdiction over Bulfin's state law claims.The United States Court of Appeals for the Eighth Circuit affirmed the district court's decision. The court held that when ACC accepted custody of Daisy, that was not a seizure because it is undisputed Bulfin approved of Daisy being quarantined in ACC custody after biting her daughter. The court also held that the individual defendants were entitled to qualified immunity unless the evidence established a violation of her Fourth Amendment rights that was clearly established at the time of the violation. The court concluded that no Fourth Amendment violation occurred and that the individual defendants are entitled to qualified immunity because there is no clearly established authority holding that government officials violate the Fourth Amendment by seizing and destroying an effect with the consent of a person who reasonably has actual or apparent authority. View "Bulfin v. Rainwater" on Justia Law

Michael Jones, a pretrial detainee, filed a lawsuit against the City of St. Louis and four city employees, alleging that they held him in custody for eight months after his criminal charges were dismissed and failed to inform him of his right to be released. Jones's lawsuit, filed under 42 U.S.C. § 1983, included claims under both state and federal law. The defendants moved to dismiss all fourteen counts of the lawsuit. The district court dismissed seven counts, leaving no federal due process claims against the individual defendants at issue on appeal. The defendants appealed the denial of their motion to dismiss the remaining counts, arguing that Jones failed to allege plausible constitutional violations and that they were entitled to qualified immunity from damage claims.The United States Court of Appeals for the Eighth Circuit reviewed the denial of qualified immunity de novo, accepting the factual allegations in Jones's First Amended Complaint as true. The court found that Jones failed to allege specific facts of personal involvement in, or direct responsibility for, a deprivation of his constitutional rights by the individual defendants. The court also found that Jones's allegations that the defendants "should have known" that he was incarcerated despite his charges being dismissed failed to state a claim under either the Fourth Amendment or the Due Process Clause.The court reversed the denial of qualified immunity and directed that the remaining counts be dismissed with prejudice. The case was remanded for further proceedings consistent with the court's opinion. The court did not rule on the state law claims of false imprisonment, leaving that for the district court to resolve on remand. View "Jones v. City of St. Louis" on Justia Law

Leroy Johnson, a supervisor at Westinghouse Air Brake Technologies Corporation (Wabtec), was terminated after failing to fully disclose his contact with a COVID-19 positive individual, violating the company's COVID-19 protocols and a Last Chance Agreement he had signed. Johnson, the only salaried black employee at the plant, sued Wabtec for wrongful termination under the Missouri Human Rights Act (MHRA), Title VII of the Civil Rights Act of 1965, and the Age Discrimination in Employment Act (ADEA). The district court granted summary judgment in favor of Wabtec.The district court's decision was based on the conclusion that Johnson had not established a prima facie case of discrimination. Johnson had argued that he was treated less favorably than similarly situated white employees, but the court found that the employees he cited were not similarly situated as they were not terminated for misconduct. The court also found that Johnson's failure to fully disclose his potential COVID-19 exposure constituted a safety concern and misconduct, which was grounds for termination under the Last Chance Agreement.The United States Court of Appeals for the Eighth Circuit affirmed the district court's decision. The appellate court agreed that Johnson had not established a prima facie case of discrimination and that his termination was due to his misconduct, not his race or age. The court also noted that Johnson had waived his ADEA claim by failing to address its merits in his opening brief. View "Johnson v. Westinghouse Air Brake Technologies Corporation" on Justia Law