Beaulieu v. State of Vermont

807 F.3d 478, 25 Wage & Hour Cas.2d (BNA) 523, 2015 U.S. App. LEXIS 16505, 2015 WL 5438725
CourtCourt of Appeals for the Second Circuit
DecidedSeptember 16, 2015
Docket13-4198-cv
StatusPublished
Cited by40 cases

This text of 807 F.3d 478 (Beaulieu v. State of Vermont) is published on Counsel Stack Legal Research, covering Court of Appeals for the Second Circuit primary law. Counsel Stack provides free access to over 12 million legal documents including statutes, case law, regulations, and constitutions.

Bluebook
Beaulieu v. State of Vermont, 807 F.3d 478, 25 Wage & Hour Cas.2d (BNA) 523, 2015 U.S. App. LEXIS 16505, 2015 WL 5438725 (2d Cir. 2015).

Opinion

LEVAL, Circuit Judge:

Plaintiffs, who are 704 current and former employees of the State of Vermont, appeal from the dismissal of the action by the United States District Court for the District of Vermont (Sessions, /.) by reason of Vermont’s sovereign immunity. The complaint alleges violations of the Fair Labor Standards Act of 1938, 29 U.S.C. §§ 201 et seq. (“FLSA”), and seeks declaratory and injunctive relief, damages, and liquidated damages for back pay. Defendants are the State of Vermont, the State of Vermont Agency of Administration, and the Vermont Secretary of Administration, sued in his official capacity (“Defendants”). Plaintiffs contend that, because their weekly pay is reduced for partial-day absences in excess of their accrued leave, they are not paid on a “salary basis” under the FLSA and are thus entitled to overtime pay at one and one-half times their regular rate.

Plaintiffs brought this action in state court. Defendants removed it to the federal district court. Defendants then filed an initial motion to dismiss for failure to state a claim under the FLSA. The district court denied the motion. After further motion practice and discovery, Defendants filed a second motion to dismiss, this time asserting state sovereign immunity from private FLSA suit. Plaintiffs responded that Defendants had waived their immunity by express statutory waiver, by removal, and by other litigation conduct, including assurances given to Plaintiffs that Vermont would not present a sovereign immunity defense. The district court rejected each of these arguments for waiver and granted Defendants’ motion to dismiss. We conclude that, while Defendants may, by removing the action, have waived their Eleventh Amendment immunity from suit in a federal forum, Defendants have not expressly waived Vermont’s general sovereign immunity from private FLSA suit, and their litigation conduct does not constitute such a waiver.

We affirm the judgment.

BACKGROUND

I. The FLSA Claim

Plaintiffs are current and former members of various non-management, supervisory, judicial, and corrections bargaining units within the Vermont State Employees’ Association (“VSEA”). Under their VSEA collective-bargaining agreements, Plaintiffs are guaranteed a “Basic Weekly Salary,” based on a 40-hour work week at their relevant salary level, which is computed as an hourly rate. It is undisputed that Vermont “has and continues to offer Plaintiffs a minimum of forty (40) hours of work each week” and does not reduce employees’ pay for absences occasioned by the State. Under the VSEA Agreements, Plaintiffs accrue personal leave for time worked, in addition to sick leave. When employees miss work for their own reasons, they must use either personal or sick leave in order to avoid deductions in their pay.

It is undisputed that as employees of a public agency, Plaintiffs are covered by the FLSA. It is disputed whether they are paid on a “salary basis” and therefore “exempt” employees under the FLSA: Exempt employees are not entitled to overtime. See 29 U.S.C. § 213(a)(1); 29 C.F.R. § 541.100. The Secretary of Labor has promulgated a “General Rule” and “Exceptions” for determining whether an employee is paid on a salary basis and thus exempt from FLSA’s overtime requirements. 29 C.F.R. § 541.602. Plaintiffs contend that, pursuant to this regulation, *482 they are not paid on a salary basis because: 1) the minimum salary they receive varies with the quantity of work they perform, as absences uncovered by personal or sick leave result in a loss of pay; 2) their pay is calculated at an hourly rate; and 3) the State’s practice of docking their pay in partial-day increments for partial-day absences not covered by leave is impermissible with regard to salaried employees. Defendants respond that: 1) the salary basis test allows for deductions in pay stemming from absences occasioned by the employee, rather than the employer; 2) according to regulation and judicial precedent, computation and recording of pay at an hourly rate do not vitiate its salary nature; and 3) public employers may make partial-day deductions for employee absences not covered by accrued leave without affecting the salaried, exempt status of employees under 29 C.F.R. § 541.710.

II. Proceedings Below

Plaintiffs brought this action in Vermont Superior Court on January 7, 2010, seeking relief under the FLSA. The complaint asserted that Vermont, by act of its legislature, Vt. Stat. Ann. tit. 21, § 384(b)(7), had expressly waived its sovereign immunity to private suit under the FLSA. Defendants removed the case to the federal district court on February 8, 2010, asserting that court’s jurisdiction under 28 U.S.C. § 1331, because Plaintiffs’ claim was based on federal law. In their initial Motion to Dismiss, Defendants did not raise a sovereign immunity defense, but argued instead that Plaintiffs had failed to state a claim under the FLSA. In their Opposition to the Motion to Dismiss, Plaintiffs repeated the assertion that the Vermont legislature had expressly waived sovereign immunity to private suits under the FLSA by statute. Defendants did not address the issue in argument on the motion. After the district court denied Defendants’ first Motion to Dismiss, Defendants filed an Answer, which did not assert a sovereign immunity defense.

Over a year later, at a conference discussing prospective summary judgment motions, Plaintiffs again raised the possibility of a sovereign immunity defense. Defendants responded that they were not asserting the defense and that it had been waived. Plaintiffs then sent Defendants a set of interrogatories, including “Does the State intend to rely upon the defense of sovereign immunity?”, to which Defendants responded: “Defendants removed the claim to federal court. Accordingly, Defendants do not intend to assert 11th Amendment immunity. Defendants do not intend to assert they are otherwise immune from the FLSA in this action.” J.A. 285.

Three months after filing this interrogatory response, and more than two years after the beginning of the lawsuit, Defendants amended their response, announcing that they now intended to present a sovereign immunity defense. Defendants specifically asserted immunity from private FLSA suit in both state and federal court, and moved to amend their Answer to that effect. On July 3, 2012, the District Court denied the motion to amend as to sovereign immunity and instead directed the parties to file dispositive motions on the issue after further discovery. On October 24, the court allowed further depositions on the sovereign immunity issue, and on November 26, 2012, Defendants finally filed their motion to dismiss on sovereign immunity grounds.

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807 F.3d 478, 25 Wage & Hour Cas.2d (BNA) 523, 2015 U.S. App. LEXIS 16505, 2015 WL 5438725, Counsel Stack Legal Research, https://law.counselstack.com/opinion/beaulieu-v-state-of-vermont-ca2-2015.