Justia Aerospace/Defense Opinion Summaries

Pemco and Boeing entered into a contractual "teaming arrangement" to bid for a 2008 Air Force contract, which included a master agreement, a work share agreement, and a non-disclosure agreement. The relationship soured, leading Pemco to sue Boeing for breach of contract and trade secret misappropriation under the Missouri Trade Secrets Act. The district court initially dismissed the trade secrets claim as time-barred but allowed the breach of contract claims to proceed, resulting in a jury awarding Pemco $2,132,038 in direct damages.On appeal, the Eleventh Circuit reversed the dismissal of the trade secrets claim, holding that the Missouri statute of limitations applied, not Alabama's. After remand, Pemco filed a new complaint asserting only the trade secrets claim. The district court dismissed this claim, concluding that the contractual limitation of liability provision barred all additional damages since Pemco had already recovered the maximum amount allowed for breach of contract.The Eleventh Circuit reviewed the case de novo and held that the limitation of liability provision in the master agreement applies to Pemco’s trade secrets claim, barring most categories of damages, including incidental, punitive, and consequential damages. However, the court found that the provision does not bar recovery for unjust enrichment, which Pemco had alleged. The court noted that unjust enrichment damages are distinct from the direct, out-of-pocket damages Pemco had already recovered and are not categorically barred by the limitation provision.The court reversed the district court’s dismissal of Pemco’s trade secrets claim and remanded the case for further proceedings, allowing Pemco to pursue recovery based on Boeing’s alleged unjust enrichment. The court denied Pemco’s request to reassign the case to a different district judge. View "Alabama Aircraft Industries Inc. v. Boeing Company, The" on Justia Law

In 2016, a suicide bombing occurred at the U.S. military base in Bagram Airfield, Afghanistan. The bomber, an Afghan national employed by a subcontractor of Fluor Corporation, detonated an explosive vest, injuring Specialist Winston Tyler Hencely, among others. Hencely sued Fluor, alleging negligence in supervision, entrustment, and retention of the bomber, and breach of contract with the U.S. Government.The U.S. District Court for the District of South Carolina granted judgment to Fluor on all claims. The court found that federal law preempted Hencely’s tort claims and that he was not a third-party beneficiary entitled to enforce the Government’s contract with Fluor. Hencely appealed these decisions.The United States Court of Appeals for the Fourth Circuit reviewed the case. The court affirmed the district court’s judgment, holding that the Federal Tort Claims Act’s combatant activities exception preempted Hencely’s state-law tort claims. The court concluded that Fluor was integrated into combatant activities and that the military retained command authority over Fluor’s supervision of Local Nationals at Bagram Airfield. The court also held that Hencely was not an intended third-party beneficiary of the contract between Fluor and the U.S. Government, as the contract did not express an intent to benefit individual soldiers or confer upon them the right to enforce its provisions.Thus, the Fourth Circuit affirmed the district court’s judgment, precluding Hencely’s tort claims and denying his breach of contract claim. View "Hencely v. Fluor Corporation" on Justia Law

Yi-Chi Shih, a UCLA electrical engineering professor, was convicted of violating the International Emergency Economic Powers Act (IEEPA) by exporting monolithic microwave integrated circuits (MMICs) to China without a license. These MMICs, which amplify microwave signals, were used in collaboration with Chinese engineers for a military weapons development project. Shih misrepresented the export status of the MMICs to the U.S.-based foundry, Cree, to facilitate their manufacture and export.The United States District Court for the Central District of California initially entered a judgment of acquittal on the IEEPA violation counts but later reinstated the conspiracy count upon reconsideration. At sentencing, the court applied a base offense level of 14, resulting in a 63-month sentence. Both parties appealed, and the Ninth Circuit reinstated the substantive IEEPA violation conviction and remanded for resentencing. On remand, the district court applied a base offense level of 26, concluding that Shih's conduct evaded national security controls, resulting in an 85-month sentence.The United States Court of Appeals for the Ninth Circuit reviewed the case and affirmed the district court's decision. The court held that the export controls Shih evaded were implemented for national security reasons, as the relevant Export Control Classification Numbers (ECCNs) listed national security as a reason for control. The court rejected Shih's argument that the controls were solely for foreign policy reasons and his attempt to characterize his conduct as a mere recordkeeping offense. The Ninth Circuit concluded that the higher base offense level of 26 was appropriate and affirmed the district court's judgment. View "USA V. SHIH" on Justia Law

Yorktown Systems Group Inc. and Threat Tec LLC, both defense contractors, entered into a mentor-protégé relationship under the Small Business Administration’s program to jointly pursue government contracts. They formed a joint venture (JV) and were awarded a $165 million contract with the U.S. Army. The JV agreement allocated specific work shares to each company. However, the relationship soured, and Threat Tec attempted to terminate Yorktown’s subcontract, effectively cutting Yorktown out of its share of the contract.The United States District Court for the Northern District of Alabama granted Yorktown a preliminary injunction, preventing Threat Tec from terminating the subcontract and depriving Yorktown of its rights under the JV agreement. The court found that Yorktown had shown a substantial likelihood of success on its breach of contract and breach of fiduciary duty claims and faced irreparable harm. The court noted that Threat Tec’s CEO had made false statements and lacked candor, leading to the belief that Threat Tec’s motives were unethical.The United States Court of Appeals for the Eleventh Circuit reviewed the case and affirmed the district court’s decision. The appellate court found no clear error in the district court’s factfindings and concluded that the district court acted within its discretion. The court held that Threat Tec, as the managing member of the JV, owed fiduciary duties of loyalty and care to Yorktown and likely breached those duties by attempting to cut Yorktown out of its contractually specified workshare. The court also agreed that Yorktown faced irreparable harm, including potential damage to its business reputation and the loss of highly skilled employees, which could not be remedied by monetary damages alone. View "Yorktown Systems Group Inc. v. Threat TEC LLC" on Justia Law

The United States Court of Appeals for the Fifth Circuit affirmed the decision of the United States District Court for the Northern District of Texas, which dismissed a False Claims Act (FCA) retaliation lawsuit brought by former employee Dana Johnson against his former employer, Raytheon Co.Johnson alleged that Raytheon retaliated against him for reporting fraudulent misrepresentations that the company made to the US Navy. However, the Court of Appeals ruled that the District Court correctly held that it lacked jurisdiction to review Johnson’s claims implicating the merits of the decision to revoke his security clearance, based on the Supreme Court’s ruling in Department of the Navy v. Egan. The court also affirmed that Johnson failed to present a prima facie case of retaliation for the remaining claim, which involved Johnson being instructed not to report problems to the Navy. The court found that such instructions by Raytheon would not have dissuaded a reasonable worker from reporting to the Navy and therefore did not constitute retaliation.The case centered around Johnson's work for Raytheon, a government defense contractor, on a Navy project which required top-secret security clearance. Johnson claimed that after he reported concerns to managers and supervisors about Raytheon making fraudulent misrepresentation to the Navy, Raytheon began to monitor him, made false accusations about him to the Navy, and ultimately fired him. The Navy found that Johnson had committed security violations, and his security clearance was revoked. Raytheon subsequently terminated Johnson's employment. Johnson filed a lawsuit claiming retaliation, which the District Court dismissed and the Court of Appeals affirmed. View "Johnson v. Raytheon" on Justia Law

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

Stewart obtained his private pilot airman’s certificate in 1978. In 2013, he flew at altitudes and in weather conditions for which he was not authorized. The FAA notified Stewart that it planned to suspend his airman’s certificate. He could: surrender his certificate and begin the 180-day suspension; submit evidence that he had not violated the regulations; discuss the matter informally with an FAA attorney; or request an appeal to the NTSB. Stewart instead sent a letter stating that the agency lacked jurisdiction over private pilots. The FAA suspended Stewart’s certificate and assessed a $5,000 civil penalty for failure to turn in his certificate. Stewart kept flying. When he failed to properly deploy his plane’s landing gear, the FAA flagged his plane for inspection. Stewart did not comply. The FAA suspended the airworthiness certificate for his plane. Stewart kept flying and again landed his plane with the landing gear up. The FAA revoked Stewart’s airman’s certificate and again assessed a civil penalty. Stewart continued flying. The Sixth Circuit affirmed Stewart's convictions for knowingly and willfully serving as an airman without an airman’s certificate authorizing the individual to serve in that capacity, 49 U.S.C. 46306(b)(7), rejecting Stewart’s argument that he was not “without” a certificate because he still had physical possession of his. The statute required Stewart to have FAA permission to fly at the time of the flights in question. View "United States v. Stewart" on Justia Law

The Federal Service Labor-Management Relations Statute (FSLMRS) provides for collective bargaining between federal agencies and their employees’ unions and establishes the Federal Labor Relations Authority (FLRA) to investigate and adjudicate labor disputes, 5 U.S.C. 7101. The Union represents federal civil-service employees (dual-status technicians) who work for the Ohio National Guard. After their prior collective-bargaining agreement (CBA) expired, the Guard, the Ohio Adjutant General, and the Ohio Adjutant General’s Department (petitioners) asserted that they were not bound by the FSLMRS. The Union filed a complaint with the FLRA. An ALJ concluded that the FLRA had jurisdiction over the Guard; the dual-status technicians had collective bargaining rights under the FSLMRS; and repudiating the CBA violated the FSLMRS. The Sixth Circuit upheld the decision.The Supreme Court affirmed. A State National Guard acts as a federal agency for purposes of the FSLMRS when it hires and supervises dual-status technicians serving in their civilian roles. When the Guard employs dual-status technicians, it exercises the authority of the Department of Defense, an agency covered by the FSLMRS. The statutory authority permitting the Ohio Adjutant General to employ dual-status technicians as civilian employees in the federal civil service is found in 5 U.S.C. 2105(a)(1)(F). Dual-status technicians are ultimately employees of the Secretaries of the Army and the Air Force, and the petitioners are the Secretaries’ designees for purposes of dual-status technician employment. View "Ohio Adjutant General's Department v. Federal Labor Relations Authority" on Justia Law

For pressing projects, the government can issue “Undefinitized Contract Actions” (UCAs) to allow contractors to begin work before the parties have reached a final agreement on contract terms, like price. The Air Force entered into two UCAs with Lockheed for upgrades to F-16 aircraft. Both UCAs include “definitization” clauses that provide that if the parties are unable to reach agreements on price by a certain time, the Contracting Officer (CO) may determine a reasonable price. After years of negotiations, the Air Force and Lockheed were unable to agree on the price terms. The CO assigned to each UCA unilaterally definitized a price of about $1 billion.The Armed Services Board of Contract Appeals (ASBCA), acting under the Contract Disputes Act (CDA), dismissed appeals for lack of jurisdiction because Lockheed failed to submit a certified contractor claim to the COs requesting a final decision on its claims as required under the CDA. The Federal Circuit affirmed, rejecting Lockheed’s argument that the COs’ unilateral definitizations qualified as government claims under the CDA, which a contractor can directly appeal to the ASBCA without having to submit its own claim to the COs. The COs’ definitizations of the contract prices were not demands or assertions by the government seeking relief against Lockheed. View "Lockheed Martin Aeronautics Co. v. Secretary of the Air Force" on Justia Law

Raytheon has cost-reimbursement government contracts. Raytheon’s Government Relations Department engaged in information gathering, internal discussions on lobbying strategies, attending meals with contractors and Congresspeople or staff, meeting with internal Raytheon customers, attending political fundraisers, administering Raytheon’s Political Action Committee, interfacing with the legislative branch, responding to requests from Congressional staffers, and similar activities. Raytheon instructed employees to record all compensated time spent on lobbying activities. Accounting personnel withdrew costs associated with that time from Raytheon’s incurred-cost submissions. Raytheon’s employees considered time worked outside of regular hours part of their regular work duties, yet Raytheon’s policy instructed them not to report “[t]ime spent on lobby activity after the scheduled working day.” Raytheon’s Corporate Development Department worked with Raytheon’s business units, including internal investment, research and development, intellectual property licensing, partnerships, or acquisitions. Corporate Development had rules establishing when employees begin recording their time on acquisitions and divestitures.In 2007-2008, Raytheon charged the government for roughly half of the salary costs of its Government Relations and Corporate Development Departments. The Defense Contract Audit Agency audited both departments, determined that Raytheon’s incurred-cost submissions for those departments included unallowable costs, and demanded reimbursement and penalties. The Armed Services Board of Contract Appeals ruled in favor of Raytheon. The Federal Circuit reversed. The Board erred in interpreting Raytheon’s corporate practices and policies, which are inconsistent with the Federal Acquisition Regulation and led Raytheon to charge the government for unallowable costs. View "Secretary of Defense v. Raytheon Co." on Justia Law