Case Title: Walton v. Roosevelt University

Citation: 2023 IL 128338

Docket Number: 128338

State: illinois

Court: Illinois Supreme Court

Date: 2023-03-23T00:00:00Z

Document:
2023 IL 128338 
 
IN THE 
SUPREME COURT 
OF 
THE STATE OF ILLINOIS 
 
 
 
(Docket No. 128338) 
WILLIAM WALTON, Appellant, v. ROOSEVELT UNIVERSITY, Appellee. 
 
 
Opinion filed March 23, 2023. 
 
 
JUSTICE HOLDER WHITE delivered the judgment of the court, with opinion. 
 
Chief Justice Theis and Justices Neville, Overstreet, Cunningham, Rochford, 
and O’Brien concurred in the judgment and opinion. 
 
OPINION 
 
¶ 1 
 
In this appeal, the Cook County circuit court certified the following question 
for interlocutory appeal pursuant to Illinois Supreme Court Rule 308 (eff. Oct. 1, 
2019):  
“Does Section 301 of the Labor Management Relations Act (29 U.S.C.[ ] § 185 
[(2018)]) preempt [Biometric Information Privacy Act] claims (740 ILCS 14/1 
 
 
 
 
 
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[(West 2018)]) asserted by bargaining unit employees covered by a collective 
bargaining agreement?”  
The appellate court answered the certified question in the affirmative. 2022 IL App 
(1st) 210011, ¶ 2. This court allowed William Walton’s petition for leave to appeal. 
Ill. S. Ct. R. 315(a) (eff. Oct. 1, 2021). For the following reasons, we answer the 
certified question in the affirmative, affirm the judgment of the appellate court, and 
remand the cause to the circuit court for further proceedings. 
  
¶ 2 
 
 
 
 
 
I. BACKGROUND 
¶ 3 
 
In March 2019, plaintiff, William Walton, filed a class-action complaint against 
his former employer, defendant Roosevelt University (Roosevelt), alleging 
Roosevelt’s collection, use, storage, and disclosure of Walton’s and similarly 
situated employees’ biometric data violated the Biometric Information Privacy Act 
(Privacy Act) (740 ILCS 14/15(a), (b), (d) (West 2018)).  
¶ 4 
 
According to the complaint, Walton was employed in Roosevelt’s campus 
safety department from January 2018 until January 2019. As a condition of 
employment, Roosevelt required Walton and similarly situated employees to enroll 
scans of their hand geometry onto a biometric timekeeping device as a means of 
clocking in and out of work. Walton alleged that (1) he was never provided with 
nor signed a release consenting to the collection, storage, or dissemination of his 
biometric data; (2) he had never been informed of any biometric data retention 
policy developed by Roosevelt; and (3) he had never been informed of the specific 
purpose or length of time for which his biometric information was being stored. 
Specifically, Walton claimed Roosevelt violated (1) section 15(a) of the Privacy 
Act (id. § 15(a)), by failing to develop a written policy, made available to the public, 
establishing a retention schedule and guidelines for permanently destroying 
biometric identifiers or information; (2) section 15(b) of the Privacy Act (id. 
§ 15(b)), by failing to provide notice and to obtain written consent before colleting, 
using, and storing Walton’s biometric identifiers or information; and (3) section 
15(d) of the Privacy Act (id. § 15(d)), by disclosing or otherwise disseminating 
Walton’s biometric identifier or information to a third party without consent. 
Walton sought damages, injunctive relief, and reasonable attorney fees.  
 
 
 
 
 
- 3 - 
¶ 5 
 
In July 2019, Roosevelt filed a motion to dismiss Walton’s class-action 
complaint pursuant to section 2-619 of the Code of Civil Procedure (735 ILCS 5/2-
619 (West 2018)), alleging Walton’s Privacy Act claims were preempted by section 
301 of the Labor Management Relations Act, 1947 (LMRA) (29 U.S.C. § 185 
(2018)). In moving to dismiss, Roosevelt stated that Walton was a member of SEIU, 
Local 1, a collective bargaining unit, while he worked as a nonsupervisory security 
employee for Roosevelt and thus agreed to a collective bargaining agreement 
(CBA) between Roosevelt and Walton’s union. Accordingly, Roosevelt argued 
Walton’s claims under the Privacy Act were preempted by the LMRA because the 
manner by which any employee clocks in and out was a subject covered by a broad 
management-rights clause in the CBA. In support of federal preemption, Roosevelt 
cited the United States Court of Appeals for the Seventh Circuit’s decision in Miller 
v. Southwest Airlines Co., 926 F.3d 898, 903 (7th Cir. 2019), which held that federal 
labor law preempts Privacy Act claims when the claims require interpretation or 
administration of a CBA.  
¶ 6 
 
In May 2020, the circuit court denied Roosevelt’s motion to dismiss, finding 
Miller distinguishable and concluding that preemption was inapplicable in this 
matter because a claim under the Privacy Act “is not intertwined with or dependent 
substantially upon consideration of terms of [a] collective bargaining agreement” 
where a “person’s rights under [the Privacy Act] exist independently of both 
employment and any given CBA.”  
¶ 7 
 
Roosevelt filed a motion to reconsider or, in the alternative, to certify a question 
for immediate appeal pursuant to Illinois Supreme Court Rule 308 (eff. Oct. 1, 
2019). The circuit court denied Roosevelt’s motion to reconsider but certified the 
following question for interlocutory appeal: “Does Section 301 of the Labor 
Management Relations Act (29 U.S.C.[ ] § 185) preempt [Privacy Act] claims (740 
ILCS 14/1 [(West 2018)]) asserted by bargaining unit employees covered by a 
collective bargaining agreement?”  
¶ 8 
 
The appellate court answered the certified question in the affirmative, holding 
“that Privacy Act claims asserted by bargaining unit employees covered by a 
collective bargaining agreement are preempted under federal law.” 2022 IL App 
(1st) 210011, ¶ 27. The court found the Seventh Circuit recently addressed this 
question in Fernandez v. Kerry, Inc., 14 F.4th 644 (7th Cir. 2021). 2022 IL App 
 
 
 
 
 
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(1st) 210011, ¶ 18. The court noted that Walton also conceded at oral argument that 
the relevant factual and legal circumstances of this case are indistinguishable from 
Fernandez. Id. Therefore, the court determined its real objective in the appeal was 
to determine whether the Seventh Circuit’s ruling on a matter of federal law lacked 
logic or reason and was, therefore, wrongly decided. Id. (citing State Bank of 
Cherry v. CGB Enterprises, Inc., 2013 IL 113836, ¶ 54).  
¶ 9 
 
The appellate court recognized the Seventh Circuit in Fernandez, 14 F.4th at 
646-47, held that unionized employees’ claims that their employer violated the 
Privacy Act were preempted by the LMRA (29 U.S.C. § 185). 2022 IL App (1st) 
210011, ¶ 18. The court stated that in Fernandez  
“the court of appeals explained that, when the employer invokes a broad 
management rights clause from a collective bargaining agreement in response 
to a Privacy Act claim, the claim is preempted because it requires an arbitrator 
to determine whether the employer and the union bargained about the issue or 
the union consented on the employees’ behalf.” Id. ¶ 19 (citing Fernandez, 14 
F.4th at 646).  
The court further acknowledged “[t]he court in Fernandez refers substantially to its 
recent decision in Miller v. Southwest Airlines Co., 926 F.3d 898 (7th Cir. 2019), 
in which it held that a Privacy Act claim was preempted in the same way under the 
Railway Labor Act (45 U.S.C. § 152 (2018)).” Id. (citing Miller, 926 F.3d at 903-
04).  
¶ 10 
 
The appellate court determined Fernandez reached the proper conclusion, as 
the Privacy Act contemplates the role of a collective bargaining unit acting as an 
intermediary on issues concerning an employee’s biometric information. Id. ¶ 20 
(citing 740 ILCS 14/15(b) (West 2018) (prohibiting private entities from collecting 
a person’s biometric information without obtaining consent from the subject or the 
subject’s legally authorized representative)). The court found the CBA in this case 
contained a broad management-rights clause. Id. ¶ 21. Thus, the court stated “[t]he 
timekeeping procedures for workers are a topic for negotiation that is clearly 
covered by the collective bargaining agreement and requires the interpretation or 
administration of the agreement.” Id.  
 
 
 
 
 
- 5 - 
¶ 11 
 
While the appellate court acknowledged Walton’s argument that there was no 
reference to biometric information in the CBA, it found federal courts interpreting 
similar CBAs containing similar management-rights clauses have found the broad 
authority granted to the employer is sufficient to preempt Privacy Act claims. Id. 
¶ 22 (citing, inter alia, Fernandez, 14 F.4th at 646-47, and Miller, 926 F.3d at 903). 
Therefore, the court determined the “issue in this case has been uniformly decided 
in federal courts in favor of preemption,” found the “reasoning expressed by the 
federal courts to be sound,” and “declin[ed] to find that all the federal decisions are 
wrongly decided and without logic or reason.” Id. ¶ 24 (citing State Bank of Cherry, 
2013 IL 113836, ¶ 54).  
¶ 12 
 
The appellate court concluded, because Roosevelt advanced a nonfrivolous 
argument that bargained-for rights are at issue, it met its burden to demonstrate that 
the claims are preempted under federal law. Id. ¶ 25. Accordingly, the court stated, 
“Walton and his fellow unionized employees are not prohibited from pursuing 
redress for a violation of their right to biometric privacy—they are simply required 
to pursue those rights through the grievance procedures in their collective 
bargaining agreement rather than in state court in the first instance.” Id. ¶ 27. The 
court remanded the matter to the circuit court. Id. ¶ 29.  
¶ 13 
 
This court allowed Walton’s petition for leave to appeal. Ill. S. Ct. R. 315(a) 
(eff. Oct. 1, 2020). We allowed the National Employment Lawyers Association 
(NELA)/Illinois and Raise the Floor Alliance leave to file a joint brief as amici 
curiae in support of Walton’s position. We also allowed the International 
Brotherhood of Teamsters Local 705 leave to file a brief as amicus curiae in support 
of Walton’s position. We further allowed the Illinois Chamber of Commerce leave 
to file a brief as amicus curiae in support of Roosevelt’s position. Last, we allowed 
the Chamber of Commerce of the United States of America, the Restaurant Law 
Center, the National Retail Federation, and the Illinois Restaurant Association leave 
to file a joint brief as amici curiae in support of Roosevelt’s position. See Ill. S. Ct. 
R. 345 (eff. Sept. 20, 2010). 
 
 
 
  
 
 
 
 
 
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¶ 14 
 
 
 
 
 
II. ANALYSIS 
¶ 15 
 
Initially, we note the narrow focus in this appeal. Currently, we are not called 
upon to resolve Plaintiff’s claims. Instead, the task before this court is to answer 
the certified question:  
“Does Section 301 of the Labor Management Relations Act (29 U.S.C.[ ] § 185) 
preempt [Privacy Act] claims (740 ILCS 14/1 [(West 2018)]) asserted by 
bargaining unit employees covered by a collective bargaining agreement?” 
 
¶ 16 
 
 
 
 
 
A. Standard of Review 
¶ 17 
 
A certified question under Illinois Supreme Court Rule 308 (eff. Jan. 1, 2016) 
presents a question of law subject to de novo review. Eighner v. Tiernan, 2021 IL 
126101, ¶ 18. “Certified questions must not seek an application of the law to the 
facts of a specific case.” Rozsavolgyi v. City of Aurora, 2017 IL 121048, ¶ 21. “This 
court’s scope of review is generally limited to the certified question.” Id. ¶ 25. 
  
¶ 18 
 
 
 
 
 
B. Federal Preemption 
¶ 19 
 
The certified question requires us to determine whether Privacy Act claims 
brought by unionized employees subject to a CBA are preempted by federal law. 
“Congress’ power to pre-empt state law is derived from the Supremacy Clause of 
Art. VI of the Federal Constitution.” Allis-Chalmers Corp. v. Lueck, 471 U.S. 202, 
208 (1985); see U.S. Const., art. VI, cl. 2. Congressional power in the area of labor 
relations is long established. Allis-Chalmers Corp., 471 U.S. at 208. “Congress, 
however, has never exercised authority to occupy the entire field in the area of labor 
legislation.” Id. Therefore, the question of whether a certain state action is 
preempted by federal law is one of congressional intent. Id. 
  
¶ 20 
 
 
 
 
 
1. The Labor Management Relations Act 
¶ 21 
 
Section 301 of the LMRA states:  
 
“Suits for violation of contracts between an employer and a labor 
organization representing employees in an industry affecting commerce as 
 
 
 
 
 
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defined in this chapter, or between any such labor organizations, may be 
brought in any district court of the United States having jurisdiction of the 
parties, without respect to the amount in controversy or without regard to the 
citizenship of the parties.” 29 U.S.C. § 185(a) (2018). 
  
¶ 22 
 
 
 
 
 2. Federal Court Interpretation of Federal Statutes 
¶ 23 
 
“When interpreting federal statutes, [this court] looks to the decisions of the 
United States Supreme Court and federal circuit and district courts. [Citation.] 
United States Supreme Court interpretation of federal law is clearly binding on this 
court. However, in the absence of a United States Supreme Court decision, the 
weight this court gives to federal circuit and district court interpretations of federal 
law depends on factors such as uniformity of law and the soundness of the 
decisions.” State Bank of Cherry, 2013 IL 113836, ¶ 33.  
¶ 24 
 
“[T]his court has consistently recognized the importance of maintaining a 
uniform body of law in interpreting federal statutes if the federal courts are not split 
on an issue.” Id. ¶ 34. “Thus, uniformity of the law continues to be an important 
factor in deciding how much deference to afford federal court interpretations of 
federal law.” Id. ¶ 35. While this court is bound by the United States Supreme 
Court, if lower federal courts are uniform in their interpretation of a federal statute, 
this court, in the interest of preserving unity, will give considerable weight to those 
courts’ interpretations of federal law and find them to be highly persuasive. Id. 
However, this court “may choose not to follow Seventh Circuit or uniform lower 
federal court precedent if we find that precedent to be wrongly decided because we 
determine the decision to be without logic or reason.” Id. ¶ 54. Importantly, the 
absence of logic or reason standard is not met just because, had the question initially 
been before us, we may have ruled in a different manner.  
¶ 25 
 
The United States Supreme Court has not addressed the issue presented in this 
appeal. Therefore, we turn to the lower federal courts to guide our analysis.  
¶ 26 
 
Roosevelt argues two separate panels of the Seventh Circuit, in Miller, 926 F.3d 
898, and Fernandez, 14 F.4th 644, have held that Privacy Act claims for use of a 
time clock are preempted by federal labor law. Walton argues both panels 
erroneously believed the dispute in each case centered on the employers’ 
 
 
 
 
 
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implementation of a timekeeping device, when the actual issue raised, as in all 
actions brought under the Privacy Act, was whether the entities collected, stored, 
and disseminated employee biometric data without informed consent—an issue 
entirely separate from the use of the device itself. Accordingly, Walton argues this 
court should not follow these decisions because they were outside logic and reason 
and, therefore, wrongly decided. We analyze both cases in turn.  
¶ 27 
 
In Miller, the Seventh Circuit addressed airline employees’ Privacy Act claims 
against their employers arising from the employers’ use of a biometric timekeeping 
system, which required employees to clock in and out with their fingerprints. 926 
F.3d at 901. The employers responded that the plaintiffs’ unions consented to and 
received notice of the employers’ attendance-tracking system on behalf of the 
plaintiffs “either expressly or through the collective bargaining agreements’ 
management-rights clauses.” Id. Thus, the employers contended “that, to the extent 
these matters are disputed, an adjustment board rather than a judge must resolve the 
difference—and that if state law gives workers rights beyond those provided by 
federal law and collective bargaining agreements, it is preempted by the Railway 
Labor Act.” Id.  
¶ 28 
 
In considering the preemption issue, the Seventh Circuit first noted the Privacy 
Act “provides that a worker or an authorized agent may receive necessary notices 
and consent to the collection of biometric information.” (Emphasis in original.) Id. 
at 903 (citing 740 ILCS 14/15(b) (West 2018)). It then found that the plaintiffs’ 
unions constituted authorized agents under the statute. Id. Further, the Seventh 
Circuit noted that “how workers clock in and out is a proper subject of negotiation 
between unions and employers—is, indeed, a mandatory subject of bargaining.” Id. 
Thus, the Seventh Circuit determined the question of whether the unions did in fact 
consent to the collection and use of the plaintiffs’ biometric data or grant authority 
through a management-rights clause is a question for an adjustment board. Id. 
“Similarly, the retention and destruction schedules for biometric data, and whether 
air carriers may use third parties to implement timekeeping and identification 
systems, are topics for bargaining between unions and management.” Id. 
Accordingly, the Seventh Circuit held the plaintiffs’ claims under the Privacy Act 
were preempted by the Railway Labor Act (45 U.S.C. § 151 et seq. (2018)). Miller, 
926 F.3d at 903.  
 
 
 
 
 
- 9 - 
¶ 29 
 
Following Miller, the Seventh Circuit in Fernandez addressed virtually the 
same issue presented in Miller but involving the federal labor statute also at issue 
in this case—section 301 of the LMRA. In Fernandez, unionized employees filed 
a class-action lawsuit against their former employer arguing the employer violated 
the Privacy Act when it failed to obtain consent before requiring workers to use 
their fingerprints to clock in and out of work. 14 F.4th at 645. The employer 
responded that the plaintiffs’ claims were preempted by section 301 of the LMRA 
because resolution of those claims depended on the interpretation of a CBA 
between the employer and the union that represented the plaintiffs. Id.  
¶ 30 
 
The Seventh Circuit referred substantially to the preemption analysis in Miller 
and found it equally applied to claims under section 301 of the LMRA. Id. at 646. 
Therefore, the court ultimately determined that when an employer invokes a broad 
management-rights clause from a CBA in response to a Privacy Act claim, the 
claim is preempted because it is up to an arbitrator to determine “whether the 
employer properly obtained the union’s consent.” Id.  
¶ 31 
 
This case is similar to Fernandez where here the broad management rights 
clause in the CBA states,  
“Subject to the provisions of this Agreement, the Employer shall have the 
exclusive right to direct the employees covered by this Agreement. Among the 
exclusive rights of management, but not intended as a wholly inclusive list of 
them are: the right to plan, direct, and control all operations performed in the 
building, to direct the working force, to transfer, hire, demote, promote, 
discipline, suspend or discharge, for proper cause, to subcontract work and to 
relieve employees from duty because of lack of work or for any other legitimate 
reason. The Union further understands and agrees that the Employer provides 
an important service to its tenants of a personalized nature to fulfill their 
security needs, as those needs are perceived by the Employer and the tenants. 
Accordingly, this Agreement shall be implemented and interpreted by the 
parties so as to give consideration to the needs and preferences of the tenants.”  
After reviewing both Seventh Circuit cases, we do not find the decisions in either 
Miller or Fernandez to be without logic or reason. See State Bank of Cherry, 2013 
IL 113836, ¶ 54. Given the language in the CBA and the LMRA, it is both logical 
and reasonable to conclude any dispute must be resolved according to federal law 
 
 
 
 
 
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and the agreement between the parties. Therefore, in answering the certified 
question before us, we defer to the uniform federal case law on this matter and find 
that when an employer invokes a broad management rights clause from a CBA in 
response to a Privacy Act claim brought by bargaining unit employees, there is an 
arguable claim for preemption. Accordingly, because we do not believe the federal 
decisions were wrongly decided, and here the CBA contained a broad management 
rights clause, we find Walton’s Privacy Act claims are preempted by the LMRA. 
We therefore answer the certified question in the affirmative. 
  
¶ 32 
 
 
 
 
 
III. CONCLUSION 
¶ 33 
 
For the foregoing reasons, we answer the certified question in the affirmative, 
affirm the judgment of the appellate court, and remand the cause to the circuit court 
for further proceedings. 
  
¶ 34 
 
Certified question answered.  
¶ 35 
 
Affirmed and remanded.