Justia Arbitration & Mediation Opinion Summaries

The plaintiff accepted a job at the defendant company in May 2017, signing an employment agreement that included an arbitration clause covering all employment-related disputes. Over several years, the plaintiff alleges that she was subjected to a sexually charged work environment and specific instances of sexual harassment. She repeatedly complained internally to supervisors and management from 2017 through 2021, but claims her concerns were ignored and that no corrective action was taken. The plaintiff further alleges she experienced retaliation, humiliation, and targeted harassment following her complaints, culminating in her termination by the defendant in December 2021, allegedly in retaliation for reporting the workplace environment.After her termination, the plaintiff filed an administrative complaint with the California Department of Fair Employment and Housing in August 2023 and received a right-to-sue letter. In July 2024, she initiated a lawsuit in California state court raising claims of discrimination, harassment, and hostile work environment. The defendant removed the case to the United States District Court for the Central District of California based on diversity jurisdiction and moved to compel arbitration pursuant to the employment agreement. The district court granted the motion, finding that the dispute between the parties arose and the plaintiff’s claims accrued before the effective date of the Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act of 2021 (EFAA), which was March 3, 2022.The United States Court of Appeals for the Ninth Circuit reviewed the district court’s order de novo. The court held that the EFAA applies only to disputes or claims that arise or accrue on or after March 3, 2022. Because the plaintiff’s dispute with the defendant arose and her claims accrued before that date, the statutory exception to arbitration in the EFAA did not apply. The Ninth Circuit affirmed the district court’s order compelling arbitration. View "COMBS V. NETFLIX, INC." on Justia Law

Two neighboring landowners, who are related by marriage, became involved in multiple property disputes, including disagreements over joint ownership and access to ditches and land. To resolve these disputes, one party filed two complaints in the District Court of Fremont County: one seeking an easement for ditch access and another seeking partition of jointly owned land. The parties also had related petitions pending before the Board of Control. During litigation, they participated in mediation and signed an email outlining terms of a purported global settlement agreement, which included provisions for access to ditches, maintenance rights, restrictions on visible storage, and the drafting of a formal settlement by one party’s attorney.After mediation, as the parties attempted to formalize the agreement, new disagreements arose regarding how to implement the access and storage restriction provisions. Each party filed a motion to enforce their interpretation of the settlement; one sought a recordable easement and restrictive covenant, while the other argued those terms exceeded the agreement. The District Court of Fremont County held a hearing to consider the motions, reviewed the parties’ filings and affidavits, and ultimately found that the agreement lacked essential terms, particularly regarding implementation of ditch access and the visual storage restriction. The court determined there was no meeting of the minds and denied both motions to enforce, as well as a request for sanctions.The Supreme Court of Wyoming reviewed the appeal. It held that the district court did not violate due process, as the issue of contract formation was properly considered and the parties had notice and opportunity to argue their positions. The Supreme Court agreed with the district court’s finding that no enforceable settlement agreement existed due to lack of mutual assent on material terms. It further held that Cross was not entitled to attorney’s fees, as there was no enforceable contract providing for such fees. The Supreme Court affirmed the district court’s order. View "Cross v. Albright" on Justia Law

The plaintiff brought suit against multiple former employers and individual defendants, alleging eleven causes of action under California state law, including sexual harassment and hostile work environment claims under the Fair Employment and Housing Act (FEHA). The plaintiff asserted that he was subjected to severe and pervasive harassment based on his sexual orientation by a coworker, who repeatedly made derogatory remarks about his homosexuality and engaged in threatening and unwanted physical conduct. The plaintiff further alleged that he reported this behavior to supervisors and human resources, but no corrective action was taken, and that the harassment adversely affected his emotional well-being.The defendants moved to compel arbitration, relying on an arbitration agreement signed at the start of the plaintiff’s employment and arguing that the Federal Arbitration Act (FAA) required arbitration of all employment-related claims. The Superior Court of Los Angeles County denied the motion to compel arbitration, finding that the plaintiff had sufficiently alleged a sexual harassment claim under FEHA, which triggered the exemption provided by the Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act of 2021 (EFAA). The defendants timely appealed from the denial of the motion to compel arbitration.The Court of Appeal of the State of California, Second Appellate District, Division One, reviewed the trial court’s order de novo. The court held that harassment based on sexual orientation qualifies as sexual harassment under FEHA. It further found that the plaintiff sufficiently pleaded facts showing severe or pervasive harassment, thus invoking the EFAA’s exemption from compelled arbitration under the FAA. The court affirmed the trial court’s order denying the defendants’ motion to compel arbitration, awarding costs on appeal to the plaintiff. View "Decloedt v. Radnet Management" on Justia Law

A hospital and a union representing registered nurses entered into a collective bargaining agreement, which required the hospital to staff its Cardio-Thoracic Intensive Care Unit according to a specific grid. When the hospital failed to maintain the agreed-upon staffing levels, the union filed a grievance on behalf of the affected nurses. The dispute proceeded to arbitration, where the arbitrator found that the hospital had breached the agreement and issued a monetary award to compensate nurses who worked on significantly understaffed shifts.The United States District Court for the Southern District of New York reviewed cross-motions from both parties—one to vacate and one to confirm the arbitral award. The district court denied the hospital’s motion to vacate and granted the union’s motion to confirm the award, concluding that the arbitrator had acted within her authority under the agreement. The hospital appealed this decision, contending that the monetary relief was not authorized by the contract and that it constituted a punitive award in violation of public policy.The United States Court of Appeals for the Second Circuit affirmed the district court’s confirmation of the arbitral award. The court held that the arbitrator did not exceed her authority under the agreement, as the agreement’s remedial authority clause permitted the issuance of monetary relief and did not expressly prohibit such remedies. The court further found that the award was compensatory, not punitive, as it was intended to make the nurses whole for extra work performed, and was not designed to punish the hospital. The court concluded that the award did not violate any explicit public policy and that the arbitrator’s remedy was properly derived from the terms of the agreement. View "The New York and Presbyterian Hospital v. New York State Nurses Association" on Justia Law

Compeer, a group of federally chartered farm credit associations, entered into a master participation agreement with Corporate America Lending, Inc. (CAL), under which Compeer paid CAL $58 million in exchange for the right to receive all payments due on a set of agricultural loans CAL had originated to Famoso Hills Ranch in California. Under the agreement, CAL was to promptly remit any payments or proceeds received on these loans to Compeer. When Famoso refinanced its loans and paid off the balance to CAL, CAL failed to notify Compeer or transfer the payoff proceeds as required and instead concealed receipt of the funds and withheld them as a negotiation tactic, eventually claiming a right to offset based on alleged damages suffered.Arbitration proceedings commenced, resulting in an award in favor of Compeer, finding it was unconditionally entitled to the payoff proceeds and that CAL had no legal basis to withhold them. The arbitration panel found for Compeer on its claims for breach of contract, breach of the implied covenant of good faith and fair dealing, and unjust enrichment. Compeer moved in the United States District Court for the District of Minnesota to confirm the award and appoint a receiver to secure the funds. The district court confirmed the arbitration award, finding it final and enforceable, and appointed a receiver due to CAL’s repeated noncompliance and attempts to dissipate the funds. CAL appealed, arguing the award was nonfinal, violated public policy, and the receivership was improper due to a forum-selection clause and lack of necessity.The United States Court of Appeals for the Eighth Circuit affirmed the district court’s rulings. The court held that the arbitration award was final and confirmable, the public policy exception to vacatur under the Federal Arbitration Act did not require setting aside the award given the alternative equitable bases for Compeer’s recovery, and the district court acted within its discretion in appointing a receiver due to CAL’s conduct and the inadequacy of alternative remedies. View "Compeer Financial, ACA v. Corp. Amer. Lending, Inc." on Justia Law

The plaintiff was intermittently employed by two car dealerships operated by the defendant corporations from 2022 to 2024. During her employment, she signed several arbitration agreements, including standalone agreements, with both dealerships. These agreements required binding arbitration of “any claims” arising from not only employment but also any other interaction or relationship between the plaintiff and the defendants or their defined third-party beneficiaries. The agreements precluded class actions and included a severance clause for invalid terms.In 2024, the plaintiff filed wage and hour claims both individually and on behalf of a class of current and former employees, seeking a jury trial. The defendants moved to compel arbitration based on the agreements, or alternatively, to sever any invalid terms and enforce the remainder. The Superior Court of Sacramento County denied the motion, relying on Cook v. University of Southern California, and found the agreements procedurally and substantively unconscionable, with unconscionable terms permeating the agreements. The court declined to sever the terms and refused to enforce the agreements.The Court of Appeal of the State of California, Third Appellate District reviewed the appeal. The court affirmed the trial court’s order, holding that the arbitration agreements were substantively unconscionable due to their overly broad scope extending beyond employment-related claims and lack of mutuality, as they required the plaintiff to arbitrate all claims against third parties without reciprocal obligation from those parties. The court found no sufficient justification for the breadth or the nonmutual terms. It also concluded that the unconscionable terms tainted the central purpose of the agreements, so severance was not appropriate. The judgment was affirmed. View "Phan v. Knight Sacramento SU Inc." on Justia Law

A general contractor and a subcontractor entered into agreements for the construction and renovation of a facility. The subcontracts required disputes to be resolved by arbitration pursuant to the rules of the American Arbitration Association. The subcontractor performed work and submitted invoices, but the general contractor, while timely rejecting the invoices and providing reasons, failed to include the good faith certification required by the Massachusetts prompt pay act. The contractor later paid the invoices after an arbitrator determined that the invoices were deemed approved due to the lack of timely certification. Subsequently, the contractor filed a counterclaim in arbitration seeking recoupment of those payments, arguing the invoices were not fair and reasonable.The subcontractor initially brought suit in the Massachusetts Superior Court, which was then compelled to arbitration per the contract. During arbitration, the arbitrator found that the contractor’s failure to timely certify its rejection of the invoices resulted in the invoices being deemed approved and ordered payment to the subcontractor. After payment, the arbitrator allowed the contractor’s counterclaim for recoupment. Following evidentiary proceedings, the arbitrator ruled in favor of the contractor, awarding partial recoupment. The subcontractor moved in the Superior Court to vacate this award, arguing that the arbitrator exceeded his authority. Relying on J.C. Cannistraro, LLC v. Columbia Construction Co., the Superior Court judge vacated the recoupment portion of the arbitration award, finding that the contractor had asserted defenses before paying the invoices, contrary to precedent.The Supreme Judicial Court of Massachusetts reviewed the matter on direct appellate review. It held that the arbitrator did not exceed his authority because the award was not prohibited by law nor did it violate public policy. The court determined that the prompt pay act did not expressly prohibit recoupment in these circumstances and that the arbitrator’s actions were within the broad scope granted by the parties’ agreement and the arbitration rules. The judgment vacating the arbitration award was reversed and the matter remanded for confirmation of the arbitration award. View "J.C. Cannistraro, LLC v. Columbia Construction Co." on Justia Law

The plaintiff worked as a delivery driver for a furniture distribution company, transporting goods from California warehouses to customers. The furniture was sourced both within and outside California, including from Mexico, and arrived at the distribution centers before being delivered to customers. The plaintiff signed an independent contractor agreement with a delivery-service provider that included an arbitration clause, and subsequently filed two lawsuits against the furniture company and the delivery company: a class action alleging wage and hour violations, and a separate action under the Private Attorneys General Act (PAGA) for civil penalties.The Alameda County Superior Court reviewed the defendants’ omnibus motion to compel arbitration of all claims and to dismiss the plaintiff’s representative PAGA claims. The trial court found that, although the arbitration agreement was valid and enforceable and the defendants had not waived their right to arbitrate, the plaintiff qualified as a “transportation worker” under section 1 of the Federal Arbitration Act (FAA) and was thus exempt from FAA coverage. As a result, state law governed the enforcement of the arbitration agreement. The court ordered certain claims (reimbursement of expenses, wage statement claims, and unfair competition) to arbitration, but allowed wage claims to proceed in court under Labor Code section 229. It denied the motion to dismiss the representative PAGA claims, citing California Supreme Court precedent, and stayed both actions pending arbitration of individual claims.The Court of Appeal of the State of California, First Appellate District, Division One, reviewed these consolidated appeals. The court held that the plaintiff is a transportation worker exempt from the FAA because he played a direct and active role in the interstate movement of goods, even though his deliveries were intrastate and retail in nature. The court affirmed that the plaintiff has standing to pursue non-individual PAGA claims in court, following Adolph v. Uber Technologies, Inc. The order by the trial court was affirmed. View "Betanco v. Living Spaces Furniture, LLC" on Justia Law

Robert Cocom, a former airport janitor, brought a putative class action against his previous employer, ABM Aviation, Inc., alleging wage and hour violations. When he was hired, Cocom signed a Mutual Arbitration Agreement (MAA) requiring employment-related disputes to be resolved through arbitration. The MAA included waivers of class, collective, and representative actions, as well as a provision stating that arbitration awards would not have preclusive or precedential effect in other proceedings. Cocom’s lawsuit was originally filed in state court but was removed to federal court by ABM, which then moved to compel arbitration and strike the class claims.The United States District Court for the Central District of California denied ABM’s motion, finding the arbitration agreement both procedurally and substantively unconscionable. The court relied heavily on the California Court of Appeal’s decision in Cook v. University of Southern California, interpreting the MAA as having an overly broad scope, indefinite duration, and lack of mutuality, and concluding that certain waivers violated California law. Finding multiple provisions unconscionable, the district court declined to sever them and refused to enforce the MAA.On appeal, the United States Court of Appeals for the Ninth Circuit reversed the district court’s judgment. The appellate court held that the MAA’s provisions were distinguishable from those in Cook, noting that the MAA was limited to employment-related disputes, thereby avoiding the overbreadth, indefinite duration, and mutuality issues identified in Cook. The Ninth Circuit also found that any potentially unconscionable waivers (such as those related to representative actions or public injunctive relief) were severable. The main holding was that the MAA was not substantively unconscionable and should be enforced, and the case was remanded for further proceedings. View "COCOM V. ABM AVIATION, INC." on Justia Law

The United States initiated a lawsuit against Dr. Dongxin Ma and Ma Acupuncture Center, P.C., alleging violations of the False Claims Act. The government claimed that the defendants submitted inflated reimbursement requests for acupuncture services provided to veterans, resulting in improper payments from the Department of Veterans Affairs. The United States sought substantial damages and civil penalties, while the defendants denied liability and asserted they acted in good faith.Following mediation, the parties reached significant agreement regarding the terms of settlement. The mediation resulted in an oral agreement that included payment by the defendants of $2.3 million over 42 months, an initial $100,000 payment, dismissal and release of civil claims by the government, reasonable efforts by Dr. Ma to sell certain property, and the government’s right to place liens if obligations were not met. The United States filed a notice of settlement and submitted a written agreement containing additional standard terms. The defendants, later represented by new counsel, contested the validity of the settlement, arguing that the written agreement included material terms not discussed at mediation and that Dr. Ma had not authorized settlement above $1 million.The United States District Court for the Western District of Texas held an evidentiary hearing, ultimately concluding that the parties had orally agreed to all material terms at mediation and that the additional terms in the written agreement were immaterial. The court amended its judgment to enforce only the material terms agreed orally. On appeal, the United States Court of Appeals for the Fifth Circuit reviewed the district court’s decision for abuse of discretion and affirmed. The Fifth Circuit held that the district court did not abuse its discretion in enforcing the oral settlement agreement, finding that all material terms were agreed to at mediation and that additional terms in the written agreement were not material. The court also found that the defendants had forfeited certain arguments on appeal. View "USA v. Ma" on Justia Law