Green sued under the Truth in Lending Act, 15 U.S.C. 1606, claiming that U.S. Cash Advance misstated her loan’s annual percentage rate. The lender requested arbitration under the loan agreement, which referred to “binding arbitration by one arbitrator by and under the Code of Procedure of the National Arbitration Forum.” The agreement was signed in 2012; the Forum has not accepted new consumer cases for arbitration since 2009, when it settled a suit alleging bias in merchants’ favor. The lender asked the court to appoint a substitute arbitrator under 9 U.S.C. 5. The judge declined, stating that identification of the Forum as arbitrator was “integral.” The Seventh Circuit reversed, reasoning that the agreement calls for use of the Forum’s Code of Procedure, not for the Forum itself to conduct proceedings. The court noted that the lender will have to “live with” the judge’s broad discretion in choosing an arbitrator, who might be familiar with practices in the payday loan industry or open to use of claimant classes in arbitrations, perhaps on a theory “that a consumer who would not voluntarily waive her rights under the Truth in Lending Act probably should not be deemed to have implicitly waived her right to the only procedure that could effectively enforce those rights.” View "Green v. U.S. Cash Advance IL, LLC" on Justia Law

This case stemmed from a dispute between the parties over license agreements which allowed Myriad access to Oracle's Java programming language. On appeal, Myriad challenged the district court's partial denial of its motion to compel arbitration. The court concluded that the incorporation of the United Nations Commission on International Trade Law (UNCITRAL) arbitration rules into the parties' commercial contract constituted clear and unmistakable evidence that the parties agreed to arbitrate arbitrability. Accordingly, the court reversed and remanded for further proceedings. View "Oracle America, Inc. v. Myriad Group A.G." on Justia Law

After working at the company for four months, Benes charged his employer with sex discrimination. The EEOC arranged for mediation in which, after an initial joint session, the parties separated and a go-between relayed offers. Upon receiving a settlement proposal that he thought too low, Benes stormed into the room used by his employer’s representatives and said loudly: “You can take your proposal and shove it up your ass and fire me and I’ll see you in court.” The firm fired him. He filed suit under the anti-retaliation provision of Title VII of the Civil Rights Act, 42 U.S.C. 2000e–3(a), abandoning his claim of sex discrimination. A magistrate judge granted the employer summary judgment, finding that Benes had been fired for misconduct during the mediation, not for making or supporting a charge of discrimination. The Seventh Circuit affirmed, stating that section 2000e–3(a) does not establish a privilege to misbehave in mediation, but only bans retaliation “because [a person] has opposed any practice made an unlawful employment practice by this subchapter, or because he has made a charge, testified, assisted, or participated in any manner in an investigation, proceeding, or hearing under this subchapter.” View "Benes v. A.B. Data, Ltd." on Justia Law

This case stemmed from a maritime contract entered into by Blue Whale and Development. Blue Whale filed a complaint in district seeking to attach property belonging to Development's alleged alter ego, HNA, in anticipation of a future arbitration award against Development pursuant to Rule B of the Supplemental Rules for Certain Admiralty and Maritime Claims. The court concluded that the district court properly applied federal maritime law to the procedural question of whether Blue Whale's claim sounded in admiralty, and the claim did sound in admiralty because it arose out of a maritime contract; the issue of the claim's prima facie validity was a substantive inquiry; however, the district court's application of English law to this question was improper because the charter's party's choice-of-law provision did not govern Blue Whale's collateral alter-ego claim against HNA; and drawing on maritime choice-of-law principles, the court held that although federal common law did not govern every claim of this nature, federal common law did apply here, primarily because of the collateral claim's close ties to the United States. Accordingly, the court remanded for reconsideration of the prima facie validity of Blue Whale's alter-ego claim under federal common law. View "Blue Whale Corp. v. Grand China Shipping Dev. Co., Ltd., et al." on Justia Law

Plaintiffs brought a putative class action against Bresnan alleging violations of the Electronic Communications Privacy Act, 18 U.S.C. 2520-21, the Computer Fraud and Abuse Act, 18 U.S.C. 1030, and Montana state law for invasion of privacy and trespass to chattels in connection with targeted advertising they received while using Bresnan's Internet service. The district court declined to enforce a choice-of-law clause in the service subscriber agreement, provided to all Bresnan customers, specifying that New York law should apply, and an arbitration clause. The court held that AT&T Mobility LLC v. Concepcion further limited the savings clause in the Federal Arbitration Act (FAA), 9 U.S.C. 1-2 et seq., and therefore, the court held that the FAA preempted Montana's reasonable expectations/fundamental rights rule and that the district court erred in not applying New York law because a state's preempted public policy was an impermissible basis on which to reject the parties' choice-of-law selection. Accordingly, the court vacated the district court's denial of Bresnan's motion to compel arbitration and remanded to the district court with instructions to apply New York law to the arbitration agreement. View "Mortensen, et al. v. Bresnan Communications, LLC" on Justia Law

This case arose from a dispute between the parties over who could claim certain longshore work handling cargo at the Port of Seward, Alaska. At issue on appeal was whether Section 303 of the Labor Management Relations Act (LMRA), 29 U.S.C. 187, permitted an action challenging the union's conduct at the arbitration when plaintiff had admittedly failed to challenge the arbitration award itself in court under Section 301 of the LMRA. The court reversed the district court's dismissal for lack of statutory standing because nothing in section 303 precluded plaintiffs to first exhaust a petition to vacate the arbitration award before they could claim section 303's remedy. Nothing in section 303 barred an employer - whether primary or neutral - from seeking compensatory damages for a union's alleged unfair labor practice, even if that practice occurred during arbitration. View "American President Lines, Ltd. v. ILWU" on Justia Law

This case involved arbitration proceedings stemming from plaintiff's class action suit alleging, among other things, that SouthernLINC's termination fees were unlawful penalties under Georgia law. SouthernLINC, a wireless provider, appealed the district court's denial of its motion to vacate two arbitration awards. Under the standard set forth by the Supreme Court in Oxford Health Plans LLC v. Sutter, the court concluded that the arbitrator did not exceed his powers under section 10(a)(4) of the Federal Arbitration Act (FAA), 9 U.S.C. 1 et seq., either in construing the arbitration clause as he did or in certifying a class. Accordingly, the court affirmed the judgment of the district court. View "Southern Communications Serv. v. Thomas" on Justia Law

In two unconsolidated cases, UBCJA and SWRCC (collectively, Carpenters) appealed the district court's confirmation of two arbitration awards in favor of Plasterers. The court concluded that these cases were not moot because future arbitrable jurisdictional disputes raising the same legal issue seem reasonably likely to occur; in Case No. 11-7161, the district court did not abuse its discretion in denying briefing and argument on the timing issue; in Case No. 11-7155, the district court correctly declined to give Jordan Interiors I estoppel effect in Frye; and, on the merits, the court rejected Carpenters' challenges to the arbitrators' authority to enter their respective awards. Accordingly, the court affirmed the district court's grants of summary judgment to the Plasterers, thereby confirming the arbitrators' awards in their favor. View "United Brotherhood of Carpenters v. Operative Plasterers' & Cement Masons' Int'l Ass'n" on Justia Law

The Union filed a grievance on behalf of a nurse terminated by the Hospital, alleging that the Hospital lacked "just cause" to terminate. The court concluded that the arbitrator did not exceed his authority by awarding reinstatement and back-pay; the manner in which the collective bargaining agreement (CBA) expired had no effect on the arbitrator's authority; the circumstances of the Union's decertification and the CBA's expiration were known to, and expressly considered by the arbitrator in making his award; and there was no basis to conclude that the arbitrator's exercise of his remedial authority failed to "draw its essence" from the CBA. Accordingly, the court affirmed the district court's grant of summary judgment confirming the arbitration award. View "Midwest Division - LSH, LLC v. Nurses United For Improved Patient Care" on Justia Law

While employed with Employer, Employee agreed to arbitrate any disputes arising from his employment. Employee's employment was later terminated. Employee filed a charge of discrimination with the Utah Anti-Discrimination and Labor Division of the Utah Labor Commission (UALD), alleging that Employer discriminated against him, retaliated against him, and harassed him. The UALD dismissed Employee's discrimination claims. Employee appealed to the Utah Labor Commission. The district court subsequently granted Employer's motion to compel arbitration and ordered Employee to submit to arbitration. The Supreme Court vacated the order compelling arbitration, holding that the district court erred in compelling arbitration because the plain language of the arbitration clause in Employee's employment contract allowed him to pursue administrative remedies prior to submitting to arbitration. View "Zions Mgmt. Servs. v. Record" on Justia Law