Justia Arbitration & Mediation Opinion Summaries

The Ninth Circuit reversed the district court's order compelling arbitration of a labor dispute between a waste management company, NASA Services, and the union. The company and union signed a Labor Peace Agreement containing an arbitration clause, and the agreement's terms were expressly conditioned upon the City entering into an exclusive franchise agreement with NASA.The panel held that the agreement clearly and unambiguously contains a condition precedent to formation that is both ascertainable and lawful. Therefore, NASA and the union were parties to a proposed agreement that would become operative, effective, and enforceable if and only if the condition precedent therein was satisfied. Consequently, the condition failed and the district court may not compel arbitration. View "International Brotherhood of Teamsters, Local 396 v. NASA Services, Inc." on Justia Law

Buffkin, a former teacher in the Department of Defense (DoD) school for the children of military personnel, challenged her termination. The collective bargaining agreement process for contesting adverse employment actions provides that any grievance will be mediated if requested by either party. A written request for arbitration must be served on the opposing party within 20 days following "the conclusion of the last stage in the grievance procedure.” “The date of the last day of mediation will be considered the conclusion of the last stage in the grievance procedure" for purposes of proceeding to arbitration.DoD denied Buffkin’s grievance. The union and DoD met with a mediator in December 2012. No agreement was reached. In July 2014, the union submitted a written request for arbitration. DoD signed the request and the parties received a list of arbitrators in August 2014. In March 2015, DoD listed Buffkin’s grievance as an open grievance and the parties held another mediation session. The union and DoD selected an arbitrator in January 2017. DoD then argued that the arbitration request was untimely. The arbitrator found that the union did not invoke arbitration within 20 days after the 2012 mediation concluded.The Federal Circuit vacated and remanded with instructions to address whether the union’s premature request for arbitration ripened into a timely request. Buffkin’s grievance was not resolved in the 2012 mediation; there was another mediation session in 2015, the last stage of the grievance procedure. Invoking arbitration in 2014 was premature, rather than too late. DoDs conduct and past practices indicate that it did not consider the arbitration request untimely. View "Buffkin v. Department of Defense" on Justia Law

A “collective action” under the Fair Labor Standards Act, 29 U.S.C. 216(b), alleged that Pilot, a nationwide chain of travel centers, alleged overtime violations. Pilot asserted that the claims are covered by an arbitration agreement. The district court granted conditional certification to 5,145 current and former employees as opt-in Plaintiffs. The Sixth Circuit dismissed an appeal from the denial of a motion to reconsider.Plaintiffs moved to compel the production of the opt-in Plaintiffs' employment dates. The parties reached a partial settlement, covering 1,209 opt-in Plaintiffs who had not signed an arbitration agreement. Pilot moved to compel the remaining Plaintiffs to arbitrate. Before the court ruled, Plaintiffs urged the court to grant its pending motion to produce employment dates, contending that several Plaintiffs were not employees on the date Pilot claimed they signed agreements. The court ordered Pilot to produce the dates. Pilot filed an unsuccessful motion to reconsider, arguing that whether Pilot must turn over those dates was a matter for arbitration. Pilot appealed. The district court, impeded in ruling on Pilot’s motion to compel arbitration because the employment dates had not been produced but unable to compel Pilot to produce the dates, denied, without prejudice, all outstanding motions.The Sixth Circuit dismissed an appeal for lack of jurisdiction. The district court has not yet denied a petition under the Federal Arbitration Act, 9 U.S.C. 16(a)(1)(B) Until the threshold issue of contract formation is decided, there is no need to address the scope of the district court’s authority. View "Taylor v. Pilot Corp." on Justia Law

The Fifth Circuit affirmed the district court's order compelling arbitration of plaintiff's age discrimination suit against OneMain. The court held that the district court correctly rejected plaintiff's meeting of the minds argument on the merits based on Mississippi law. In this case, the district court found that the electronic communications transmitting the Arbitration Agreement clearly identified an arbitration agreement as the subject of the communications, and that plaintiff was given the opportunity to reach the Agreement and certified that she had done so. Furthermore, the district court correctly held that plaintiff's procedural unconscionability challenge was a challenge to the the Agreement's enforceability and therefore must be decided by an arbitrator rather than the courts. View "Bowles v. OneMain Financial Group, LLC" on Justia Law

Plaintiff filed suit against his former employer, claiming that Mastro's deprived him and other servers of a minimum wage in violation of the Fair Labor Standards Act and the District of Columbia's Minimum Wage Revision Act.The DC Circuit affirmed the district court's denial of Mastro's motion to compel arbitration, holding that a reasonable factfinder could conclude that plaintiff was unaware of the arbitration agreement during the course of his work at Mastro's, and that he therefore had no reason to believe his continued employment could be seen as an intent to be bound by the agreement. The court held that the district judge, in a comprehensive opinion, correctly treated Mastro's motion as if it sought summary judgment under Federal Rule of Civil Procedure 56(c) with respect to the question whether plaintiff had agreed to arbitrate. In this case, Mastro's was unable to produce a copy of an arbitration agreement bearing plaintiff's signature, or any other direct evidence of his assent to be bound by the policy. Furthermore, nothing in the record negates plaintiff's sworn declaration that he was unaware of the agreement's existence and had no reason to believe he had relinquished his right to a trial. View "Camara v. Mastro's Restaurants LLC" on Justia Law

In this interlocutory appeal, the Supreme Court reversed the order of the circuit court denying BHC Pinnacle Point Hospital, LLC's motion to compel arbitration of a class action complaint filed by Employees, individually and on behalf of all others similarly situated, holding that Employees' claims fell within the scope of their voluntary arbitration agreements with Pinnacle Pointe.In their complaint, Employees alleged that Pinnacle Point violated the minimum wage and overtime provisions of the Arkansas Minimum Wage Act (AMWA), Ark. Code Ann. 11-4-201 et seq. Pinnacle Point filed a motion to dismiss the complaint and compel arbitration, asserting that Employees' claims fell within the scope of their respective alternative resolution for conflicts agreements they executed with Pinnacle Pointe. The circuit court denied the motion. The Supreme Court reversed, holding that the circuit court erred as a matter of law in denying Pinnacle Pointe's motion to compel arbitration. View "BHC Pinnacle Pointe Hospital, LLC v. Nelson" on Justia Law

Zeon fired Jenkins on the ground that he violated the company’s attendance policy. Jenkins had missed work because of a 30-day jail sentence based on a felony conviction. The company had refused to suspend him for 30 days, something his 22 years of service made him eligible for, because it did not want to send the message that employees could commit crimes without consequences and nd it declined to let him use vacation days for the time because other employees had already scheduled their days for the relevant weeks. Consistent with the collective bargaining agreement, the local union took Jenkins’ discharge to arbitration. The arbitrator reinstated Jenkins. In a suit under the Labor Management Relations Act, 29 U.S.C. 185(c), the district court vacated the award on the ground that the arbitrator misread the agreement and exceeded his authority in doing so. The Sixth Circuit reversed, noting the deferential standard for arbitration awards. Although the arbitrator’s merits analysis “has some eyesores,” it does not defeat the conclusion that he arguably construed the contract. View "Zeon Chemicals, L.P. v. United Food & Commercial Workers" on Justia Law

Facebook employee Bigger sued Facebook alleging violations of the Fair Labor Standards Act (FLSA), 29 U.S.C. 201, overtime-pay requirements, on behalf of herself and all similarly situated employees. The district court authorized notice of the action to be sent to the entire group of employees. Facebook argued the authorization was improper because many of the proposed recipients had entered arbitration agreements precluding them from joining the action.The Seventh Circuit remanded, stating that, in authorizing notice, the court must avoid even the appearance of endorsing the action’s merits. A court may not authorize notice to individuals whom the court has been shown entered mutual arbitration agreements waiving their right to join the action and must give the defendant an opportunity to make that showing. When a defendant opposing the issuance of notice alleges that proposed recipients entered such arbitration agreements, the court must determine whether a plaintiff contests the defendant’s assertions about the existence of valid arbitration agreements. If no plaintiff contests those assertions, then the court may not authorize notice to the employees whom the defendant alleges entered valid arbitration agreements. If a plaintiff contests the defendant’s assertions, then— before authorizing notice to the alleged “arbitration employees”—the court must permit the parties to submit additional evidence on the agreements’ existence and validity. View "Bigger v. Facebook, Inc." on Justia Law

The Supreme Court affirmed the order of the circuit court overruling Dollar Tree's motion to compel arbitration and stay proceedings on a former employee's claim of disability discrimination, holding that the order was supported by substantial evidence, was not against the weight of the evidence, and correctly applied the law.After Plaintiff, Dollar Tree's former employee, brought this complaint Dollar Tree filed a motion to compel arbitration and stay proceedings under an arbitration agreement in the employment contract. The parties, however, disputed whether there was assent to the arbitration agreement. The circuit court denied the motion to compel arbitration after hearing testimony but did not make any findings. The Supreme Court affirmed, holding that there was no clear and unmistakable evidence of the existence of assent to a delegation provision, and therefore, the circuit court could not delegate the matter to an arbitrator whose existence depended upon the agreement. View "Theroff v. Dollar Tree Stores, Inc." on Justia Law

The Hospital has approximately 1,100 employees. About 500 are represented by the Union. Supervisors are not included in the bargaining unit. The collective bargaining agreement (CBA) provides that [v]acation will, so far as possible, be granted at times most desired by employees; but the final right to allow vacation periods, and the right to change vacation periods[,] is exclusively reserved to the Hospital. Any changes in vacation schedules may be realized by mutual consent. In the event the Hospital unilaterally changes a schedule causing the employee to suffer financial loss, the Hospital agrees to reimburse the employee for provable loss. Konsugar requested vacation during the week of December 25, 2017. The Hospital denied her request because her supervisor had requested that same week off and both could not be away at the same time. Konsugar filed a grievance. The arbitrator stated he could not “conclude that the subsequent reservation of exclusivity in allocating vacations entirely to the Hospital completely negates . . . ‘so far as possible’” and sustained the grievance. In a suit under the Labor Management Relations Act, 29 U.S.C. 185, the Third Circuit affirmed summary judgment in favor of the Hospital. The arbitrator’s decision disregarded the plain language of the CBA, ignored the intentions of the parties, and failed to construe such provision to give effect to all parts of the provision. View "Monongahela Valley Hospital, Inc. v. United Steel, Paper and Forestry, Rubber, Manufacturing, Energy, Allied Industrial & Service Workers International Union" on Justia Law