Justia Arbitration & Mediation Opinion Summaries

Hamilton Park, a long-term care facility, belonged to a multi-employer bargaining group, Tuchman. Tuchman and the employees' union agreed to a CBA beginning in 2008 and extending through February 28, 2013, giving the union the option to reopen negotiations in November 2011 to bargain for new terms for the CBA’s last year and to submit any unresolved items to binding interest arbitration, and allowing the arbitrator to “determine his jurisdiction” and grant “all appropriate remedies.” In 2011, the union invoked its right to reopen negotiations. The parties agreed to arbitrate unresolved issues, including the cost to maintain the existing health benefits. The arbitrator, Scheinman, suggested a multi-year award to spread increased contributions over a longer period. Scheinman claims that “[b]oth sides [orally] agreed my jurisdiction permitted a multi-year Award, at my discretion.” In 2012, Scheinman issued an award that extended through June 2016, dealing with wages and health benefits contributions, and allowing the union to reopen negotiations for the contract’s last year. Scheinman did not address why he included a second generation interest arbitration provision, nor did he claim that the parties consented. Hamilton Park petitioned to vacate the award, arguing that Scheinman exceeded his authority. The Third Circuit reversed in part. Hamilton Park agreed to expand Scheinman’s jurisdiction to a multi-year award, but did not agree to inclusion of a second generation interest arbitration provision. View "Hamilton Park Health Care Ctr., Ltd.v. 1199 SEIU United Healthcare Workers E." on Justia Law

The Burlington Administrators’ Association and Nicolas Molander (collectively the Association) appealed a trial court’s confirmation of an arbitration decision that Molander, in his capacity as an interim assistant principal, was not entitled to the contractual and statutory protections applicable to regular assistant principals who were not hired on an interim or acting basis. In particular, they challenged the trial court’s conclusion that it had no authority to review the merits of the arbitrator’s ruling for “manifest disregard of the law,” and argued that in this case, the arbitrator’s ruling evinced such a disregard. Because the Supreme Court concluded that the arbitrator’s award did not in any event reflect a manifest disregard of the law, it did not address the question whether the trial court had authority to review an arbitration award under such a standard. Accordingly, the Supreme Court affirmed. View "Burlington Administrators' Ass'n v. Burlington Bd. of School Comm'rs" on Justia Law

As a condition of her employment with Defendants, Plaintiff signed an agreement to resolve any employment-related disputes through arbitration. After Plaintiff resigned, she filed a complaint against Defendants, alleging that she suffered harassment, discrimination, and retaliation during the course of her employment. Defendants filed a motion to compel arbitration. Plaintiff opposed the motion, asserting that it was unconscionable. The trial court agreed with Plaintiff and denied the motion to compel arbitration. The court of appeal reversed. The primary issue before the Supreme Court was whether the arbitration agreement was unconscionable because of a clause in the agreement providing that, in the event a claim proceeds to arbitration, the parties are authorized to seek preliminary injunctive relief in the superior court. The Supreme Court affirmed, holding that the arbitration agreement was not unconscionable because the clause did no more that restate existing law. View "Baltazar v. Forever 21, Inc." on Justia Law

Ling's employment as a Monterey restaurant manager was terminated. Her position was classified as exempt under Industrial Wage Order 5-2001(1)(B)(1), from overtime compensation and mandated meal periods. Ling sued, seeking unpaid overtime wages, waiting time penalties, and premium pay for failure to provide meal and rest periods; she alleged unfair competition and sought attorney‘s fees and costs. An arbitrator rejected Ling’s claim that she was wrongly classified and her contention that chronic staffing shortages required her to spend time performing nonexempt hourly work. Based on nine weeks when she attended training, Ling was compensated $1,038 for missed meal periods and $7,668 in waiting time penalties. The arbitrator deemed employer the prevailing party on all but that minor issue, awarded employer $29,046 in costs and $212,685 in attorney‘s fees based on the dominant contention of erroneous classification.The court corrected and remanded. The court of appeal agreed that the arbitrator exceeded his power by awarding statutory attorney‘s fees to an employer for work performed in defeating inextricably intertwined claims, contrary to public policy embedded in the Labor Code‘s one-way fee shifting provision. The court upheld the trial court‘s remedy and subsequent order confirming an award to plaintiff of costs but not attorney‘s fees based on intervening California Supreme Court authority. View "Ling v. P.F. Chang's China Bistro, Inc." on Justia Law

Beverly, a former Abbott employee whose employment was terminated on October 20, 2010, filed suit against Abbott. She alleged that during her employment, Abbott had discriminated and retaliated against her on the basis of her German nationality in violation of Title VII of the Civil Rights Act, as well as on the basis of her disabilities in violation of the Americans with Disabilities Act. The district court denied Abbott’s motion for summary judgment and the parties engaged in a private mediation. During mediation, the parties signed a handwritten agreement stating that Beverly demanded $210,000 and mediation costs in exchange for dismissing the lawsuit. Abbott later accepted Beverly’s demand and circulated a more formal settlement proposal. After Beverly refused to execute the draft proposal, Abbott moved to enforce the original handwritten agreement. The court found that the parties entered into a binding settlement agreement and granted Abbott’s motion to enforce. The Seventh Circuit affirmed, holding that the handwritten agreement was valid and enforceable, since its material terms were clearly conveyed and consented to by both parties, and the existence and content of the draft proposal do not affect enforceability. View "Beverly v. Abbott Labs., Inc." on Justia Law

Plaintiff filed suit against his former employer, Watch House, alleging that he was discharged in violation of Title VII of the Civil Rights Act of 1964, 42 U.S.C. 2000e et seq., and Chapter 21 of the Texas Labor Code. The district court granted Watch House's motion to compel arbitration and dismissed plaintiff's suit without prejudice. The court concluded that the three-part test in Lizalde v. Vista Quality Markets remains an accurate statement of Texas law and applied Lizalde to the language of Watch House's Arbitration Plan at issue. The court agreed with plaintiff that the Plan is illusory because it fails to include an In re Halliburton-type savings clause that requires advance notice of termination. In this case, the Plan provides that Watch House may make unilateral changes to the Plan, purportedly including termination, and that such a change “shall be immediately effective upon notice to” employees. Watch House’s retention of this unilateral power to terminate the Plan without advance notice renders the Plan illusory under a plain reading of Lizalde, which is supported by recent decisions from Texas intermediate courts. Consequently, plaintiff is not bound by the Plan and Watch House may not compel arbitration. The court reversed and remanded for further proceedings. View "Nelson v. Watch House Int'l, LLC" on Justia Law

Defendant-appellant CWPSC, Inc. (CW Painting) appealed a trial court order denying its motion to compel its former employee, plaintiff-respondent Martha Carbajal, to arbitrate her wage and hour claims under the arbitration provision in her employment agreement. The trial court denied the motion because it found the arbitration provision was both procedurally and substantively unconscionable. After review, the Court of Appeal found: (1) the arbitration provision was procedurally unconscionable because it was part of an adhesion contract CW Painting imposed on Carbajal as a term of her employment; (2) the arbitration provision was substantively unconscionable because it allowed CW Painting to obtain injunctive relief in court while requiring Carbajal to seek relief through arbitration, it waives the statutory requirement that CW Painting post a bond or undertaking to obtain injunctive relief, and it effectively waives Carbajal’s statutory right to recover her attorney fees if she prevailed on her Labor Code claims; and (3) pursuant to the Federal Arbitration Act, the party asserting the FAA bore the burden to show it applied by presenting evidence establishing the contract with the arbitration provision has a substantial relationship to interstate commerce, and CW Painting failed to timely present such evidence. Accordingly, the Court affirmed the trial court’s order. View "Carbajal v. CWPSC, Inc." on Justia Law

Petitioner City of Concord appealed a New Hampshire Public Employee Labor Relations Board (PELRB) decision that a grievance filed by respondent, the Concord Police Supervisor[s’] Association (Union), and a retired bargaining unit member was arbitrable pursuant to the parties’ collective bargaining agreement (CBA). The City and the Union were parties to a CBA that expired on December 31, 2012. Lieutenant Paul Leger retired on January 31, 2013, while negotiations for a successor CBA were ongoing. Negotiations for the successor CBA culminated in an agreement signed on December 19, 2013, nearly eleven months after Leger retired. In March 2014, more than a year after Leger retired, he and the Union filed a grievance with the City because he did not receive the cost of living wage adjustment effective January 1, 2013. The City denied the grievance, and the Union subsequently demanded arbitration. Finding no reversible error in the PELRB's decision, the Supreme Court affirmed. View "Appeal of City of Concord " on Justia Law

Muller, an employee of the U.S. Government Printing Office, is a union member. The union and GPO are signatories to a multi-party Master Labor Management Agreement, which creates a negotiated grievance procedure for GPO employees to contest adverse employment actions as an alternative to appeal to the Merit Systems Protection Board. Muller was reassigned within the GPO, resulting in demotion to a lower grade and a reduction in pay. Muller challenged his reassignment through the negotiated procedure. An arbitrator dismissed the grievance as “not arbitrable,” because a four-month deadline for holding a hearing, required by the agreement, had passed. The Federal Circuit reversed; the contractual provision does not require dismissal of the grievance in the event of noncompliance with the four-month deadline. The deadline is merely a nonbinding housekeeping rule to encourage timely arbitration, one that is addressed to the arbitrator as well as the parties. There is no past practice requiring dismissal under the circumstances of this case. View "Muller v. Gov't Printing Office" on Justia Law

In this appeal by allowance, we consider the breadth of the authority of an interest arbitration panel acting pursuant to the Policemen and Firemen Collective Bargaining Act. In 2009, the contract between appellee City of Philadelphia and appellant the Michael G. Lutz Lodge No. 5 of the Fraternal Order of Police (FOP) expired, and the parties failed to negotiate a new one. The matter went to binding interest arbitration. An arbitration panel put a new collective bargaining agreement in place effective July 2009 to June 2013. One issue before the panel concerned advance notification and premium overtime for police officers for court appearances. The panel's authority came into question when it made decisions on the notification and overtime issues. The Supreme Court found that the interest arbitration panel's authority was limited to addressing issues properly submitted to the panel, or those questions reasonably subsumed within those issues. Here, the panel exceeded its authority by speaking to an issue that was neither bargained over, raised in prior related proceedings before the panel, nor reasonably subsumed within the issue that was properly before the panel. Accordingly, the Court reversed the order of the Commonwealth Court which affirmed the underlying interest arbitration award. View "Michael G. Lutz Lodge v. City of Phila." on Justia Law