Justia Arbitration & Mediation Opinion Summaries

Plaintiff terminated Defendant from employment. Thereafter, Defendant began arbitration proceedings seeking severance compensation he felt was contractually due. After arbitration hearings had commenced, the hearings were postponed for two months due to a medical situation afflicting Plaintiff's counsel. During the recess, Plaintiff formally requested pre-hearing and hearing third-party subpoenas directed at Defendant's current employer. The tribunal denied the issuance of the subpoenas. After the arbitration hearings resumed, the tribunal found Defendant was entitled to compensation pursuant to the terms of his employment agreement dealing with his termination without cause. The tribunal also found Defendant was entitled to pre-award interest. Plaintiff subsequently sought vacatur of the award, which the trial court denied. The First Circuit Court of Appeals affirmed, holding (1) the arbitration tribunal did not engage in misconduct by denying the issuance of the pre-hearing and hearing subpoenas; and (2) the tribunal did not exceed its authority in awarding pre-award interest to Defendant. View "Doral Fin. Corp. v. Garcia-Velez" 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 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

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

After declaring a fiscal emergency, the City of Los Angeles adopted a mandatory furlough program for its civilian employees. Many of those employees that were represented by a union (Union) filed grievances against the City, contending that the furloughs violated memorandums of understanding (MOUs) governing the terms and conditions of their employment. The grievances were denied, and the City denied the employees' request to arbitrate. The superior court subsequently granted the Union's petition for an order compelling the City to arbitrate the dispute. The court of appeal granted the City's petition for a writ of mandate, concluding that the City could not be compelled to arbitrate under the terms of the MOUs because arbitration would constitute an unlawful delegation to the arbitrator of discretionary policymaking powers that the City's charter vested in its city council. The Supreme Court reversed, holding (1) arbitration of the employee furlough dispute did not constitute an unlawful delegation of discretionary authority to the arbitrator; and (2) the City was contractually obligated to arbitrate the dispute. View "City of Los Angeles v. Superior Court" on Justia Law

The Providence School Board (Board) provided health insurance to active employees and retirees. In 2006, the Providence Teachers Union (Union) filed a grievance protesting a difference in the increase of premium costs for retirees compared with a more modest increase in premium costs for active employees. The Union argued that the Board's action violated three provisions of the collective bargaining agreement (CBA) between the board and the union. An arbitrator ruled in the Union's favor, concluding that the Board violated the CBA by failing to include retirees and active employees in a single group when it calculated the healthcare premium rates. The trial justice vacated the arbitration award, concluding (1) the Union did not have standing to pursue a grievance on behalf of retirees, and (2) the issue of the calculation of the group premium rate was not arbitrable. The Supreme Court affirmed, holding (1) pursuant to Arena v. City of Providence and City of Newport v. Local 1080, the Union could not pursue this grievance on behalf of the retirees; and (2) because the Union had no standing to pursue this particular grievance, the grievance was not arbitrable. View "Providence Sch. Bd. v. Providence Teachers Union, Local 958" on Justia Law

This appeal was the last chapter in a case with a "long and tortuous procedural history." The sheriff of Suffolk County brought this appeal after Plaintiff, a jail officer employed by the sheriff, filed an action to enforce an arbitrator's award of back pay to Plaintiff after a finding that Plaintiff was wrongfully discharged. The sheriff appealed from the superior court ruling that Plaintiff had no duty to mitigate his damages by seeking comparable employment. The union for the jail officers and employees of the county, on behalf of Plaintiff, cross appealed from the judge's decision not to assess statutory postjudgment interest on the arbitrator's award. The Supreme Court affirmed, holding (1) Plaintiff had a duty to mitigate his damages, but the sheriff waived this issue by failing to raise it earlier in the proceedings; and (2) the superior court judge did not err in deciding not to assess postjudgment interest on sovereign immunity grounds. View "Sheriff of Suffolk County v. Jail Officers & Employees of Suffolk County" on Justia Law

Several union groups filed unfair labor practice complaints against Macomb County and the Macomb County Road Commission over a change in the method for calculating pension benefits. The groups argued the County lowered benefits without bargaining on the issue as required by Michigan labor law. Upon review, the Supreme Court found that disputes over terms or conditions of employment covered by a collective bargaining agreement (CBA) are subject to arbitration through a grievance process. When the CBA grants the retirement commission discretion to use actuarial tables to establish pension benefits, the decision to change a long-standing method of calculating those benefits does not (by itself) constitute the clear and unmistakable evidence needed to overcome the CBA's coverage, nor does it create a new condition of employment that would trigger the need to bargain. As a result, none of the unfair labor practices alleged in this case could be sustained, and the remedy for this dispute should have gone through the grievance process called for in the CBA. View "Macomb County v. AFSCME Council 25 Locals 411 & 893 " on Justia Law