Justia Arbitration & Mediation Opinion Summaries

Plaintiffs were individuals who entered into contracts with Defendants for the provision of janitorial services to third-party customers. Plaintiffs filed this putative class action, alleging that Defendants violated the Massachusetts Wage Act. Defendants moved to stay the court proceedings pending arbitration according to the terms of the arbitration clause contained in the parties' franchise agreements. The superior court denied the motion, concluding that the arbitration clause was unenforceable as set forth in Feeny v. Dell Inc. (Feeney I). After the United States Supreme Court decided AT&T Mobility LLC v. Concepcion, Defendants sought appellate review, which the Supreme Court granted. The Supreme Court reversed the order invalidating the arbitration in light of its interpretation of Conception and its impact on Feeney I, as set forth in Feeney II, holding (1) Massachusetts public policy in favor of class proceedings in certain contexts may no longer serve, in and of itself, as grounds to invalidate a class waiver in an arbitration agreement; and (2) in this case, Plaintiffs failed to demonstrate they lacked a practical means to pursue their claims on an individual basis. View "Machado v. System4 LLC" on Justia Law

Defendant Halliburton Energy Services hired Plaintiff Edward Flemma to work as a cement equipment operator in Houma, Louisiana, in January of 1982. During his twenty-six years of employment with Halliburton, Flemma was promoted several times and worked for the company in Louisiana, Texas, Angola, and New Mexico. The last position he held was as district manager in Farmington, New Mexico, where he worked from 2006 until the time of his termination in 2008.The issue on appeal before the Supreme Court in this case centered on a conflict of laws issue that requires the Court to determine whether enforcement of an arbitration agreement, formed in the State of Texas, would offend New Mexico public policy to overcome our traditional choice of law rule. Upon review, the Court concluded that the agreement formed in Texas would be unconscionable under New Mexico law, and it therefore violated New Mexico public policy. Thus, the Court applied New Mexico law and concluded that no valid agreement to arbitrate existed between the parties because Halliburton's promise to arbitrate was illusory. The Court reversed the Court of Appeals and remanded this case to the district court for further proceedings. View "Flemma v. Halliburton Energy Services, Inc." on Justia Law

This case involved a dispute between the R.I. Department of Corrections (DOC) and the certified bargaining unit for correctional officers and other DOC employees (the union). The dispute arose from the DOC's proposal to modify the weapons qualification component of the training program for correctional officers. The union filed a grievance, arguing that the training program could not modified without the approval of a training committee that had been created under the parties' collective bargaining agreement (CBA). An arbitrator ruled in the union's favor. The superior confirmed the arbitration award. The Supreme Court affirmed, holding (1) this dispute was arbitrable; and (2) the arbitration award must stand because the arbitrator's interpretation of the CBA was passably plausible, did not reflect a manifest disregard for the law, and was not irrational. View "State Dep't of Corr. v. R.I. Brotherhood of Corr. Officers" on Justia Law

Plaintiffs, five current or former temporary employees of the School Board, filed a class action complaint asserting employee-compensation claims against the School Board, its chair, and the Union. Plaintiffs alleged that even though the collective bargaining agreement (CBA) excluded "temporary employees" from the bargaining unit, they were entitled to the benefits of an arbitration award entered as the result of an arbitration between the School Board and the Union, as well as benefits from the underlying CBA. The court concluded that the Union adequately consented to the notice of removal to federal court; that neither substantive claim asserted by plaintiffs stated a plausible claim for which relief could be granted; and that the district court did not err in striking plaintiffs' motion for reconsideration of the district court's dismissal order. Accordingly, the court affirmed the judgment of the district court. View "Mayo v. Board of Education of Prince George's County" on Justia Law

After Employee failed to ask a shopper for a loyalty card per Employer's policy, Employee was fired. Employee brought a wrongful discharge claim against Employer under Montana's Wrongful Discharge From Employment Act (WDEA). Employee accepted Employer's offer to arbitrate the dispute because she said Mont. Code Ann. 39-915 would force her to pay Employer's attorney fees if she declined the offer and later lost at trial. Employee then successfully moved to amend her complaint to add destruction of evidence and declaratory judgment claims, alleging, inter alia, that section 39-2-915 was unconstitutional. The district court subsequently dismissed Employee's amended complaint, concluding that it had lost jurisdiction over Employee's claim once she accepted the offer to arbitrate. The court also ruled that 39-2-915 was constitutional. The Supreme Court (1) affirmed the dismissal of Employee's amended complaint, as the court lost its ability to consider Employee's claim once she agreed to arbitration; and (2) set aside the district court's determination of Employee's constitutional claim, as the court lost its authority to act further once Employee agreed to arbitrate. View "Ensey v. Mini Mart, Inc." on Justia Law

NSP sought to vacate an arbitration award, arguing that the arbitrator exceeded his authority under a Collective Bargaining Agreement (CBA) with the Union to grant an award after first determining that NSP had just cause for making its termination decision. The court held that the language of the arbitrator's decision was sufficient to show that the arbitrator found the termination was supported by just cause. Having answered the first submitted question in the affirmative, the arbitrator had no authority to address the second question of remedy or to fashion a remedy different than the termination. Therefore, the district court properly vacated the arbitrator's award for reaching beyond his authority under the CBA. View "Northern States Power Co. v. IBEW, Local 160" on Justia Law

Goldman Sachs appealed from an order of the district court denying their motion to compel arbitration of plaintiff's claims of gender discrimination. Plaintiff and others alleged that Goldman Sachs engaged in a continuing pattern and practice of discrimination based on sex against female employees in violation of Title VII of the Civil Rights Act of 1964, 42 U.S.C. 2000 et seq., and the New York City Human Rights Law, Administrative Code of the City of New York 8-107 et seq. On appeal, plaintiff contended that the arbitration clause in her agreement must be invalidated because arbitration would preclude her from vindicating a statutory right. The court disagreed and held that the district court erred in denying the motion to compel arbitration where plaintiff had no substantive statutory right to pursue a pattern-or-practice claim. Accordingly, the court reversed the judgment of the district court. View "Parisi v. Goldman, Sachs & Co." on Justia Law

Freeman worked at PPG until his firing in 2008; PGW subsequently assumed PPG’s liabilities. PPG maintains a 40 percent interest in PGW. After losing his job, Freeman, age 60, sued PGW under the Age Discrimination in Employment Act, 29 U.S.C. 621. The parties entered a binding arbitration agreement, listing three potential arbitrators. Lally-Green, a law school teacher, formerly a state judge, appeared at the top of both lists. Lally-Green acknowledged that she “knew some people at PPG” and had taught a seminar with a PPG attorney. The parties proceeded with Lally-Green as their arbitrator. The proceeding was fair and thorough. Lally-Green concluded that Freeman lost his job because he “had limited recent sales experience ... [and] received average performance ratings in a poorly performing region.” Three months later, Freeman moved to vacate the decision, claiming that Lally-Green had failed to disclose campaign contributions that she had received from PPG and its employees during her campaign for a seat on the state’s highest court. These contributions totaled $4,500. Lally-Green had raised $1.7 million during her unsuccessful campaign. The district court denied the motion. The Third Circuit affirmed, noting that the law firm representing Freeman had contributed $26,000 to Lally-Green’s campaign. View "Freeman v. Pittsburgh Glass Works, LLC" on Justia Law

Sanchez sued her employer for sex discrimination, sexual harassment, and retaliation under Title VII of the Civil Rights Act. Before trial, Sanchez accepted an offer of judgment under Federal Rule of Civil Procedure 68, which permits a defendant to serve on an opposing party “an offer to allow judgment on specified terms, with the costs then accrued.” If the offer is rejected and the “judgment that the offeree finally obtains is not more favorable than the unaccepted offer, the offeree must pay the costs incurred after the offer was made.” The district court entered judgment in Sanchez’s favor but denied her request for attorney fees and costs in addition to the amount specified in theoffer. The employer’s offer said that it included “all of Plaintiff’s claims for relief” but made no specific mention of costs or attorney fees. The Seventh Circuit reversed; the Rule 68 offer was silent as to costs and fees, so costs and fees were not included. Offers of judgment under Rule 68 are different from contract offers; plaintiffs who receive Rule 68 offers are “at their peril whether they accept or reject a Rule 68 offer.” Therefore, any ambiguities are resolved against defendants. View "Sanchez v. Prudential Pizza, Inc." on Justia Law

Nabors appealed the district court's denial of its motion to compel the arbitration of plaintiff's age discrimination claim. When plaintiff began working for Nabors, plaintiff signed an Employee Acknowledgment Form indicating his agreement to resolve disputes through the Nabors Dispute Resolution Program. The court reversed the district court's order and remanded for entry of an order compelling arbitration because the court found that plaintiff agreed to conclusively resolve this dispute through arbitration. View "Klein v. Nabors Drilling USA, L.P." on Justia Law