Justia Arbitration & Mediation Opinion Summaries

Plaintiffs brought suit against Defendant, the Cranston School Department, seeking grievance arbitration of adverse actions taken against them as to their respective coaching positions at Cranston West High School. Plaintiffs, both of whom were teachers at Cranston West, separately filed grievances against Defendant in accordance with the collective bargaining agreement (CBA) that was in place between the Cranston Teacher's Alliance and the school department. Defendant responded that the CBA did not apply to Plaintiffs in their capacity as coaches, and it refused to submit to arbitration. Plaintiffs filed suit, seeking a declaratory judgment that they were entitled to binding arbitration as guaranteed by the CBA. The superior court ruled in favor of Defendant, determining that Plaintiffs, in their capacity as coaches, were not entitled to avail themselves of the CBA's grievance procedures. The Supreme Court affirmed, holding (1) the trial justice was correct in determining that Plaintiffs' coaching positions were contractually distinct from their teaching positions and did not constitute professional employment; and (2) Plaintiffs in their coaching capacities had no right to pursue relief based on the rights bargained for by the alliance on behalf of its teacher-members and as contained in the CBA. View "Sacco v. Cranston Sch. Dep't" on Justia Law

In 2002, county voters adopted an amendment to the county charter relating to the resolution by binding arbitration of collective bargaining impasses with the county's law enforcement employees and uniformed firefighters. In 2003, the county council adopted an ordinance implementing that charter provision. In 2011, the county council amended the 2003 ordinance to provide that binding arbitration did not require the council to appropriate funds or enact legislation necessary to implement a final written award in arbitration. An uncodified section of the 2011 council bill also provided that, if any part of the 2011 ordinance were held invalid, the entire county code section enacted by the 2003 ordinance, as amended through the 2011 ordinance, would be deemed repealed by operation of law, with the result that impasses would be addressed by a code section that did not authorize binding arbitration. Petitioners sought a declaratory judgment that the 2011 ordinance violated the 2002 charter amendment. The circuit court held the 2002 charter amendment violated the Maryland Constitution. The Supreme Court reversed, holding (1) the 2002 charter amendment bound the county council; and (2) portions of the 2011 ordinance, as well as its uncodified section 3, violated the charter and were invalid. Remanded. View "Atkinson v. Anne Arundel County" on Justia Law

Avaya Inc. ("Avaya") appealed a district court's ruling compelling arbitration of its labor dispute with the Communication Workers of America ("CWA") over the legal status of a class of Avaya employees called "backbone engineers." The union viewed the backbone engineers as non-represented "occupational" employees and legitimate objects for its organizing campaigns, while Avaya saw them as managers outside the scope of the company's labor agreements. CWA contended the parties' collective bargaining agreement ("CBA") required any dispute over the status of backbone engineers to be resolved in arbitration. Avaya maintained the parties did not consent to arbitrate the status of its backbone engineers and accused CWA of trying to unilaterally enlarge the CBA to encompass disputes over company management. Having reviewed the CBA and the evidence submitted to the district court, the Tenth Circuit agreed with Avaya's position and reversed the district court's order compelling arbitration. View "CWA v. Avaya, Inc." on Justia Law

The issue in this case was whether an appellate court has jurisdiction over an appeal from a trial court order confirming an arbitration award in part and vacating the award in part based on the existence of unresolved questions of law or fact necessary to a ruling, yet the trial court did not expressly direct a rehearing. The court of appeals held that it did not have jurisdiction over the appeal, holding (1) the judgment was not final because it did not contain finality language or otherwise state that it was a final judgment and necessarily contemplated resolution of the remaining issues by way of a rehearing, and therefore, the appeal was interlocutory; and (2) no statute permitted an appeal in this case. The Supreme Court affirmed and, for different reasons, dismissed the appeal for want of jurisdiction, holding (1) the appeal was interlocutory; (2) the Texas Arbitration Act did not provide jurisdiction over the interlocutory appeal; and (3) there is no jurisdiction over arbitration awards that are incomplete unless, under certain circumstances, the parties file a writ of mandamus, which neither party here filed. View "Bison Bldg. Materials, Ltd. v. Aldridge" on Justia Law

The Union attempted to commence arbitration of a terminated employee's grievance. Before arbitration proceedings commenced, the employee died, and the employer refused to proceed with arbitration. The Union brought this suit to compel arbitration. The district court found that the employer did not agree to arbitrate claims of a deceased employee and dismissed the case. The court reversed and held that the parties agreed to mandatory arbitration of the employee's claim and no legal principal deprived the Union of power to enforce that agreement. View "Sheet Metal Workers, etc. v. Silgan Containers, etc." on Justia Law

The Fraternal Order of Police, Montgomery County Lodge 35, Inc. (FOP) filed a grievance under its collective bargaining agreement (CBA) with Montgomery County following the County's unilateral decision to discontinue a long-standing practice of allowing shop stewards to sit in on disciplinary interrogations for training purposes. The County filed a motion to dismiss the grievance, arguing that arbitration of the issue was preempted by the Law Enforcement Officers' Bill of Rights (LEOBR). The arbitrator determined the grievance was not preempted and denied the motion to dismiss. Subsequently, the County filed a petition to vacate the arbitration award in the circuit court. The circuit court affirmed the arbitrator's decision and granted summary judgment on behalf of the FOP. The Court of Appeals affirmed, holding that the LEOBR was not implicated by the steward training grievance and, therefore, did not preempt its arbitration under the CBA. View "Montgomery Co. v. FOP Lodge 35" on Justia Law

Plaintiff played professional football for nineteen years. When he retired in 2002, he was employed by the Tennessee Titans. In 2008, he filed a workers' compensation claim in California, alleging that he suffered pain and disability from injuries incurred during his career. Plaintiff asked the Ninth Circuit Court of Appeals to vacate an arbitration award that prohibited him from pursuing workers' compensation benefits under California law, arguing (1) the award violated California public policy and federal labor policy, and (2) the award was in disregard of the Full Faith and Credit Clause. The district court confirmed the arbitration award. The Ninth Circuit affirmed, holding (1) Plaintiff did not allege sufficient contacts with California to show his workers' compensation claim came within the scope of California's workers' compensation regime, and therefore, he did not establish that the arbitration award violated California public policy; (2) because Plaintiff did not show that the award deprived him of something to which he was entitled under state law, he did not show it violated federal labor policy; and (3) Plaintiff did not establish that the arbitrator manifestly disregarded the Full Faith and Credit Clause. View "Matthews v. Nat'l Football League Mgmt. Council " on Justia Law

Emswiler sued his employer, CSX, a railroad, and the Brotherhood of Locomotive Engineers and Trainmen after his seniority on the roster of train engineers was adjusted. Emswiler alleged breach of collective bargaining agreement, breach of duty of fair representation, and disability discrimination under Ohio law. The district court granted defendants summary judgment. The Sixth Circuit affirmed. The district court correctly determined it could not reach the merits of claims for breach of CBA and disability discrimination due to his failure to pursue arbitral mechanisms mandated by the Railway Labor Act, which governs disputes between management and labor in the railroad industry, 45 U.S.C. 151, 153. The RLA divides disputes into two categories: Major disputes concern the formation of collective bargaining agreements, whereas minor disputes deal with the interpretation of existing CBAs. This is a minor dispute. Emswiler’s claim for breach of duty of fair representation lacked merit. View "Emswiler v. CSX Transp. Inc." on Justia Law

Gove worked for TDC, which had a contract with Loring. TDC employees were informed that CSD had been awarded the Loring contract and would be providing services previously furnished by TDC. Gove applied online for a CSD position, similar to the one that she held with TDC. The application included a provision that any dispute with respect to any issue prior to employment, arising out of the employment process, would resolved in accord with the Dispute Resolution Policy and Arbitration Agreement adopted by CSD for its employees. When Gove was interviewed by CSD, she was visibly pregnant and was asked whether she had other children. Gove was not hired, although CSD continued to have a need for the position and continued to advertise the position. Gove filed a complaint with the Maine Human Rights Commission, which found reasonable grounds, but was unable to persuade the parties to reach agreement. She sued under Title VII of the Civil Rights Act, 42 U.S.C. 2000e, and the Maine Human Rights Act. CSD moved to compel arbitration. The district court found that the arbitration clause was ambiguous as to whether it covered an applicant who was never hired and should be construed against CSD. The First Circuit affirmed. View "Gove v. Career Sys. Dev. Corp." on Justia Law

This appeal concerned the Eleventh Circuit's authority to review an order remanding an action based on an antecedent and erroneous ruling that an agreement to arbitrate was unenforceable. Petitioner St. Hugh Williams filed in a Florida court a complaint that, while working onboard the M/V Norwegian Sky, he was injured as a result of the negligence and other tortious conduct of the owner of the ship, NCL (Bahamas) Ltd. NCL removed the action to the district court on the ground that Petitioner was contractually bound to arbitrate his complaint under the United Nations Convention on Recognition and Enforcement of Foreign Arbitral Awards, but Petitioner moved to remand the action to state court. The district court ruled that the arbitration clause was unenforceable and granted Petitioner's motion to remand. NCL appealed, and the Eleventh Circuit later held in "Lindo v. NCL (Bahamas) Ltd.," (652 F.3d 1257 (11th Cir. 2011)), that an agreement to arbitrate under the Convention is enforceable. Petitioner argued that the Eleventh Circuit lacked jurisdiction, but the Court found that it had jurisdiction to review the denial of the motion to compel under "City of Waco v. U.S. Fidelity & Guaranty Co.," (293 U.S. 140 (1934)). The Court reversed the order denying the motion to compel of NCL, vacated the order remanding Petitioner's complaint to state court, and remanded the case with instructions to compel arbitration. View "Williams v. NCL (Bahamas) Ltd." on Justia Law