Justia Ohio Supreme Court Opinion Summaries

Any limitation on an arbitrator’s authority to modify a disciplinary action pursuant to a collective bargaining agreement (CBA) provision requiring that discipline be imposed only for just cause must be specifically bargained for by the parties and incorporated into the CBA.The common pleas court in this case vacated an arbitration award that changed the disciplinary sanction recommended by the chief of police against Sergeant David Hill of the Findlay Police Department from termination to a length suspension. The court of appeals affirmed, concluding that the arbitration award did not draw its essence from the CBA between the city of Findlay and the Ohio Patrolmen’s Benevolent Association and was arbitrary, capricious, and unlawful. The Supreme Court reversed, holding (1) because the CBA placed no limitation on the arbitrator’s authority to review the disciplinary action imposed and fashion a remedy, the arbitrator acted within his authority; and (2) the arbitrator’s award drew its essence from the CBA and was not arbitrary, capricious, or unlawful. View "Ohio Patrolmen's Benevolent Ass’n v. City of Findlay" on Justia Law

Dayton Public Schools notified Cox of its intent to terminate her employment for allegedly striking a student. An arbitration award, finding just cause for her termination, was handed down on December 10, 2013. The arbitrator e-mailed the decision to the School District attorneys on December 10, but Cox was not included as a recipient of the e-mail. On December 18, 2013, the Board of Education passed a formal resolution adopting the arbitrator’s decision and directed that Cox be served with the order by certified mail. On March 10, 2014, Cox moved to vacate, modify, or correct the arbitration award. The School District argued that notice of a petition seeking the vacation or modification of an arbitration award pursuant to R.C. Chapter 2711 must be received by the adverse party or its attorney within the statutory three-month period contained in R.C. 2711.13. The trial court dismissed. The Court of Appeals reversed; the Supreme Court of Ohio affirmed. The three-month period for service of Cox’s motion began on December 11, 2013. On the same numerical day three months later, Cox sent notice of her motion by certified mail. Service was complete at the time of mailing and was timely. View "Cox v. Dayton Pub. Schs. Bd. of Educ." on Justia Law

Plaintiff and Defendant, his employer, signed a written employment agreement detailing the terms of Plaintiff’s relationship with Defendant. Plaintiff later ceased working for Defendant, believing he had been fired. Defendant, however, believed that Plaintiff had resigned. Plaintiff’s termination became the subject of binding arbitration. The arbitration panel concluded that Plaintiff had been terminated for reasons other than cause and ordered Defendant to reinstate Plaintiff “to the position he held prior to his wrongful termination.” The Supreme Court reversed, holding (1) specific performance is not an available remedy for breach of an employment contract unless it is explicitly provided for in the contract or by an applicable statute; and (2) the arbitration panel in this case exceeded its authority by holding otherwise, as the contract clearly did not entitle Plaintiff to reinstatement. Remanded. View "Cedar Fair, L.P. v. Falfas" on Justia Law

Appellant Cheryl Waiters was employed by the city of Cleveland. When the city discharged Waiters from employment, the union of which Waiters was a member filed a grievance and later demanded arbitration. The arbitrator found the city had discharged Waiters without just cause and ordered that she be reinstated to employment. Waiters then filed a complaint in the court of appeals for a writ of mandamus to compel her reinstatement to her former position with back pay and an award of attorney fees. The city subsequently reinstated Waiters to her former job. The court of appeals denied Waiters's writ, concluding that her claim for reinstatement was moot and that she failed to establish her entitlement to back pay or attorney fees. Waiters appealed. The Supreme Court affirmed the judgment of the court of appeals, holding that (1) Waiters's reinstatement claim was rendered moot when she was reinstated; (2) as a bargaining-unit employee who was represented by the union in the grievance and arbitration process, Waiters was relegated to the arbitration proceeding in which the dispute concerning the amount of back pay she would be entitled to was being decided; and (3) Waiters was not entitled to attorney fees. View "State ex rel. Waiters v. Szabo" on Justia Law