By Jim Cline and Jordan L. Jones
In City of Tampa, 133 LA 1128 (Smith, 2013) the arbitrator held that an officer who was discharged for violating excessive force should be reinstated. The arbitrator found that the City of Tampa (Employer) did not consider the officers lack of previous discipline and potential for retraining.
By Jim Cline and Jordan L. Jones
In Seneca County Sheriff’s Office, 133 LA 1113 (Harlan, 2014) the arbitrator held that there was just cause to discharge a corrections officer (officer) for falsifying records relating to his job duties. The arbitrator found that the Officer had falsified records to hide the fact that he did not actually perform walkthroughs of jail cells.
Jim Cline and Geoff Kiernan
In Mariano v. Borough of Dickson City, the Court held that the Borough may have violated an officer’s right to due process when the police chief removed him from the work schedule without a proper hearing. The Court disagreed with the City’s assertion that since the Officer was a part time employee he did not have a protected interest in his employment. The Officer had raised questions about his contract rights which was then followed by a meeting with the Police Chief in which the officer was accused of misconduct and then told he was being removed from the schedule.
By Jim Cline and Geoff Kiernan
In State of Alaska, 133 LA 1436 (DiFalco 2014) an arbitrator ruled that the State properly paid Correction Officers who voluntarily demoted themselves back to a lower classification, even though the result was that they were paid less than if they had not been promoted in the first place. The arbitrator conceded that while the results of this were unfair to several Corrections Officers, he stressed that it was not his job to do what was fair but to interpret the contract language as it appeared in the CBA.
By Reba Weiss and Harrison Owens
In Coleman-Lee v. Government of the District of Columbia, a U.S. Court of Appeals affirmed a D.C. District Court’s dismissal of a correctional officer’s lawsuit for disability discrimination. In his complaint, the correctional officer argued that he was discriminated against when he was terminated for falling asleep on the job, which he claimed was caused by his diabetes. The jury found that the officer was not disabled within the ADA’s definition, as he did not show that he could not have controlled his diabetes. The Court of Appeals affirmed the jury’s decision, as his case was not appealed correctly.
By Erica Shelley Nelson and Harrison Owens
In Burns v. City of Saginaw, the Sixth Circuit Court of Appeals affirmed a Michigan District Court’s dismissal of an African-American police officer’s claim for retaliation against his employer after he was terminated for issuing a fraudulent ticket. In his complaint, the officer claimed that he had been terminated in retaliation for filing a complaint with the EEOC, and that the police chief of his Department, who is white, used a racial slur against him in relation to his EEOC complaint. The Court dismissed his claim on summary judgment on the grounds that the officer’s EEOC complaint was actually filed following the citizen complaint relating to the fraudulent ticket, a white officer had similarly been terminated for filing a false accident report, and the police chief’s alleged racial slur was hearsay.
By Reba Weiss and Harrison Owens
In Kuehn v. Snohomish County, the Washington State Court of Appeals affirmed the dismissal of a Road Maintenance worker’s claims against the County for wrongful termination and disability discrimination in violation of Washington’s Law Against Discrimination (WLAD) and Family Leave Act (WFLA). In his suit, the worker claimed that the County wrongfully terminated him for repeated tardiness allegedly caused by a sleeping disorder, and wrongfully decided to discontinue accommodating his disability. The trial court found that the worker waited too long to file his lawsuit, and granted the County’s motion for summary judgment. The Court of Appeals affirmed the trial court, holding that the legal time-limit to file the worker’s lawsuit began its countdown from the moment he received notice of his impending termination from his employer.
By Jim Cline and Jordan Jones
In City of Oakland Park, the arbitrator held that there was not just cause to discharge a Florida firefighter for using marijuana while off-duty. The arbitrator cited the firefighter’s excellent work history and other mitigating circumstances.
By Erica Shelley Nelson and Brennen Johnson
In Williams v. Silver Spring Volunteer Fire Department, the U.S. District Court in Maryland denied a Fire Department’s motion for summary judgment against a volunteer firefighter claiming that the Department retaliated against her for engaging in protected speech. Specifically, the volunteer firefighter alleged that one of her supervisors publicly berated her for filing a sexual harassment charge against him with the Equal Employment Opportunity Commission (EEOC) and that this public humiliation violated Title VII. Although the Department argued that the volunteer firefighter did not suffer any “adverse employment actions” within the meaning of Title VII, the Court determined that the public shaming was sufficient to constitute an adverse action because it might dissuade an employee from exercising her Title VII rights.
By Reba Weiss & Harrison Owens
In Allen v. Baltimore County, a Maryland District Court allowed a corrections officer to continue with his claim for disability discrimination under the ADA against his employer. In his complaint, the officer claimed that his employer had caused him to sign a demotion agreement and terminated him because he suffered from an inflammatory disease. The District Court found that the officer could have performed his job if his employer had accommodated his disability, such as by allowing him time to take his medication or giving him light duty.
