Winters v. No. Hudson Regional Fire & Rescue

The issue before the Supreme Court in this matter was whether a plaintiff, who was removed from public employment after positing a claim of employer retaliation in a civil service disciplinary proceeding, should have been barred from seeking to circumvent that discipline through a subsequent Conscientious Employee Protection Act (CEPA) action also alleging retaliation. Plaintiff was terminated from his position following two close-in-time proceedings involving separate disciplinary matters before the Civil Service Commission (Commission). The first resulted in a demotion and the imposition of a sixty-day suspension. The second proceeding involved a distinct set of charges relating to plaintiff's abuse of sick leave. Following full discovery practice before the Office of Administrative Law (OAL) and the commencement of an evidential proceeding in the second matter, the employer moved for partial summary decision, which was granted by the administrative law judge (ALJ). The ALJ found it significant that despite plaintiff's defensive theme of employer retaliation, he did not provide support for that claim in his response to the employer's motion seeking partial summary judgment, and plaintiff's termination, for sick-leave misuse. "This matter raises significant and practical concerns about the intersection of administrative disciplinary proceedings and the important protection provided to whistle-blowing employees through CEPA. Although this matter does not present a textbook record for transparent application of the elements required for application of collateral estoppel, [the Supreme Court was] persuaded that preclusion should apply to plaintiff's subsequently filed retaliation claims against his former employer." The Court reversed the appellate court and held that under the facts of this case, plaintiff's CEPA action was barred. View "Winters v. No. Hudson Regional Fire & Rescue" on Justia Law