Justia Labor & Employment Law Opinion Summaries

Articles Posted in New Hampshire Supreme Court
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Plaintiff Jason Boucher appealed a superior court order granting defendant Town of Moultonborough's (Town) motion to dismiss. He contended that: (1) the court erred in finding that he failed to exhaust administrative remedies under RSA 41:48 (Supp. 2022); and (2) he has stated a claim for which relief may be granted. Plaintiff served as a police officer for the Town for nineteen years, mostly in a full-time capacity. At the time he filed his complaint, he most recently held the rank of sergeant. Up until the final four months of his employment, no formal disciplinary actions had been taken against him while employed by the Town’s police department. Due to his past involvement in assisting local officers to form a union, and his previous support of a candidate for police chief that the Board of Selectmen (Board) opposed, plaintiff believed the Board did not support him. In early 2020, the police chief retired and was replaced by an interim police manager “who was under the direct control of the [Board].” Shortly thereafter, plaintiff became “the subject of serial internal investigations orchestrated by” the interim manager and the lower-ranking officer “for simply attempting to conduct the ordinary business of a police Sergeant.” In total, plaintiff was subjected to four investigations over six weeks. According to plaintiff, the interim manager’s conduct “was very clearly aimed at undermining and isolating him.” In May 2021, plaintiff filed suit alleging one count of “Constructive Termination in Violation of RSA 41:48.” The court reasoned that if plaintiff “considers himself a terminated officer in violation of RSA 41:48, even if only constructively, it logically follows that he is required to follow the procedures contained within RSA 41:48.” The Town represented at oral argument that there were several processes plaintiff could have followed to attempt exhaustion, including requesting a hearing before the Board, articulating the issue to the Board, or “engaging” with the Board informally. Yet, the New Hampshire Supreme Court found none of these processes were set forth in the plain language of RSA 41:48. Accordingly, the Court found the trial court erred in its dismissal of plaintiff's case, and reversed and remanded for further proceedings. View "Boucher v. Town of Moultonborough" on Justia Law

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Claimant Fran Rancourt appealed a Compensation Appeals Board (CAB) decision granting the request of the carrier, AIM Mutual — NH Employers Ins. Co., for a reduction of the claimant’s benefits from the Temporary Total Disability (TTD) rate to the Diminished Earning Capacity (DEC) rate. At the time of her injury, the claimant was employed as the “vice president of academic and community affairs” for the Community College System of New Hampshire (CCS). The injury occurred when the claimant slipped on ice, hitting her head. She was taken to the hospital where she received 11 staples to close a wound in her head. Three months later, the claimant was assessed by Dr. Glassman, an independent medical examiner, who recommended “partial duty modified work part-time” and physical therapy, and that the claimant see a concussion specialist. He concluded that claimant did “not have the ability to return to full duty work at this time,” but opined that “she could be evaluated for partial duty work, working three to four hours a day, two to three days a week.” In July 2019, claimant was visiting a friend in Maine when she fell stepping into a boat. As a result of the fall, the claimant severely injured her left hamstring, resulting in surgery. She reported that the fall was a result of problems with her depth perception related to her head injury. In March 2020, Glassman performed another independent medical examination to evaluate the extent of claimant’s continuing disability. Glassman reported that claimant continued to suffer from “postconcussion syndrome” as a result of the work injury in 2017. He concluded that claimant “has not returned to her pre-accident status” and “still has ongoing deficits and ongoing symptoms.” He reported that claimant feels about “60% improved,” and that, while “she is being seen by neuro-optometry and speech therapy,” she “has reached maximum medical improvement” for her post-concussion syndrome. It was his opinion that “no further treatment is indicated for the date of injury of November 20, 2017.” In May 2020, the carrier requested a hearing, pursuant to RSA 281-A:48 (2010), seeking to reduce or terminate the TTD indemnity benefits claimant had been receiving. The hearing officer granted the carrier’s request to reduce benefits as it related to claimant’s changed condition. Finding no reversible error in that decision, the New Hampshire Supreme Court affirmed. View "Appeal of Rancourt" on Justia Law

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Plaintiff City of Portsmouth, New Hampshire Police Commission/Police Department (the City) appealed a superior court's denial of the City’s request to modify, correct, or vacate an arbitrator’s award of backpay to Aaron Goodwin, a police officer who was previously employed by the City and who was a member of defendant Portsmouth Ranking Officers Association, NEPBA, Local 220 (the Union). The arbitration arose from a grievance filed by the Union challenging Goodwin’s termination. The arbitrator found that the City wrongfully terminated Goodwin and awarded him approximately twenty-six months of backpay. The superior court confirmed the arbitrator’s termination decision and backpay award. On appeal, the City argued the arbitrator committed plain mistake because she failed to correctly apply the after-acquired-evidence doctrine in determining the amount of the backpay award. Because the New Hampshire Supreme Court agreed with the City that the arbitrator committed a plain mistake of law in reaching the backpay award, it reversed in part, vacated the superior court’s confirmation of the arbitrator’s award, and remanded. View "City of Portsmouth Police Commission/Department v. Portsmouth Ranking Officers Association, NEPBA, Local 220" on Justia Law

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Plaintiff Melissa Donovan appealed a superior court order granting summary judgment in favor of defendant Southern New Hampshire University (SNHU), based upon the court’s finding that no public policy considerations supported plaintiff’s wrongful termination claim. From December 2016 until her resignation in November 2018, she served as Associate Dean of Faculty for Mathematics. In this role, her primary focus was oversight of faculty assignments and support for mathematics courses. In March 2018, faculty reviewed a mathematics course, MAT 136, due to concerns about the course’s design. That review revealed that instructors applied different grading schemes for the course, and that those differences were not being communicated to students. Specifically, some sections of MAT 136 employed a grading scheme that SNHU intended to phase out beginning in September 2018. In July 2018, plaintiff's supervisor emailed plaintiff identifying two students from a semester of MAT 136 who received failing grades, but, given the supervisor's assessment of certain irregularities in grading schemes, “had a case for passing.” Plaintiff refused to modify the students' grades, feeling the changes requests violated the school's grading policy and were unethical. In her claim for wrongful termination, plaintiff alleged she was admonished for declining to alter the grades, and subsequently retaliated against by the creation of a hostile work environment. On appeal of the summary judgment motion, plaintiff argued that the question as to whether public policy concerns supported her wrongful termination claim, which alleged that she was constructively discharged as a result of her refusal to alter the students' grades, should have been resolved by a jury and not the trial court, as a matter of law. The New Hampshire Supreme Court concluded that the court did not err because complaints about the application of internal grading decisions by a private university do not implicate public policy considerations necessary to support a wrongful termination claim. View "Donovan v. Southern New Hampshire University" on Justia Law

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Petitioners Javier Vasquez and his employer, Matosantos International Corporation (MIC), appealed a New Hampshire Compensation Appeals Board (CAB) determination that it could not order respondent, The Hartford Insurance Company, to pay workers’ compensation benefits to Vasquez. The CAB concluded that the Department of Labor (DOL), and therefore the CAB, lacked jurisdiction under the New Hampshire Workers’ Compensation Law to interpret the workers’ compensation insurance policy that MIC had purchased from The Hartford. Because the New Hampshire Supreme Court concluded the CAB did have jurisdiction to consider and resolve the coverage dispute between MIC and The Hartford, it vacated the CAB’s decision and remanded for its consideration, in the first instance, of whether the policy purchased by MIC covered Vasquez when he was injured while working in New Hampshire. View "Appeal of Vasquez" on Justia Law

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Plaintiff Daniel Barufaldi, appealed a superior court dismissal of his complaint against defendant the City of Dover. Plaintiff was first hired as the Director of Economic Development for the Dover Business and Industry Development Authority (DBIDA) for a fixed term from March 2009 through February 2012. As a condition of his employment with DBIDA, plaintiff was required to waive participation in the New Hampshire Retirement System (NHRS). After his initial term of employment expired in 2012, plaintiff was reappointed for one-year extensions until 2017. In 2017, the City created a new Director of Economic Development position and appointed plaintiff to the position. Prior to executing a new employment agreement, plaintiff asked the Dover City Manager if he would now be eligible to participate in the NHRS. The Dover City Manager informed plaintiff that he was not eligible for enrollment in the NHRS because his employment contract was for “a fixed time period.” Around March 2020, plaintiff contacted the NHRS to inquire about his eligibility for enrollment. In July 2020, the NHRS notified the City that it was obligated to enroll plaintiff in the NHRS. The City subsequently enrolled plaintiff in the NHRS prospectively. Thereafter, the plaintiff submitted a “request for cost calculation to purchase service credit” because of “employer enrollment oversight.” The NHRS administratively reviewed the request and determined, pursuant to RSA 100-A:3, VI(d)(1), plaintiff was partially at fault for the failure to be enrolled in the NHRS following his appointment in 2017 as Director and, therefore, ineligible to purchase service credit. It also determined that DBIDA was not an NHRS participating employer and that plaintiff’s employment contract with DBIDA waived any right to participate in the NHRS. In a letter dated August 4, 2020, the NHRS notified plaintiff of its determination and informed him that he had 45 days in which to appeal the administrative decision by requesting a hearing before the agency. Plaintiff did not request such a hearing but, instead, filed a complaint in superior court. Plaintiff contended to the New Hampshire Supreme Court appealing dismissal of his case that the trial court erred in concluding that: (1) declaratory judgment was not an available theory of relief; and (2) plaintiff was required to exhaust his administrative remedies prior to filing suit. Finding no reversible error, the Supreme Court affirmed. View "Barufaldi v. City of Dover" on Justia Law

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Claimant Caitlyn Wittenauer, appealed a New Hampshire Compensation Appeals Board (CAB) decision denying her workers’ compensation benefits. In 2019, Claiming injured her left shoulder lifting boxes at her job with Nike, Inc. An MRI disclosed that her “left shoulder was dislocated, with the ball joint out of place.” She received corrective surgery on December 17, 2019, followed by months of physical therapy treatments. On April 21, 2020, the claimant’s treating physician approved her return to full-time work with restrictions on lifting. She returned to work at Nike in May. The claimant received temporary total disability benefits beginning October 16, 2019, and ending May 4, 2020. On September 3, 2020, the claimant reported to her treating physician that her shoulder was feeling stiff and she was experiencing pain “when she tries to do anything overhead.” He limited her work to five hours a day with no other restrictions. On September 25, the claimant complained of pain in the left side of her neck, and her treating physician took her out of work. On November 19, the physician reported that his examination of the claimant did not demonstrate “any overt shoulder instability” and noted that the shoulder was “really significantly better since surgery and really no evidence of any gross instability.” claimant sought temporary partial disability benefits for the period September 4, 2020 to September 25, 2020, and temporary total disability benefits beginning September 26, 2020. The CAB ruled that the claimant did not meet her burden of proving by a preponderance of the evidence “that the medical treatments starting on 9/3/2020 and out of work order by [the treating physician] [was] causally related to the work injury on 8/15/2019.” On appeal, the claimant argues that the CAB erred: (1) by placing a burden upon her to demonstrate another work incident occurring between her return to work in May 2020 and her second onset of disability in September 2020; and (2) in failing to analyze and make findings as to whether her disability in September 2020 was due at least in part to the work injury she suffered in August 2019. The New Hampshire Supreme Court's review of the record supported the CABs determination. Accordingly, judgment was affirmed. View "Appeal of Wittenauer" on Justia Law

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Petitioner The Lawson Group, the third-party administrator for the self-insured petitioner, Summit Packaging Systems (the employer), appealed a decision of the New Hampshire Compensation Appeals Board (CAB) that upheld a decision by respondent, the State Special Fund for Second Injuries (Second Injury Fund), to decline to reimburse The Lawson Group for benefits paid to the claimant. The employer hired the claimant in 2005 as a laborer and machine operator. The claimant was injured at work in January 2016, when she tried to catch a 65-pound spool of tubing as it fell. The claimant was out of work following the surgery, but returned in December 2016 in a modified duty capacity. In 2017, the CAB found that the claimant’s “surgery and subsequent treatment were and are related to the work injury” she suffered in January 2016. In August 2018, The Lawson Group applied to the Second Injury Fund for reimbursement. In a February 2019 letter, the Second Injury Fund denied The Lawson Group’s application because The Lawson Group had failed to: (1) establish that the claimant’s surgery constituted a subsequent disability by injury; and (2) demonstrate that the employer knew that the claimant had any permanent impairment before her surgery. Following a March 2020 hearing, the CAB upheld the Second Injury Fund’s denial of reimbursement. After a review of the CAB hearing record, the New Hampshire Supreme Court found no reversible error and affirmed the denial of reimbursement. View "Appeal of The Lawson Group, et al." on Justia Law

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The State of New Hampshire appealed a New Hampshire Public Employee Labor Relations Board (PELRB) ruling that the State committed unfair labor practices when the Governor: (1) sent an email to all state employees concerning collective bargaining negotiations involving the State; and (2) refused to send the report of a neutral fact finder to the Executive Council for its consideration. After review, the New Hampshire Supreme Court concluded the State did not commit unfair labor practices, and that the PELRB erred by concluding otherwise. View "Appeal of State of New Hampshire" on Justia Law

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Petitioner John Doe appealed a superior court order dismissing his petition for declaratory and injunctive relief for failure to state a claim under either RSA 105:13-b (2013) or the New Hampshire Constitution. In April 2016, while employed as a patrol officer by a town police department, Doe was investigated by that department for denying that he wrote in permanent marker on a department rain jacket. Although Doe “was led to believe” he would only receive a “verbal counseling” for what he understood to be a misunderstanding, he later found that the investigation resulted in a one-page written report. In April 2017, after leaving the department, Doe was informed by a letter from the County Attorney’s Office that, from a review of his personnel file, his name was being placed on the Exculpatory Evidence Schedule (EES). Doe did not contest his inclusion on the EES at that time, but later, Doe submitted two requests to remove his name from the EES to the Attorney General’s Office (AGO). Both requests were denied for lack of an “order or other determination” overturning the original finding of misconduct. Citing RSA 105:13-b and his right to due process under the Federal Constitution, Doe filed a petition for declaratory relief and a request for preliminary and permanent injunctions against the AGO, seeking review of his personnel file, removal from the EES, and attorney’s fees. The New Hampshire Supreme Court concluded RSA 105:13-b, II did not authorize the trial court to review the contents of an officer’s personnel file outside the scope of a particular criminal case. The Supreme Court reversed the trial court's ruling on Doe's state constitutional due process issue, and remanded for further proceedings without prejudice to Doe amending his petition given a statutory change. View "Doe v. N.H. Attorney General" on Justia Law