Justia Labor & Employment Law Opinion Summaries

The issue this case presented to the Supreme Court centered on the pay due to a state employee pursuant to a collective bargaining agreement when the employee temporarily takes on duties at a higher level. Grievant Christopher Spear appealed a decision of the Vermont Labor Relations Board that the State, as grievant’s employer, did not violate the nonmanagement unit collective bargaining agreement between the Vermont State Employees’ Association (VSEA) and the employer when it provided grievant with “higher assignment pay” of a flat five percent of his regular pay rather than placing, or “slotting,” him to a step in the pay grade associated with the higher assignment duties that was at least five percent higher than his regular pay. The Board found the agreement’s provision governing higher-assignment pay ambiguous and concluded, based on the evidence presented, that the parties intended to calculate higher-assignment pay using a flat rate without slotting. Finding no reversible error, the Supreme Court affirmed. View "In re Spear" on Justia Law

Defendant Richard Howell appealed a judgment in favor of plaintiff Kneebinding, Inc. on his counterclaims alleging breach of contract, tortious interference with contract, defamation, trademark violation, and misappropriation of trade secrets in this commercial contract and employment dispute. Howell contended on appeal that the trial court erred in concluding that: (1) a contractual release barred the counterclaims arising prior to the date of the release; and (2) the release was supported by sufficient consideration. In 2006, Howell formed Kneebinding, Inc. to develop a ski binding based on a new release mechanism that he had invented. John Springer-Miller provided major financing and received a controlling interest in the corporation. Pursuant to a series of agreements, Springer-Miller became the chairman of the board of directors and Howell was employed as president and chief executive officer. An employment agreement executed by the parties in November 2007 provided that Howell would be an at-will employee with an annual base and, in the event his employment was terminated "other than for Cause," Howell would receive severance payable in equal installments over a period of one year. Less than a year later, the company’s board of directors voted to terminate Howell’s employment without cause. Negotiations between the company and Howell over the terms of his departure resulted in a letter from Springer-Miller on behalf of the company to Howell confirming the terms of the severance arrangement. Pertinent to the appeal was an exhaustive list of claims which Howell agreed to release, "including, but not limited to," employment discrimination under federal and state law and tort and contract claims of every sort, subject to several exceptions, including Howell’s rights under the parties’ Voting Agreement and Investors’ Rights Agreement. In 2009, Kneebinding filed a lawsuit against Howell alleging that he had violated certain non-disparagement and non-compete provisions of their agreements, committed trademark violations and defamation, tortiously interfered with contracts between Kneebinding and its customers and distributors, and misappropriated trade secrets. Howell answered and counterclaimed, alleging counts for breach of contract, defamation, invasion of privacy, misappropriation, unfair competition, tortious interference with business relations, patent violations, and intentional infliction of emotional distress. Kneebinding moved for summary judgment on Howell’s counterclaims, asserting that they were barred by the release set forth in the letter agreement. The trial court granted the motion with respect to all of the counterclaims that arose prior to the execution of the release on and denied the motion as to those claims that arose after the release. Howell asserted that, in granting summary judgment on the counterclaims, the trial court erred in finding a valid release because he never signed the separate release of claims set forth in Attachment B to the letter agreement. Finding no reversible error, the Supreme Court affirmed the trial court. View "Kneebinding, Inc. v. Howell" on Justia Law

Grievant John Aleong appealed a Vermont Labor Relations Board holding that his grievance of the termination of one portion of his teaching position at the University of Vermont fell outside the Board’s jurisdiction. Finding no reversible error, the Supreme Court affirmed. View "In re Aleong" on Justia Law

Plaintiff Sandra J. Murphy (as personal representative and administrator of the Estate of Christopher Murphy) appealed a superior court decision that vacated a jury verdict in her favor and entered judgment as a matter of law for defendant Sentry Insurance. The decedent died after a forklift he was operating for his employer, Pete's RV Center, tipped over. At the time of the accident, the decedent was operating a forklift equipped with an unapproved towing attachment, and using the forklift to tow a fifth-wheel camper. In its capacity as Pete's general liability insurer, Sentry had performed a safety survey at Pete's in April 2002. Plaintiff sued Sentry, alleging in relevant part that Sentry was negligent in performing the safety survey because it failed to identify and warn of the dangers of using forklifts with unapproved towing attachments. Plaintiff contended on appeal that there was sufficient evidence to establish Sentry's liability for her husband's workplace death under the Restatement (Second) of Torts section 324A based on a negligent inspection theory. Plaintiff also argued that the court erred in awarding costs to Sentry. Upon review, the Supreme Court concluded that, assuming the risk of physical harm associated with the use of unapproved forklift attachments was present at the time of Sentry's inspection, nothing Sentry did increased the risk of physical harm to decedent from such attachments. The Court therefore agreed with the trial court that Sentry's liability could not be premised on section 324A(a). The Court found plaintiff's arguments with regard to whether the jury reasonably could conclude that through its inspection, Sentry assumed a portion of Pete's duty to provide a safe workplace to its employees, as unpersuasive. The Court affirmed the superior court's decision. View "Murphy v. Sentry Insurance" on Justia Law

Plaintiff Nicholas Bonnano appealed the superior court’s grant of summary judgment against him and in favor of his employer, Verizon, and Verizon’s third-party claims administrator, Sedgwick Claims Management. Plaintiff’s claims stemmed from an alleged breach of a settlement agreement with employer regarding his workers’ compensation claim. On appeal, plaintiff argued that the trial court erred because there was a dispute of material fact as to the voluntariness of employer’s temporary total disability (TTD) payments made to plaintiff after the TTD termination date indicated in the settlement. Finding no reversible error, the Supreme Court affirmed the superior court in all respects. View "Bonanno v. Verizon Business Network Systems" on Justia Law

Plaintiff Daniel Brown appealed a superior court decision granting summary judgment to the State on his claim of employment discrimination in violation of the Uniformed Services Employment and Reemployment Rights Act. He argued that summary judgment was improper because genuine material issues of fact remained as to whether his membership in the Vermont National Guard was a motivating factor in the State's decisions not to promote him, and ultimately to terminate him from his position. Finding no reversible error, the Supreme Court affirmed. View "Brown v. Vermont" on Justia Law

Plaintiff Michelle Straw appealed a superior court judgment that dismissed her case for breach of an implied employment contract against defendant Visiting Nurse Association and Hospice of Vermont and New Hampshire (VNA). She argued the jury instructions in her case were erroneous and prejudicial because they failed to instruct on the standard for "just cause" termination. Finding no error, the Supreme Court affirmed. View "Straw v. Visiting Nurse Association and Hospice of VT/NH" on Justia Law

Appellant Windham County Sheriff’s Department (WCSD) appealed a decision of the Employment Security Board that held it liable for reimbursement of unemployment compensation benefits as a base-period employer of a former employee. WCSD argued that because the employee was terminated for gross misconduct, and because an amendment to the statute governing reimbursement of unemployment compensation benefits that would have removed its liability for payments for employees terminated for gross misconduct took effect before the employee became eligible to receive any benefits, it should not have been held liable for reimbursement payments. Finding no error in the Board's decision, the Supreme Court affirmed. View "Windham County Sheriffs Department v. Department of Labor" on Justia Law

Plaintiff Adam Cate sued the City of Burlington for breach of contract and intentional infliction of emotional distress (IIED) claiming that the City disciplined him for actions and in a manner not authorized by the City's personnel manual. The trial court granted the City's motion for summary judgment, finding the manual unambiguously allowed the City to place plaintiff on paid administrative leave pending an investigation into unacceptable behavior. The court also concluded that plaintiff failed to prove his claim for IIED. Plaintiff argued on appeal that the trial court misconstrued the City's personnel manual, that issues of fact still remained, and there was sufficient evidence of outrageous conduct. Upon review, the Supreme Court disagreed with plaintiff's claims of error and affirmed the trial court's grant of summary judgment to the City. View "Cate v. City of Burlington" on Justia Law

Defendant City of Burlington Retirement System appealed a superior court judgment that reversed its decision to terminate the disability retirement of plaintiff, a former City firefighter. Upon review, the Supreme Court concluded the record fully supported the superior court's conclusion that there was no reasonable basis for the Board's decision to terminate plaintiff's disability retirement. View "Preston v. Burlington City Reitrement System" on Justia Law