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Friday, December 14, 2012

Arbitration and the Federal Arbitration Act

Nitro-Lift Techs., L.L.C. v. Howard

Justia.com Opinion Summary: Nitro-Lift contracts with operators of oil and gas wells to provide services. Howard and Schneider entered a confidentiality-noncompetition agreement with Nitro-Lift that contained an arbitration clause” After working for Nitro-Lift on wells in Oklahoma, Texas, and Arkansas, they quit and began working for one of Nitro-Lift’s competitors. Nitro-Lift served them with a demand for arbitration. The former employees filed suit Oklahoma, asking the court to declare the agreements void and enjoin enforcement. The court dismissed. The Oklahoma Supreme Court ordered the parties to show cause why the matter should not be resolved by application of Okla. Stat., Tit. 15, 219A, which limits the enforceability of noncompetition agreements. Nitro-Lift argued that any dispute as to the contracts’ enforceability was a question for the arbitrator. The Oklahoma Supreme Court held that the existence of an arbitration agreement in an employment contract does not prohibit judicial review of the underlying agreement. The U.S. Supreme Court vacated, holding that the state court misconstrued the Federal Arbitration Act, 9 U.S.C. 1, which favors arbitration.

SUPREME COURT OF THE UNITED STATES
NITRO-LIFT TECHNOLOGIES, L. L. C. v. EDDIE LEE HOWARD et al.
on petition for writ of certiorari to the supreme court of oklahoma
No. 11–1377. Decided November 26, 2012

Per Curiam.

State courts rather than federal courts are most frequently called upon to apply the Federal Arbitration Act (FAA), 9 U. S. C. §1 et seq., including the Act’s national policy favoring arbitration. It is a matter of great importance, therefore, that state supreme courts adhere to a correct interpretation of the legislation. Here, the Oklahoma Supreme Court failed to do so. By declaring the noncompetition agreements in two employment contracts null and void, rather than leaving that determination to the arbitrator in the first instance, the state court ignored a basic tenet of the Act’s substantive arbitration law. The decision must be vacated.

*  *  *

This dispute arises from a contract between petitioner Nitro-Lift Technologies, L. L. C., and two of its former employees. Nitro-Lift contracts with operators of oil and gas wells to provide services that enhance production. Respondents Eddie Lee Howard and Shane D. Schneider entered a confidentiality and noncompetition agreement with Nitro-Lift that contained the following arbitration clause:

“ ‘Any dispute, difference or unresolved question between Nitro-Lift and the Employee (collectively the “Disputing Parties”) shall be settled by arbitration by a single arbitrator mutually agreeable to the Disputing Parties in an arbitration proceeding conducted in Houston, Texas in accordance with the rules existing at the date hereof of the American Arbitration Association.’ ” Pet. for Cert. 5.

After working for Nitro-Lift on wells in Oklahoma, Texas, and Arkansas, respondents quit and began working for one of Nitro-Lift’s competitors. Claiming that respondents had breached their noncompetition agreements, Nitro-Lift served them with a demand for arbitration. Respondents then filed suit in the District Court of Johnston County, Oklahoma, asking the court to declare the noncompetition agreements null and void and to enjoin their enforcement. The court dismissed the complaint, finding that the contracts contained valid arbitration clauses under which an arbitrator, and not the court, must settle the parties’ disagreement.

The Oklahoma Supreme Court retained respondents’ appeal and ordered the parties to show cause why the matter should not be resolved by application of Okla. Stat., Tit. 15, §219A (West 2011), which limits the enforceability of noncompetition agreements. Nitro-Lift argued that any dispute as to the contracts’ enforceability was a question for the arbitrator. It relied for support— as it had done before the trial court—upon several of this Court’s cases interpreting the FAA, and noted that under Buckeye Check Cashing, Inc. v. Cardegna, 546 U. S. 440, 446 (2006) , “this arbitration law applies in both state and federal courts.” Record in No. 109,003 (Okla.), p. 273.

The Oklahoma Supreme Court was not persuaded. It held that despite the “[U. S.] Supreme Court cases on which the employers rely,” the “existence of an arbitration agreement in an employment contract does not prohibit judicial review of the underlying agreement.” 2011 OK 98, ¶15, n. 20, ¶16, 273 P. 3d 20, 26, n. 20, 27. For that proposition, the court relied on the “exhaustive overview of the United States Supreme Court decisions construing the Federal Arbitration Act” in Bruner v. Timberlane Manor Ltd. Partnership, 2006 OK 90, 155 P. 3d 16, which found Supreme Court jurisprudence “not to inhibit our review of the underlying contract’s validity.” 273 P. 3d, at 26. Finding the arbitration clauses no obstacle to its review, the court held that the noncompetition agreements were “void and unenforceable as against Oklahoma’s public policy,” expressed in Okla. Stat., Tit. 15, §219A. 273 P. 3d, at 27.

The Oklahoma Supreme Court declared that its decision rests on adequate and independent state grounds. Id., at 23–24, n. 5. If that were so, we would have no jurisdiction over this case. See Michigan v. Long, 463 U. S. 1032 –1044 (1983). It is not so, however, because the court’s reliance on Oklahoma law was not “independent”—it necessarily depended upon a rejection of the federal claim, which was both “ ‘properly presented to’ ” and “ ‘addressed by’ ” the state court. Howell v. Mississippi, 543 U. S. 440, 443 (2005) (per curiam) (quoting Adams v. Robertson, 520 U. S. 83, 86 (1997) (per curiam)). Nitro-Lift claimed that the arbitrator should decide the contract’s validity, and raised a federal-law basis for that claim by relying on Supreme Court cases construing the FAA. “ ‘[A] litigant wishing to raise a federal issue can easily indicate the federal law basis for his claim in a state-court petition or brief . . . by citing in conjunction with the claim the federal source of law on which he relies or a case deciding such a claim on federal grounds . . . .’ ” Howell, supra, at 444 (quoting Baldwin v. Reese, 541 U. S. 27, 32 (2004) ; emphasis added). The Oklahoma Supreme Court acknowledged the cases on which Nitro-Lift relied, as well as their relevant holdings, but chose to discount these controlling decisions. Its conclusion that, despite this Court’s jurisprudence, the underlying contract’s validity is purely a matter of state law for state-court deter-mination is all the more reason for this Court to assert jurisdiction.

The Oklahoma Supreme Court’s decision disregards this Court’s precedents on the FAA. That Act, which “declare[s] a national policy favoring arbitration,” Southland Corp. v. Keating, 465 U. S. 1, 10 (1984) , provides that a “written provision in . . . a contract evidencing a transaction involving commerce to settle by arbitration a controversy thereafter arising out of such contract or transaction . . . shall be valid, irrevocable, and enforceable, save upon such grounds as exist at law or in equity for the revocation of any contract.” 9 U. S. C. §2. It is well settled that “the substantive law the Act created [is] applicable in state and federal courts.” Southland Corp., supra, at 12; see also Buckeye, supra, at 446. And when parties commit to arbitrate contractual disputes, it is a mainstay of the Act’s substantive law that attacks on the validity of the contract, as distinct from attacks on the validity of the arbitration clause itself, are to be resolved “by the arbitrator in the first instance, not by a federal or state court.” Preston v. Ferrer, 552 U. S. 346, 349 (2008) ; see also Prima Paint Corp. v. Flood & Conklin Mfg. Co., 388 U. S. 395 (1967) . For these purposes, an “arbitration provision is severable from the remainder of the contract,” Buckeye, supra, at 445, and its validity is subject to initial court determination; but the validity of the remainder of the contract (if the arbitration provision is valid) is for the arbitrator to decide.

This principle requires that the decision below be va-cated. The trial court found that the contract contained a valid arbitration clause, and the Oklahoma Supreme Court did not hold otherwise. It nonetheless assumed the arbitrator’s role by declaring the noncompetition agreements null and void. The state court insisted that its “[own] jurisprudence controls this issue” and permits review of a “contract submitted to arbitration where one party assert[s] that the underlying agreement [is] void and unenforceable.” 273 P. 3d, at 26. But the Oklahoma Supreme Court must abide by the FAA, which is “the supreme Law of the Land,” U. S. Const., Art. VI, cl. 2, and by the opinions of this Court interpreting that law. “It is this Court’s responsibility to say what a statute means, and once the Court has spoken, it is the duty of other courts to respect that understanding of the governing rule of law.” Rivers v. Roadway Express, Inc., 511 U. S. 298, 312 (1994) . Our cases hold that the FAA forecloses precisely this type of “judicial hostility towards arbitration.” AT&T Mobility LLC v. Concepcion, 563 U. S. ___, ___ (2011) (slip op., at 8).

The state court reasoned that Oklahoma’s statute “addressing the validity of covenants not to compete, must govern over the more general statute favoring arbitration.” 273 P. 3d, at 26, n. 21. But the ancient interpretive principle that the specific governs the general (generalia specialibus non derogant) applies only to conflict between laws of equivalent dignity. Where a specific statute, for example, conflicts with a general constitutional provision, the latter governs. And the same is true where a specific state statute conflicts with a general federal statute. There is no general-specific exception to the Supremacy Clause, U. S. Const. Art. VI, cl. 2. “ ‘[W]hen state law prohibits outright the arbitration of a particular type of claim, the analysis is straightforward: The conflicting rule is displaced by the FAA.’ ” Marmet Health Care Center, Inc. v. Brown, 565 U. S. ___, ___–___ (2012) (per curiam) (slip op., at 3–4) (quoting AT&T Mobility LLC, supra, at ___–___ (slip op., at 6–7)). Hence, it is for the arbitrator to decide in the first instance whether the covenants not to compete are valid as a matter of applicable state law. See Buckeye, 546 U. S., at 445–446.

For the foregoing reasons, the petition for certiorari is granted. The judgment of the Supreme Court of Oklahoma is vacated, and the case is remanded for proceedings not inconsistent with this opinion.

It is so ordered.

MORE Tries To Get A Vote For Democracy At The Delegate Assembly

http://morecaucusnyc.org/author/morecaucusnyc/

Unity Votes Against Democracy

by morecaucusnyc
http://morecaucusnyc.files.wordpress.com/2012/12/new-picture.pngMuch of the 12/12/12 Delegate Assembly was dedicated to teacher evaluations. This isn't surprising, as the Unity crew knew that MORE caucus was showing up with petitions and a resolution in hand. For the better part of an hour, delegates were told how UFT President Michael Mulgrew is fighting this evaluation battle for us and how Unity is giving its all to protect teachers from the evil machinations of Mayor Bloomberg. You'd never know from all this that it was the UFT leadership, headed by Mulgrew, who agreed to the new teacher evaluations in the first place--without input from the members.
MORE showed up with a single purpose and a single request: that the membership be allowed to vote on any new evaluation agreement made outside of a contract agreement. It seemed a pretty reasonable request; teachers -- NOT union leaders -- are the ones who will be most severely affected by any new evaluation scheme. We are the ones who will be evaluated on what Randi Weingarten herself recently called "junk science", or value-added scores. We are the ones who will lose our jobs if this junk science determines that we are ineffective based on a mathematical formula that attempts to reduce our students to a set of variables. It only makes sense that we--the teachers--should get a say in any new evaluation method.
So that, of course, is not what happened.
MORE's resolution merely called for a democratic referendum:
“That the UFT conduct a broad and democratic discussion about the new evaluation system which would include that: our union immediately poll the membership with regard to the new measures and host forums at chapter, borough and city-wide levels where members can discuss this new system”
“That if a new evaluation system is negotiated with the city outside of a new contract, the UFT hold a membership-wide referendum on whether to accept the system, conducted in the same manner as contract approval votes."
Kit Wainer, one of MORE's High School Executive Board candidates, spoke passionately on behalf of teachers. He pointed out that we are constantly having policies imposed on us by the DOE, that we are demoralized, and that we must have a voice in matters that so deeply and personally concern us. Wainer also said nearly one thousand educators signed the petition calling for a rank and file member vote on any new agreement and over a dozen school chapters endorsed it.
It was an elegant plea, but Unity was prepared. They presented UFT Staff Director and Executive Board member Leroy Barr to speak against a democratic vote among the members. He said the Delegate Assembly is a duly elected body that represents the wishes of its members. Barr claimed that the DA holds the authority to make decisions for its members, and that anyone who questions that authority (presumably MORE and its supporters) ought to be questioned themselves.
The vote was 70% to 30% against the MORE resolution. Against a democratic vote. Against the right of teachers to have a say in a matter that fundamentally threatens our professional lives.
Overall, this was a loss for union democracy. Nevertheless, there are some bright spots. In a delegate assembly overwhelmingly dominated by Unity, MORE gathered a significant percentage of the votes on this resolution. Many delegates spoke to MORE members following the meeting. Momentum may be swinging in favor of a more democratic union. Perhaps most significantly, the UFT is feeling the heat and knows it is in a fight for the hearts of its members.
You can help. Let your chapter leader, delegate, and Mulgrew himself know that you demand a say in your professional future. Tell them that you don't want fundamental changes to our current contract and evaluation system without a referendum. Tell your colleagues and ask them to spread the word.
And join MORE--for a more democratic union.
Morecaucusnyc.org
Facebook.com/morecaucusnyc
Twitter.com/morecuacusnyc
From Betsy Combier to Leroy Barr: Hi Leroy!!! So glad to see you are still against individual/members' rights and voices opposing UNITY....
 to the reading public: now you can see why I do not work at the UFT
  

Testing = School To Prison Pipeline?

FairTest Senate testimony connects testing with school to prison pipeline.

LINK

FairTest submitted  written testimony on how high-stakes connects testing with punitive discipline and the school-to-prison pipeline, to the subcommittee on the Constitution, Civil Rights, and Human Rights of the Senate Committee on the Judiciary hearing on ending the school-to-prison pipeline. Read it here.
AttachmentSize
PipelineSenateTestimonyDec2012.pdf267.87 KB

Thursday, December 13, 2012

California Teachers' Union and SB 10

One Thing: Costly Payouts & Rubber Room Salaries
“Auditors reviewed 61 settlements with LAUSD teachers – including 47 involving misconduct with a student – and found that more than $2 million in payouts had been made… Officials said Monday that 299 teachers are now being “housed” at district offices after being accused of misconduct. Each case takes an average of six months to investigate and resolve, with teachers collecting an average of $6,000 a month in salary.” — Today’s LA Daily News
 
 
It would be easier to fire California teachers for misconduct if State Senate bill succeeds on 2nd attempt
DailyNews.com
In the wake of a state audit that faults the lengthy dismissal process for abusive teachers, state Sen. Alex Padilla reintroduced a bill Monday that would make it easier to fire educators for serious misconduct.
 
Senate Bill 10 would give school boards the final say over firing teachers accused of sexual, drug and other serious offenses. The legislation was still being finalized late Monday, but it is expected to mirror SB 1530, a Padilla bill from the last session that died in the Assembly Education Committee amid fierce lobbying by the state teachers union.

Padilla, D-Pacoima, said he hopes to reach a consensus this time with the California Teachers Association and get SB 10 passed and signed into law.

"My goal is now, and has always been, to ensure essential due-process rights while allowing for timely resolution of cases that involve sex abuse, violence or drug offenses involving children," he said in a statement.

Edgar Zazueta, Los Angeles Unified's lobbyist, said the new makeup of the Legislature - 39 new lawmakers were sworn in on Monday - has provided a "renewed sense of optimism" for supporters of the Padilla bill.

Padilla first tackled the issue of teacher dismissals following the sex-abuse scandal at Los Angeles Unified's Miramonte Elementary School.

Teacher Mark Berndt received a $40,000 settlement to drop the appeal of his firing after he was accused of molesting 23 of his students. The Berndt case was among several cited in a state audit released last week, which said that California's long and costly dismissal process makes it more likely that districts will pay a problem teacher to retire.

Auditors reviewed 61 settlements with LAUSD teachers - including 47 involving misconduct with a student - and found that more than $2 million in payouts had been made.

Currently, educators fired by their school board can appeal to a three-member board composed of two teachers and an administrative law judge - a process that can take years and cost hundreds of thousands of dollars. Padilla wants the school board to have the final say on dismissals of teachers accused of misconduct.

The CTA did not return a call for comment on Monday.

But in an "action alert" posted in opposition to SB 1530, the union said the proposed legislation would undermine an educator's ability to get a fair hearing.

Padilla's effort again has the backing of the Los Angeles Unified school board, which previously recommended changes in the dismissal process and is reaffirming its support in a resolution being introduced today.

The resolution by board president Monica Garcia and vice president Tamar Galatzan also calls on Superintendent John Deasy to follow through on auditors' recommendations to improve the district's handling of problem teachers.

The audit found lengthy and unexplained delays in investigations and discipline, and lapses in notifying the state credentialing commission of nearly 150 cases of suspected misconduct.

"The resolution is a combination of the results of the audit and the reintroduction of the Padilla bill," said Galatzan, who represents the west San Fernando Valley. "Everyone knows that the processes we have for addressing allegations of teacher misconduct can be improved."

Officials said Monday that 299 teachers are now being "housed" at district offices after being accused of misconduct. Each case takes an average of six months to investigate and resolve, with teachers collecting an average of $6,000 a month in salary.

"We've got a labor-intensive, somewhat counterintuitive state process. Laid on top of that is the district process," Galatzan said. "We need to look at what can be streamlined, and where the bottlenecks are." barbara.jones@dailynews.com
818-713-3710
twitter.com/LADNSchools

Monday, December 10, 2012

Susan Ohanian On L.A.'s Rubber Rooms

LAUSD Rubber Rooms Crowd Up

Susan O'Hanian

LINK
lausdprisoner Comment: 


This is Deasy's LAUSD: Facts don't matter. The principal documents the teacher is innocent. So Deasy sends the "case" downtown where a "committee" confirms her innocence and unanimously recommends the teacher be returned to the classroom. Deasy then removes the case from the committee and forces the principal to issue a Notice of Unsatisfactory Act, Suspension and the initiation of dismissal proceedings (which means automatic dismissal despite the facts) for a non incident the principal him/herself has documented was a non incident. 

Facts don't matter. 

I was charged with a false, hearsay allegation. The police told me it was hearsay from kids not even in my class. They completely dismissed the case as without merit. LAUSD stuck with the hearsay. They have the statement of the child involved (according to the false hearsay) which totally contradicts the hearsay. LAUSD sticks with the hearsay. 

Facts don't matter. 

Deasy is bragging about firing clearly innocent teachers. Hundreds of them. 

Facts don't matter. 

An angry student accuses a teacher. A month or two later, the student issues a written apology saying he/she lied, that he/she was angry. Deasy orders the principal to issue (or not retract) the Unsatisfactory Act, Suspension and dismissal proceeding (which means dismissal) anyway. 

Facts don't matter. Heil Deasy.
 


By Hillel Aron 

On the outskirts of LAUSD's sprawling, mazelike Educational Service Center in Reseda sit seven long, shabby, peach-colored bungalows with barred windows and rotting wood, which all but scream Southern California public education. 

In one of them is a roughly 35-square-foot room where 25 or so teachers (and a couple of teacher's assistants) sit at cubicles. They read, listen to music, watch Netlfix on smartphones, play scrabble on Facebook. One sits with his feet up and his head tilted back toward the pockmarked ceiling, fast asleep, snoring loudly through a gaping mouth. The other teachers laugh. His head jerks up and he looks around, takes a swing from a quart of Donald Duck orange juice and goes back to sleep. 

They are teachers in teacher jail, known more popularly as rubber rooms, and the aim is to keep them out of classrooms while allegations against them are investigated. 

Not everybody spends their time so idly during the average 127 days that each one sits, drawing full salaries that average $67,000 a year. One teacher practices the trumpet in the parking lot; another works on her dissertation for a doctorate in education. A Congolese immigrant who knows seven languages is using her time to learn an eighth — Korean. 

But mostly, these teachers sit around and commiserate, a cross between a 12-step group and detention. 

"A lot of us are good teachers," says Carrie Collier, a special ed teacher at Van Nuys Elementary who's been "housed" at the Education Service Center North since Sept. 10. "I know there's no reason for you to believe that — like, 'all inmates in a prison are innocent.' " She was accused by a teacher's aide of nearly closing a door on two rowdy special-needs students and of corralling another student against a wall using a wheeled table. 

Some 300 LAUSD employees now sit in five rubber rooms scattered around L.A. First revealed in 2009 by the Los Angeles Times, the rubber rooms take their nickname from much larger facilities that house New York City teachers who have been accused of wrongdoing or serious incompetence.

The rubber-room day is short, 8 a.m. to 3 p.m. But some teachers now are being paid to simply stay at their own homes — because the number of L.A. educators under investigation is roughly twice that of a year ago. 

The big explosion in rubber-room population came after popular Miramonte Elementary School teacher Mark Berndt was charged last January with 23 acts of molesting young LAUSD students — including feeding his students cookies covered with his semen. Just days later, LAUSD revealed that in October 2011, third-grade teacher Paul Chapel at Pacoima's Telfair Elementary School was arrested for abusing 13 small children from 2006 to 2011. 

Berndt awaits trial, a symbol to many of what happens under California's byzantine state laws that make it hard to fire bad, or even dangerous, teachers. 

Chapel, by contrast to Berndt — who refused to step down at Miramonte and could not be easily fired — agreed to a plea deal. So Chapel has already been convicted and sentenced to 25 years in prison. 

After Berndt made global headlines as one of the most horrific California teachers in memory, the district aggressively spread the word about what parents, students and other teachers should look for in "appropriate" and "inappropriate" teacher behavior. LAUSD general counsel David Holmquist says that, as a result, "We're seeing more reporting. We really see that as a positive thing." 

Almost as shocking as Berndt's alleged sex perversion was the fact that LAUSD kept the Berndt scandal quiet. Instead of warning parents and moving to fire Berndt — a nightmarish process that could have let Berndt cling to his job for years — LAUSD quietly paid him $40,000 to go away. 

A state audit released last week revealed that out of 429 cases of alleged misconduct, LAUSD failed to promptly report at least 144 to the Commission on Teacher Credentialing, which can revoke a teacher's license but rarely does. LAUSD sat on 31 of those allegations for three years. In one case, a teacher drew a student into a sex relationship but LAUSD officials failed to alert anyone for nearly four years. 

LAUSD Superintendent John Deasy says that before the state audit came out, he had already reformed LAUSD's lackadaisical system. Now, Deasy says, accusations of teacher wrongdoing must be reported to parents within 72 hours. 

When a teacher, administrator or assistant is accused -- say, of showing up to work drunk, or touching a child in an inappropriate manner -- that person is supposed to be immediately reassigned to a rubber room while district officials investigate. 

It's a costly system in which teachers draw their full salary, plus free health care and other benefits provided under teachers union contracts, and a substitute teacher earning salary and benefits of $283 to $352 a day takes over their class for them. 

Many of those at teacher jail in Reseda refused to give their names, saying the district might try to fire them, and that Deasy, who typically moves in a bold and decisive manner, is overreacting. One teacher, claiming that Deasy is stuffing the rubber rooms with teachers because he is guilt-ridden, remarks, "Mr. Deasy has decided that all normal human contact must be reported -- because he didn't report Miramonte." 

Special-ed teacher Collier says Deasy, who has clashed repeatedly with the huge, 35,000-member United Teachers Los Angeles, is on a witch hunt to "thin the ranks of high-paid teachers." 

Deasy denies this. But he does say, proudly, that more certificated employees are being fired for misconduct then ever, in a district where firings have been rare. 

Deasy says that 96 certified employees, mostly teachers, were fired in 2011-2012. 

Explains Deasy. "If there is suspected wrongdoing, we separate the employee [from the students], and then we investigate. Do [we] err on the side of safety? Darn right." 

Holmquist concedes that innocent teachers have "been pulled" from their classrooms and then returned "with apologies." But, he says, "If the safety of our students is No. 1, we have to act like it."

California state laws are stacked heavily against firing teachers. A 2012 law by state Sen. Alex Padilla designed to more easily fire teachers who commit sexual, physically abusive or drug-related acts with students, Senate Bill 1530, went down in flames when four Democrats, fearing the power of the California Teachers Association and UTLA, infamously declined to vote, thus killing the bill. 

Thanks to existing law, it costs LAUSD $500,000 in legal fees and salaries to oust a teacher who decides to fight back. It can cost up to $1.6 million to fire a single teacher. 

In the rubber room in Reseda, most employees willing to talk said the charges against them were trumped up, or that they didn't know why they were there. 

But one teacher seemed to have a pretty good case. She showed L.A. Weekly an Oct. 31 letter from her principal that stated, in part, "The conclusion of my investigation is that the allegation made by the parents is unsubstantiated." But she's still in the rubber room. 

"I would have done the same thing that my principal did," the teacher says, because a parent accused her of spanking a preschool student, which is against state law. But the student and witnesses denied the student was spanked, according to the principal's letter. "I should've been here two days," the frustrated teacher said. 

Of course, not every teacher in teacher jail is wrongly accused. Clay Geilfuss, 66, a kindergarten teacher, admits to improperly spanking a very young student "out of frustration." Says Geilfuss, "I blew it. ... Nobody's perfect. To think that teachers are beyond reproach is silly." 

He'd like more counseling for stressed-out teachers. "In the past, if something had gotten to the principal, it would've been handled at his level. Now it's like the big shots are trying to micromanage things." 

But the old way in LAUSD allowed horrible people who never should have been near children to remain in classrooms for years. 

For now, it seems, the LAUSD rubber rooms will do a brisk business. 

Appellate Court Rules That ATR Status For A Tenured Teacher Does Not Violate Any "Clear and Unequivocal" Mandate

In re Diana Hrisinko, Petitioner-Appellant, v Board of Education of the City
School District of the City of New York, et al., Respondents-Respondents.
8752 110191/08

SUPREME COURT OF NEW YORK, APPELLATE DIVISION, FIRST
DEPARTMENT
2012 N.Y. App. Div. LEXIS 8328; 2012 NY Slip Op 8431
December 6, 2012, Decided
December 6, 2012, Entered

COUNSEL: [*1] The White Rose Group, LLC, Jackson Heights (Jesse C. Rose of counsel), for appellant.
Michael A. Cardozo, Corporation Counsel, New York (Fay Ng of counsel), for respondents.
JUDGES: Tom, J.P., Mazzarelli, Moskowitz, Abdus-Salaam, Feinman, JJ.

OPINION
Appeal from order, Supreme Court, New York County (Joan B. Lobis, J.), entered August 19, 2011, which denied petitioner's motion for an order holding respondents in contempt of an order, same court (Marilyn G. Diamond, J.), entered March 3, 2010 (the prior order), unanimously dismissed, without costs.

The 2011 order is not appealable as of right, as it was "made in a proceeding against a body or officer pursuant to [CPLR] article 78" (CPLR 5701[b][1]; see Matter of Storman v New York City Dept. of Educ., 95 AD3d 776, 777 [1st Dept 2012], appeal dismissed 19 NY3d 1023 [2012]). We decline to grant petitioner leave to appeal from that order in the interest of justice.

Were we to review the 2011 order, we would find that the motion court providently exercised its discretion in holding that respondents should not be held in contempt (see Storman, 95 AD3d at 777; Richards v Estate of Kaskel, 169 AD2d 111, 122 [1st Dept 1991], lv dismissed in part, denied in part [*2] 78 NY2d 1042 [1991]). Although the prior order declared that petitioner had "been a tenured teacher of Commercial Art'" since September 2, 2005, it did not reference the "Commercial Art" position, or any other specific teaching assignment, in its mandate, instead directing only that
petitioner be reinstated "to her position as a tenured teacher." "Any ambiguity in the court's mandate should be resolved in favor of the would-be contemnor" (Kaskel, 169 AD2d at 122). Accordingly, we find that, in reinstating petitioner to the position of tenured teacher and assigning her to serve as an absent teacher reserve, respondents did not violate any "clear [**2] and unequivocal" mandate (Storman, 95 AD3d at 777 [internal quotation marks omitted]; see Matter of Department of Envtl. Protection of City of N.Y. v Department of Envtl. Conservation of State of N.Y., 70 NY2d 233, 240
[1987]).
Page 1
THIS CONSTITUTES THE DECISION AND ORDER OF THE SUPREME COURT, APPELLATE DIVISION,
FIRST DEPARTMENT.
ENTERED: DECEMBER 6, 2012


HRISINKO v. NEW YORK CITY DEPARTMENT OF EDUCATION
LINK
 


Diana Hrisinko, Plaintiff-Appellant,Josefina Cruz, Andrea Shapiro, Diana Lee Friedline, Ismael Diaz, Anthony Ferraro, Elaine Jackson, Midge Maroni, David McMullen, Ram Narine, Geraldine Whittington, Gloria Chavez, Fitzroy Kington, Erica Weingast, Plaintiffs,v.New York City Department of Education, Graphic Communication Arts High School, Jerod Resnick, Dominic Cipollone, Edward Demeo, Jacqueline Kennedy Onassis High School, M.S. 219, Eric Brand, Judith Silverman, Defendants-Appellees.

No. 08-6071-cv.

United States Court of Appeals, Second Circuit.

March 11, 2010.


DIANA HRISINKO, pro se, New York, N.Y., for Appellant.
MICHAEL A. CARDOZO, Corporation Counsel of the City of New York, New York, N.Y., for Appellees.
Present: JOSEPH M. McLAUGHLIN, Circuit Judge, KIMBA M. WOOD,* District Judge.**



SUMMARY ORDER

UPON DUE CONSIDERATION, it is hereby ORDERED, ADJUDGED AND DECREED that the judgment of the district court is AFFIRMED in part and VACATED and REMANDED in part.
Plaintiff-Appellant Diana Hrisinko, pro se, appeals from a judgment of the United States District Court for the Southern District of New York (Rakoff, J.), granting summary judgment to the Defendants-Appellees and dismissing Appellant's complaint brought pursuant to the Age Discrimination in Employment Act of 1967 ("ADEA"), as amended, 29 U.S.C. § 621 et seq., and the Equal Protection Clause of the Fourteenth Amendment of the Constitution, actionable through 42 U.S.C. § 1983. We assume the parties' familiarity with the underlying facts and procedural history of the case.
We review orders granting summary judgment de novo and determine whether the district court properly concluded there was no genuine issue as to any material fact and the moving party was entitled to judgment as a matter of law. See Cronin v. Aetna Life Ins. Co.,46 F.3d 196, 202-03 (2d Cir. 1995).1
As an initial matter, we note that Appellant has not challenged the dismissal of her § 1983 claim against the New York City Department of Education on the ground that her principal did not have final policymaking authority. Thus, we affirm this dismissal. See Losacco v. City of Middletown,71 F.3d 88, 92 (2d Cir. 1995).
The ADEA prohibits employers from refusing to hire, discharging, or otherwise discriminating against an employee with regard to compensation, terms, conditions, or privileges of employment because of age.2See 29 U.S.C. § 623(a)(1). Historically, this Court has applied the burden-shifting framework of McDonnell-Douglas to ADEA claims. See, e.g., D'Cunha v. Genovese/Eckerd Corp.,479 F.3d 193, 194-95 (2d Cir. 2007) (per curiam). The Supreme Court recently held that under the plain language of the ADEA, an employee bringing a disparate treatment claim must prove by a preponderance of the evidence that age was the "but-for" cause behind the employer's adverse decision, and not merely one of the motivating factors. Gross v. FBL Fin. Servs., Inc.,129 S.Ct. 2343 (2009). The Supreme Court noted that it had "not definitively decided whether the evidentiary framework of [McDonnell Douglas], utilized in Title VII cases is appropriate in the ADEA context," id. at 2349 n.2, and did not apply its burden-shifting framework in holding that the ADEA does not authorize a "mixed-motives age discrimination claim," id. at 2350-52. In a recent opinion, this Court held that, although Gross changed the latter part of the McDonnell Douglas formulation "by eliminating the mixed-motive analysis that circuit courts had brought into the ADEA from Title VII cases," this Court remained bound by the burden-shifting framework previously employed in this Circuit. See Gorzynski v. Jetblue Airways Corp., ___ F.3d ___, 2010 WL 569367, at *11 (2d Cir. Feb. 19, 2010).
If a plaintiff alleges a prima facie case of discrimination and the employer demonstrates a legitimate, non-retaliatory reason for the challenged employment decision, the plaintiff must present evidence that would be sufficient to permit a rational jury to conclude that the employer's explanation is merely a pretext for impermissible discrimination. Id. at *10. In order to establish a prima facie case of discrimination, a plaintiff must show that: (1) she was within the protected age group; (2) she was qualified for the position; (3) she experienced an adverse employment action; and (4) such action occurred under circumstances giving rise to an inference of discrimination. See Carlton v. Mystic Transp., Inc.,202 F.3d 129, 134 (2d Cir. 2000).
Appellant challenges the district court's conclusion that she failed to establish an adverse employment action under the ADEA. An adverse employment action occurs when there is a "materially adverse change" in the terms and conditions of employment. A materially adverse change must be "`more disruptive than a mere inconvenience or an alteration of job responsibilities,'" and can include "`termination of employment, a demotion evidenced by a decrease in wage or salary, a less distinguished title, a material loss of benefits, significantly diminished material responsibilities, or other indices... unique to a particular situation.'" See Galabya v. New York City Bd. of Educ.,202 F.3d 636, 641 (2d Cir. 2000) (quoting Crady v. Liberty Nat'l Bank & Trust Co. of Indiana,993 F.2d 132, 136 (7th Cir. 1993)). In Galabya,an excessed teacher was transferred to a different high school and was assigned a position teaching mainstream keyboarding, despite the fact that his previous teaching experience had been in special education. Id. at 638-39. This Court found that the transfer did not constitute an adverse employment action because he could not demonstrate that the change in responsibilities was a "setback to his career." Id. at 641.
Here, although Appellant's salary and benefits would have remained the same had she continued teaching at Graphic Communications Arts High School ("GCA"), she would have remained in the position of a substitute teacher — arguably a less distinguished title, involving diminished responsibilities — indefinitely, and there is no evidence that GCA would have attempted to find her a more permanent position. Thus, it appears that the only way Appellant could obtain a more permanent position was to seek employment elsewhere. In doing so, Appellant terminated her probationary period, causing her to lose the opportunity to receive tenure at GCA. Whether Appellant remained a substitute teacher or left to obtain a more permanent position, Appellant faced changes in the terms and conditions of her employment that rise to the level of an adverse employment action. See Back v. Hastings on Hudson Union Free Sch. Dist.,365 F.3d 107, 116-17 & n.3 (2d Cir. 2004) (assuming, without holding, that the termination of a probationary period was an adverse employment action in the employment discrimination context). Because, as the district court concluded, the plaintiffs in this case collectively introduced evidence sufficient to create an inference of discrimination, 561 F. Supp. 2d at 425, Appellant has set forth aprima facie case of age discrimination.
Defendants argue that they have articulated a legitimate, business reason for their decision to excess Appellant. They state that because of staff reductions due to a reduced student population there was no longer any demand for an instructor teaching under a Cold Type Composition license. Even assuming this is sufficient evidence on summary judgment to demonstrate a legitimate business reason for excessing Appellant, construing the facts in the light most favorable to Appellant, her assertion that several younger teachers had recently been hired at the time she was excessed could demonstrate that defendants' reasons were, in fact, pretextual.3 Thus, Appellant's ADEA and equal protection claims are remanded to the district court for further proceedings.
We have considered Appellant's remaining arguments and find them to be without merit. For the reasons stated above, the judgment of the district court is AFFIRMED in part and VACATED and REMANDED in part for further proceedings in accordance with this decision.
* Kimba M. Wood, Senior Judge of the United States District Court for the Southern District of New York, sitting by designation.

** The Honorable Rosemary S. Pooler, originally a member of the panel, did not participate in consideration of this appeal. The two remaining members of the panel, who are in agreement, have determined the matter. See 28 U.S.C. § 46(d); 2d Cir. Internal Operating Procedure E; United States v. Desimone, 140 F.3d 457 (2d Cir. 1998).

1. Appellant's motions to add legal precedents and to file a supplemental reply brief are GRANTED. We consider only the evidence submitted by Appellant that was before the district court.

2. The district court concluded that Appellant's equal protection claim brought pursuant to § 1983 is not preempted by the ADEA, and that her remaining § 1983 claim is properly analyzed under the same standards as a claim made pursuant to the ADEA. Shapiro v. New York City Dept. of Educ.,561 F.Supp.2d 413, 419-20, 422 n.2 (S.D.N.Y. 2008). The parties do not challenge either of these conclusions on appeal. Accordingly, our analysis of Appellant's ADEA claims, infra, also applies to Appellant's remaining § 1983 claim.

3. We note that the district court, in finding summary judgment inappropriate as to a co-plaintiff's discrimination claim, appears to have credited the allegation that "defendants have sought only to select and promote employees with newer teaching licenses (Commercial Art rather than Cold Type Composition), and that this adversely affects older employees, because only individuals over age 40 are likely to possess a Cold Type License." 561 F. Supp. 2d at 426.

Brace for lawsuit if ‘demotion’ involves less prestige, fewer opportunities

Employees who are transferred against their will often sue for discrimination—especially if the new job is less prestigious and makes the employee feel like she has to quit.
For example, in the following case, an older teacher claimed she suffered an adverse employment action when she was demoted to substitute teacher at the same time younger teachers were hired.
Recent case: Diana Hrisinko and other experienced New York City teachers with teaching certificates found out they were being moved into substitute teaching positions. The school system blamed the moves on declining student enrollment—and also said older teaching certificates were less desirable than new ones.
It said that’s why it hired the younger teachers.
Hrisinko sued, alleging age discrimination, and claimed she had no choice but to quit. She said that being a substitute teacher is less prestigious than having one’s own classroom and doesn’t offer the same opportunities for promotion and tenure.
The court agreed Hrisinko had endured an adverse employment action even if her pay and benefits were the same. The court also agreed that the system’s hiring of younger teachers might be evidence of age discrimination. The court reasoned that only older teachers held older certificates; thus they were the only teachers affected by the decision. The court sent the case to trial so a jury can decide whether discrimination occurred. (Hrisinko, et al., v. New York City Department of Education, No. 08-6071, 2nd Cir., 2010)