BARBARA COREY v. Avco-LYCOMING DIVISION, AVCO CORPORATION
Supreme Court of Connecticut
Argued February 1—decided July 5, 1972
163 Conn. 309 | 307 A.2d 155
HOUSE, C. J., RYAN, SHAPIRO, LOISELLE and FITZGERALD, JS.
David J. Della-Bitta, assistant attorney general, with whom were F. Michael Ahern, assistant attorney general, and, on the brief, Robert K. Killian, attorney general, for the appellant (plaintiff).
Warren G. Sullivan, with whom were Dwight F. Fanton and Gregory L. Thornton, and, on the brief, James B. Stewart, for the appellee (defendant).
RYAN, J. This is an appeal by the named plaintiff from a judgment of the Superior Court setting aside a decision and order of a hearing tribunal of the Commission on Human Rights and Opportunities finding that the Avco-Lycoming Division, Avco Corporation, hereinafter referred to as Avco,
There were only two witnesses who testified before the hearing tribunal, the plaintiff and Pasquale Cipriano, the assistant director of industrial relations for Avco. The plaintiff printed no appendix of evidence to her brief, as required by Practice Book § 645. The evidence printed in the appendix to the defendant‘s brief discloses the following: The plaintiff Barbara Corey was employed by the defendant Avco on September 3, 1968, as a rate clerk and was assigned to the traffic division, department 2K. Her scheduled hours of work were from 8:15 a.m. to 5 p.m., Monday through Friday. She had been fully informed previously of these details during her job interview and at that time made no objection to working those hours.
Three bargaining units at the Avco Stratford plant represent approximately one-half of Avco‘s employees and they include Local 376 of the International Union, United Automobile, Aerospace and Agricultural Implement Workers of America, U.A.W., of which Mrs. Corey was a member. There is a collective bargaining agreement between Avco and Local 376 dated August 4, 1967, which was in effect during the period of time when Mrs. Corey was employed by Avco.
The plaintiff worked from September, 1968, until November, 1968. During this period she had one day off, with pay, for personal reasons. When an employee takes an occasional day off for personal reasons the company does not always know whether the time off is taken for a religious observance. Late
The grievance was processed through the various steps and through arbitration by Local 376, which was certified by the National Labor Relations Board to be the collective bargaining agent for the members of the collective bargaining unit to which the plaintiff belonged. Pursuant to the provisions of article IV of the collective bargaining agreement, a hearing was held before the board of arbitration on the plaintiff‘s grievance on March 27, 1969, at which hearing the plaintiff testified as a witness in her own behalf. Throughout the grievance proceedings the plaintiff was represented by a union representative of Local 376. Following the hearing on March 27, 1969, the board of arbitration issued its award dated April 28, 1969, and documented as American Arbitration Case No. 12 30 0040 69. The board of arbitration denied the grievance in all respects and sustained and confirmed the action of the company in terminating the grievant‘s employment. The award of the arbitrators was introduced in evidence before the commission.
The hours of work in department 2K during the months of October and November, 1968, were from 8:15 a.m. until 5 p.m. The plaintiff was the only employee in department 2K assigned to the job classification of rate clerk. Since the plaintiff was still in the midst of the training process up to the termination of her employment with Avco and she still required and received considerable supervision, she was not permitted to adjust her scheduled hours of work. Because she was the only rate clerk in the department, she received different substantive training than any other employee in her department. The
Since the basic claim of the plaintiff was that her employment was terminated because of discrimination against her because of her religion, evidence was offered as to the treatment of people of other religious faiths who were employees of the company. Those Jewish employees of Avco who were members of the bargaining unit were not generally permitted to take time off to observe Rosh Hashanah because the bargaining agreement sets forth only specific holidays. Some of these employees may be given the time off without pay, but this is a decision within the discretion of individual departmental supervisors. Yom Kippur is not a listed holiday for employees in the bargaining unit. From time to time employees of various religious beliefs requested time off for religious holidays and Avco acceded to certain of such requests on occasion, but the requests were very irregular and not for the same day for a period of sixteen weeks.
On March 19, 1969, Avco wrote to the plaintiff reaffirming a job offer which it claimed previously had been made to her by Mrs. Stoddard in the plant. The job referred to in the letter was for a crib control clerk in department 19S. In contrast to the
On May 6, 1969, the hearing tribunal of the commission reached a decision in the plaintiff‘s favor. They concluded that there was, in fact, discrimination in that the plaintiff was deprived of her employment because of her religion and that no “bona fide occupational qualifications or need” were shown and ordered the company to reinstate her with back pay and allow her to cease work at sundown on Fridays. On appeal to the Superior Court, the defendant urged as it had before the tribunal that the award of the board of arbitration was res judicata and that the hearing tribunal was thereby precluded from directing or ordering the defendant to act in contravention of the arbitration award; that the findings and conclusions of the hearing tribunal were not supported by substantial and competent evidence, and that the tribunal erred in concluding that the defendant had discriminated against the plaintiff because of her religion. The trial court concluded that the findings and conclusions of the board of arbitration constitute collateral estoppel by judgment binding the hearing tribunal and precluding contrary and inconsistent findings on identical issues; that the plaintiff by reason of her election of remedies was foreclosed from seeking a more favorable result than that rendered by the board of arbitration; and that the record of evidence before the tribunal indicates that the conclusions of fact were not supported by substantial evidence. In her
Article XIII, § 3, of the agreement between Avco and the union provides as follows: “Neither the Company nor the Union shall discriminate against any employee on account of race, creed, sex or national origin.” The board of arbitration after a full hearing reached the conclusion that there was no discrimination against the plaintiff because of her religion. The language of the arbitrators is significant. “To put it another way, since the Company does not intend to accommodate itself to individual schedules, as indeed it could not if it desires to continue to maintain an efficient industrial operation, it cannot accede to grievant‘s request in this instance without itself being in violation of the . . . Collective Bargaining Agreement proviso. The grievant has no right or entitlement to request the Company so to act.” The arbitration award was confirmed by order of the Superior Court on June 5, 1969, and no appeal was ever taken from that judgment. “The judgment or decree so entered shall have the same force and effect in all respects as, and be subject to all provisions of law relating to, a judgment or decree in a civil action; and it may be enforced as if it had been rendered in a civil action in the court in which it is entered.”
The first question to be determined is whether the decision of the board of arbitration constituted a bar or estoppel binding the hearing tribunal under the doctrine of res judicata. The doctrine of res judicata is one of rest and is enforced on the ground of public policy. Brady v. Anderson, 110 Conn. 432, 435, 148 A. 365. To prevent a multiplicity of actions, equity will enjoin further litigation of a cause of
We have held that res judicata and collateral estoppel depend on the existence of a valid final judgment by a court of competent jurisdiction. Waterbury Savings Bank v. Danaher, 128 Conn. 78, 92, 20 A.2d 455; Ruocco v. Logiocco, 104 Conn. 585, 595, 134 A. 73. The question is raised as to the propriety of using the decision of an arbitration panel as a prior adjudication for the purposes of res judicata. Despite frequent statements which indicate acceptance of the proposition that the doctrine of res judicata
No satisfactory reason can be assigned why an award, which the parties have expressly stipulated should be final as to the subject submitted, should not be as conclusive as a court-rendered judgment. 2 Freeman, Judgments (5th Ed.) § 636. The more recent cases also indicate that a decision of an administrative board, acting in a duly authorized judicial capacity, is a prior decision within the rule of res judicata. United States v. Utah Construction & Mining Co., 384 U.S. 394, 421, 86 S. Ct. 1545, 16 L. Ed. 2d 642; Tidewater Oil Co. v. Jackson, 320 F.2d 157, 161 (10th Cir.). The cases also apply the doctrine to the award of an arbitration panel in bar of subsequent litigation on the same claim. James L. Saphier Agency, Inc. v. Green, 293 F.2d 769 (2d Cir.); International Union v. Weatherhead Co., 203 F. Supp. 612, 619 (N.D. Ohio); Livingston v. Shreveport-Texas League Baseball Corporation, 128 F. Supp. 191, 202 (W.D. La.), aff‘d, 228 F.2d 623 (5th Cir.); Glens Falls Ins. Co. v. Garner, 229 Ala. 39, 155 So. 533; General Exchange Ins. Corporation v. Harmon, 288 Ky. 624, 157 S.W.2d 126; Matter of Publishers Assn. (New York Stereotypers), 15 Misc. 2d 931, 181 N.Y.S.2d 527; Feinstein v. Carl-Dress Corporation, 156 N.Y.S.2d 636; Inglis v. Trickey, 172 Okla. 114, 45 P.2d 135; Rueda v. Union Pacific R. Co., 180 Ore. 133, 175 P.2d 778; Ferguson v. Ferguson, 127 S.W.2d 1018, 1021 (Tex. Civ. App.). “The award . . . valid on its face . . . has the force of a judgment, and therefore becomes res judicata as to all matters embraced in the submission . . . between the parties.” Campbell v. Campbell, 45 App. D.C. 142, 154A, cert. denied, 242 U.S. 642, 37 S. Ct. 114, 61 L. Ed. 542. “An arbitration award is accorded the benefits of the doctrine of res judicata in much the same manner as the judgment of a court.” 6 C.J.S., Arbitration and Award, § 97.
The plaintiff also urges that the doctrine of res judicata is inapplicable in the case before us because there was no identity of issues or parties before the board of arbitration and the hearing tribunal of the commission. The plaintiff Barbara Corey was a grievant before the board of arbitration and the complainant and the plaintiff in the matter before the hearing tribunal of the Commission on Human Rights and Opportunities. Under the terms of the contract, she elected to have the union present her grievance to management.1 In such a situation the union acts in her behalf as her statutory agent. Vaca v. Sipes, 386 U.S. 171, 194, 87 S. Ct. 903, 17 L. Ed. 2d 842; Republic Steel Corporation v. Maddox, 379 U.S. 650, 655, 85 S. Ct. 614, 13 L. Ed. 2d 580. While the arbitration was conducted by the union, there can be no question that privity existed between her and the
The decision in Dewey v. Reynolds Metals Co., 429 F.2d 324 (6th Cir.), rehearing denied, affirmed per curiam by an equally divided court, 402 U.S. 932, 91 S. Ct. 2186, 29 L. Ed. 2d 267, is directly in point with the present case. Dewey alleged that he had been unlawfully discharged from his employment because of his religious beliefs. He filed a grievance under his collective bargaining agreement claiming violation of the antidiscrimination clause therein. The matter went to arbitration and the issues were decided against him. He also filed charges under title VII of the Civil Rights Act of 1964, 42 U.S.C. §§ 2000e et seq. He brought an action under the Civil Rights Act alleging that he had been unlawfully discharged because of his religious beliefs. Since the arbitrators had decided the issues against him the court held that this precluded a relitigation of the same claim on the ground of collateral estoppel. “The arbitrator had jurisdiction to determine the grievances. The arbitration involved an interpretation of the collective bargaining agreement with respect to Dewey‘s clams that he had
The plaintiff would have us ignore the Dewey rule and follow the fifth circuit‘s decision in Hutchings v. United States Industries, Inc., 428 F.2d 303 (5th Cir.). We note, however, that the collective bargaining agreement in the Hutchings case did not contain an antidiscrimination clause. This aside, the thrust of the Hutchings case is that discrimination in employment is a public wrong and that the individual plaintiff sues to vindicate a public right. We too believe and affirm that job discrimination is a public wrong, but we believe that the violation of the public right is remedied and the public interest is served by affording the plaintiff the opportunity to have the question determined by a fair and impartial tribunal which can grant an adequate remedy. It is not in the public interest, however, to condone a procedure which would permit a plaintiff to litigate the same question over and over again, encumbering the mechanisms our society has established to resolve disputes and subjecting the defendant to incessant harassment. Litigation must end at some point. The rules of res judicata are designed to accomplish this important public policy. See “Developments in the Law—Employment Discrimina-
The plaintiff also assigns error in the court‘s conclusion that the hearing tribunal‘s findings are not supported by the evidence before it. “The findings of the hearing tribunal as to the facts, if supported by substantial and competent evidence, shall be conclusive.”
A careful analysis of the evidence before the hearing tribunal, previously recited in this opinion, serves to confirm the conclusion of the trial court that the findings of the tribunal were not supported by substantial and competent evidence. The fundamental error of the plaintiff and the hearing tribunal is that they equate religious discrimination with failure to accommodate. These two concepts are entirely different. The employer ought not to be forced to accommodate each of the varying beliefs and practices of his employees. Dewey v. Reynolds Metals Co., 429 F.2d 324, 335 (6th Cir.), affirmed by
The remaining assignments of error do not require discussion.
There is no error.
In this opinion HOUSE, C. J., SHAPIRO and FITZGERALD, JS., concurred.
LOISELLE, J. (concurring). I agree with the second ground of decision—that there is not sufficient evidence to support the conclusion of the Commission on Human Rights and Opportunities—and believe the disposition of this case should be made solely on that ground.
Preliminarily, I must question whether the majority opinion‘s authority for holding that parties are bound by the decision of an official administrative agency of the government is authority for holding them bound in all respects by an arbitrator‘s award, in view of the dictum of Waterbury Savings Bank v. Danaher, 128 Conn. 78, 92, 20 A.2d 455, and the very limited scope of judicial review to which awards are subject;
The legislative mandate which vests the Commission on Human Rights and Opportunities with the power to use the authority of law and the resources of government to eliminate invidious discrimination in employment is more compelling than the considerations in favor of foreclosing the action of the commission on the theory of collateral estoppel. Under these circumstances, the doctrine of estoppel should not be applied. I do not believe, moreover, that there is an identity of issues.
There is no dispute that there must be an identity of issues actually litigated before the arbitrators and the commission before the doctrine of collateral estoppel can be applied. For the commission to have determined the same question as the arbitration panel, discrimination would have to mean the same thing to both bodies. The majority implicitly finds such concurrence of standard without comparing the
The award cites the sources which the arbitrators considered in reaching their decision, including federal standards, and omits any reference to the state statute, under which the commission ruled, either as extra-contractual rights of the employee or as a guide to interpreting the contract. Because the award does not purport to deal with the statutory rights of the employee, foreclosing the employee from asserting his statutory rights to the commission may deny him the right to be heard with respect to them by either the commission or the arbitrators. Where it does not appear with reasonable certainty, from a submission and award, that rights were submitted for determination, there should be no bar. Hopson v. Doolittle, 13 Conn. 236, 240.
General principles of arbitration make it indisputable that the arbitrators were concerned with the contract and not with the statute. An agreement for the submission of issues to arbitration constitutes “the charter of the entire arbitration proceedings and defines and limits the issues to be decided by the arbitrators.” Gores v. Rosenthal, 150 Conn. 554, 557, 192 A.2d 210. If, as in this case, the contract does not require the arbitrators to apply legal standards, “arbitrators are not required to decide according to law. . . . ‘[They] are not bound to follow strict rules of law, unless it be made a condition of the submission.‘” Chase Brass & Copper Co. v. Chase Brass & Copper Workers Union, 139 Conn. 591, 595-96, 96 A.2d 209; see United Steelworkers v. Enterprise Corporation, 363 U.S. 593, 597, 80 S. Ct. 1358, 4 L. Ed. 2d 1424.
Even if the language of the statute and contract were the same, their construction may be different because the rules for their interpretation differ dramatically. In construing contracts, arbitrators look, for example, to industrial harmony and the long-standing practices of the industry and the shops covered by the contract—the common law of the shop. United Steelworkers v. Warrior & Gulf Co., 363 U.S. 574, 582, 80 S. Ct. 1347, 4 L. Ed. 2d 1409; see Local 1078 v. Anaconda American Brass Co., 149 Conn. 687, 691-92, 183 A.2d 623 (Baldwin, C. J., concurring). In construing statutes, the courts look, for example, to expressed purposes and legislative history and accord great deference to the construction given the statute by the agency charged with its enforcement. Griggs v. Duke Power Co., 401 U.S. 424, 433, 91 S. Ct. 849, 28 L. Ed. 2d 158; Downer v. Liquor Control Commission, 134 Conn. 555, 561, 59 A.2d 290. When two bases for interpretation diverge, it is hard to conclude that conclusions which flow from them necessarily converge. Perhaps for
In statutes of equal dignity, the legislature has conferred the power to construe contracts on arbitrators;
If we are to say that an employee cannot pursue his statutory rights when the contract under which he works covers the same subject matter, we must face the fact that we are construing the statute as not applying to the vast number of union employees, like the complainant in this case, whose contracts require that grievance procedures be the exclusive employee remedy, and who may be bound to exhaust these remedies before turning elsewhere. See Glover v. St. Louis-San Francisco Ry. Co., 393 U.S. 324, 89 S. Ct. 548, 21 L. Ed. 2d 519; Vaca v. Sipes, 386 U.S. 171, 87 S. Ct. 903, 17 L. Ed. 2d 842; Republic Steel Corporation v. Maddox, 379 U.S. 650, 85 S. Ct. 614, 13 L. Ed. 2d 580. Even in the absence of such a requirement to exhaust contract remedies; see United States Bulk Carriers v. Arguelles, 400 U.S. 351, 91 S. Ct. 409, 27 L. Ed. 2d 456, Culpepper v. Reynolds Metals Co., 421 F.2d 888 (5th Cir.); it is only reasonable to infer that the legislature understood that the natural reaction of an employee faced with a grievance would be to complain to his union representative and that the legislature did not intend that such an act, perhaps made without advice of counsel and while unaware of alternatives, should eliminate the employee from the protection of the statute by estoppel.
The essential question is whether an arbitration proceeding should deprive the commission of the power conferred by statute to act on behalf of that public interest when it receives an individual‘s complaint. See Newman v. Avco Corporation-Aerospace Structures Division, 451 F.2d 743, 746 (6th Cir.). Although through dicta and in a different context, Chief Judge Lehman, I believe, has answered the question: “The Board is not solely a judicial body appointed to adjudicate impartially controversies between employers and employees. The Board is a public agency acting in the public interest; the instrument created by the Legislature to assure to