Justia Rhode Island Supreme Court Opinion Summaries

Dean Pepper, the owner and sole shareholder of D.F. Pepper Construction (DFP) was driving one of his trucks home in the early winter morning. An icy road caused the truck to slide into Pepper's house and crash through the foundation and west wall. The house was later condemned and demolished as a result of the damage. The house was insured by Nationwide Casualty Insurance Company. Nationwide paid the loss. As subrogee of Pepper, Nationwide then sued DFP, the registered owner of the truck, alleging vicarious liability for the negligence of its employee, Pepper. The superior court issued judgment in favor of Nationwide, finding that Pepper had been negligent and that the antisubrogation rule did not apply in this case. The Supreme Court affirmed, holding that the trial court did not err in its judgment. View "Nationwide Prop. & Cas. Ins. Co. v. D.F. Pepper Constr., Inc." on Justia Law

Plaintiff, who was employed as a school bus driver, broadcasted that the bus she was driving, which was full of elementary-school children, had been struck by gunfire and that panic had spread among the children. Displeased with the manner in which Plaintiff handled the situation, the Town of Johnson school department requested that Plaintiff no longer be assigned to transport Johnson students. Eventually, Plaintiff left her employment. Plaintiff subsequently filed suit for wrongful termination against members of the Johnson public schools (Defendants), alleging that Defendants wrongfully requested that Plaintiff be terminated from her employment. In response to the trial justice's remarks, Plaintiff moved to amend her complaint to include a claim of tortious interference, which the trial justice denied. Thereafter, the superior court granted summary judgment against Plaintiff. The Supreme Court vacated the judgment of the superior court, holding that the court abused its discretion in denying Plaintiff's motion to amend her complaint without specific findings. Remanded. View "Lomastro v. Iacovelli" on Justia Law

Under the terms of a collective-bargaining agreement, the City of Newport provided health insurance benefits to its retired firefighters. After the City decided to modify those benefits, Local 1080, International Association of Firefighters, ALF-CIO (Union) filed grievances and sought arbitration. The City responded by seeking relief in the superior court to determine the arbitrability of disputes over changes to these benefits. The superior court determined that this dispute was not arbitrable. The Union disagreed and petitioned the Supreme Court for a writ of certiorari. The Court affirmed the judgment of the superior court, holding that the parties did not intend to arbitrate disputes regarding retiree healthcare, and therefore, such disputes must be resolved, if at all, judicially rather than through arbitration. View "City of Newport v. Local 1080, Int'l Ass'n of Firefighters, AFL-CIO" on Justia Law

Plaintiffs brought suit against Defendant, the Cranston School Department, seeking grievance arbitration of adverse actions taken against them as to their respective coaching positions at Cranston West High School. Plaintiffs, both of whom were teachers at Cranston West, separately filed grievances against Defendant in accordance with the collective bargaining agreement (CBA) that was in place between the Cranston Teacher's Alliance and the school department. Defendant responded that the CBA did not apply to Plaintiffs in their capacity as coaches, and it refused to submit to arbitration. Plaintiffs filed suit, seeking a declaratory judgment that they were entitled to binding arbitration as guaranteed by the CBA. The superior court ruled in favor of Defendant, determining that Plaintiffs, in their capacity as coaches, were not entitled to avail themselves of the CBA's grievance procedures. The Supreme Court affirmed, holding (1) the trial justice was correct in determining that Plaintiffs' coaching positions were contractually distinct from their teaching positions and did not constitute professional employment; and (2) Plaintiffs in their coaching capacities had no right to pursue relief based on the rights bargained for by the alliance on behalf of its teacher-members and as contained in the CBA. View "Sacco v. Cranston Sch. Dep't" on Justia Law

Plaintiff Roderick McGarry appealed a final judgment in favor of Defendant Town of Cumberland School Department which granted defendant's motion for judgment as a matter of law. The trial justice concluded that plaintiff failed to present sufficient evidence that defendant had discriminated against him on the basis of his age. After a jury trial, the verdict was returned in plaintiff's favor. However, the trial justice granted defendant's motion for judgment as a matter of law. On appeal to the Supreme Court, plaintiff contended the trial justice's post-trial Rule 50 ruling was in error and argued that the jury verdict should be reinstated. Specifically, plaintiff contended that the trial justice erred by granting judgment as a matter of law because: (1) defendant failed to offer a nondiscriminatory reason for not hiring plaintiff; and (2) the trial justice erred in ruling that an adverse inference resulting from the spoliation of evidence, without additional extrinsic evidence, could not satisfy plaintiff's burden of proof (plaintiff contended that he did present such extrinsic evidence). Upon review, the Supreme Court partly affirmed the superior court, and partly reversed. The Court found the trial justice erred in granting defendant's motion for judgment as a matter of law, finding plaintiff presented sufficient evidence to make a prima facie case of discrimination. The Court agreed with the trial justice in granting defendant's motion for a new trial. The case was remanded to the superior court for further proceedings. View "McGarry v. Pielech" on Justia Law

Defendant Brown University appealed a Superior Court judgment in favor of Plaintiff Beverly Haviland in her action for declaratory relief. The issue arose over placement of Haviland in a tenured teaching position as a condition to the employment contract her husband, another tenured professor would receive. The husband would not accept a position with Brown unless the university made room for his plaintiff. Through a series of letters ad negotiations, plaintiff accepted Brown's offer of employment. When her contract was due for renewal, issues arose over promises made in those letters and negotiations that became the subject of this dispute. Brown contended that there was no justiciable issue in this case because plaintiff could not demonstrate an injury in fact, as she did not face any actual or imminent loss of employment. Brown also asserted that the trial justice erred in determining the existence of an implied-in-fact contract between the plaintiff and Brown because insufficient evidence was presented to establish an enforceable promise of de facto tenure. Further, Brown contended that no tenure-like standard of review applied to plaintiff because only the Brown Corporation was vested with the authority to grant tenure and none of the University administrators who communicated with plaintiff were vested with actual or apparent authority to provide the plaintiff with de facto tenure. Upon review, the Supreme Court rejected Brown's arguments and affirmed the Superior Court's judgment in this case. View "Haviland v. Simmons" on Justia Law

The Cumberland Teachers Association (union), appealed to the Supreme Court that confirmed an arbitrator's award in favor of the Cumberland School Committee (school committee). After protracted contract negotiations, the school committee and the union agreed on a three-year collective bargaining agreement (CBA) that would govern their relations for the 2006-2007, 2007-2008 and 2008-2009 academic years. "However, the parties soon discovered that they had left the negotiating table with two very different understandings of how a key component of their agreement would be implemented." An arbitrator was selected and the parties agreed that the issue to be decided by the arbitrator was whether “the Cumberland School Committee place[d] the aggrieved teachers at the correct salary level for the 2007-08 school year?” On appeal to the Supreme Court, the union argued that the arbitrator manifestly disregarded a contract provision when he found that there was no written agreement about how the new salary schedule would be implemented for the 2007-2008 year. Upon review, the Supreme Court concluded that the union did not demonstrate that the arbitrator manifestly disregarded the contract or that he was completely irrational in arriving at his decision and award. View "Cumberland Teachers Association v. Cumberland School Committee" on Justia Law

Plaintiff, an African-American male of Nigerian origin, was hired by Atlantek, Inc. Zebra Technologies later acquired Atlantek. Three years later, Plaintiff was laid off. Plaintiff signed a release document and submitted it to Zebra Atlantek without consulting with his attorney. According to another document received by Plaintiff, Plaintiff's receipt of separation benefits was contingent on the receipt by Zebra Atlantek of a signed copy of the release document wherein Plaintiff released any claims under the Rhode Island Fair Employment Practices Act (FEPA) or any state law prohibiting employment discrimination or harassment. Plaintiff later commenced an action against Defendants, Zebra Atlantek and several individuals, alleging that he had been discriminated against in violation of the FEPA and State Civil Rights Act. Defendants counterclaimed, alleging that Plaintiff's filing of the lawsuit constituted a material breach of the release document. The superior court granted summary judgment in favor of Defendants. The Supreme Court affirmed, holding that the hearing justice did not err in granting summary judgment in favor of Defendants, holding that FEPA did not render the release document void as it applied to Plaintiff's pending FEPA claims. View "Olamuyiwa v. Zebra Atlantek, Inc." on Justia Law

Plaintiff, Defendant's employee, was traveling as a passenger in a pickup truck owned and operated by Defendant when the truck collided with another vehicle, resulting in injuries to Plaintiff. Plaintiff sued Defendant and Defendant's Insurer, alleging negligence. The trial justice granted summary judgment in favor of Defendant, reasoning that because Plaintiff had collected workers' compensation benefits for injuries sustained while traveling with Defendant on work-related business, the exclusivity provision of the Workers' Compensation Act precluded double recovery. The Supreme Court affirmed, holding that Plaintiff relinquished his right to sue Defendant in tort after accepting workers' compensation benefits based on the exclusivity provision of the Act. View "LaFreniere v. Dutton" on Justia Law

Dennis Gallagher was diagnosed with malignant mesothelioma, an occupational disease, and ultimately succumbed to the disease. A trial judge of the workers' compensation court entered decrees holding USGEN New England, Inc. (USGEN) liable to pay benefits to Dennis and to his wife, Maureen Gallagher, as Dennis's last employer under R.I. Gen. Laws 28-34-8. The appellate division of the workers' compensation court vacated those decrees and entered final decrees assessing liability against National Grid USA/Narragansett Electric (National Grid), USGEN's predecessor as owner of the plant where Dennis had worked and been exposed to asbestos. Maureen and National Grid each petitioned for a writ of certiorari to review the appellate division's final decrees. The Supreme Court issued both writs and consolidated the cases. The Court then affirmed, holding that the appellate division did not err in vacating the trial judge's decrees and in entering final decrees assessing liability against National Grid instead. View "Gallagher v. Nat'l Grid USA/Narragansett Elec." on Justia Law