Justia West Virginia Supreme Court of Appeals Opinion Summaries

The Supreme Court reversed the order of the circuit court calculating seniority for purposes of a reduction in force among school service personnel who were originally hired by a county board of education as an aide and then subsequently obtained certification as an early childhood classroom assistant teacher (ECCAT), holding that the circuit court's decision was contrary to law.On appeal, the Webster County Board of Education (Webster BOE) argued that, contrary to the conclusion of the circuit court, seniority for purposes of a reduction in the number of service personnel who are certified as ECCATs should be calculated solely based on the accumulated amount of ECCAT seniority possessed by the employees. Respondents, Webster BOE employees, argued that the circuit court correctly calculated their ECCAT seniority based upon their accumulated seniority as aides. The Supreme Court reversed, holding that the circuit court's decision that aide seniority that aide seniority is used to determine the rank of service personnel subject to a reduction in force in the ECCAT class title was contrary to law. View "Webster County Board of Education v. Davis" on Justia Law

The Supreme Court reversed the circuit court's judgment reversing and vacating an order of the Nitro Police Department Civil Service Commission concluding that Petitioner was improperly terminated from his employment as a City of Nitro Police Department police officer, holding that termination was appropriate.On appeal, Petitioner argued that the Commission's reinstatement order was based on substantial evidence and that the circuit court erred by substituting its judgment for that of the Commission. The Supreme Court agreed, holding (1) under the circumstances of this case, the Commission's findings were plausible and not clearly wrong; and (2) the circuit court impermissibly substituted judgment for that of the Commission. View "Jarrell vs. The City of Nitro, West Virginia" on Justia Law

The Supreme Court granted a writ of prohibition and reversed the order of the circuit court denying the motion filed by the Grant County Commission to dismiss Plaintiff's complaint, holding that the Commission was not a proper defendant to the statutory claims asserted by Plaintiff.In the underlying complaint, Plaintiff sought to recover damages resulting from the termination of her employment. The Commission filed a motion to dismiss, arguing that it was not a proper party because it was neither Plaintiff's employer nor was it a health care entity. The district court denied the motion to dismiss. The Supreme Court reversed, holding (1) the Commission was an improper defendant in this case, and therefore the circuit court committed clear legal error in denying the motion to dismiss; and (2) the circuit court erred by not affording the Commission immunity from Plaintiff's intentional tort claim. View "State ex rel. Grant County Commission v. Honorable Lynn A. Nelson" on Justia Law

The Supreme Court affirmed the judgment of the circuit court dismissing Plaintiff's complaint claiming failure to accommodate, gender discrimination, hostile work environment, and retaliation, holding that the circuit court did not err.In dismissing the complaint, the circuit court found that Plaintiff's claims were barred by the doctrine of res judicata because they could have been raised in an earlier lawsuit between the same parties. Plaintiff appealed, arguing (1) she was foreclosed from raising her claims during the earlier proceeding because the deadline for amendments to the pleadings had passed, and (2) the claims were different from those raised in the earlier lawsuit. The Supreme Court affirmed, holding that the circuit court properly found that res judicata was a bar to the litigation of Plaintiff's claims. View "Baker v. Chemours Co. FC, LLC" on Justia Law

The Supreme Court affirmed the decision of the circuit court reversing the decision of the Public Employees Grievance Board (PEGB) determining that Petitioners, employees of the Lincoln County Board of Education, did not qualify as Executive Secretaries under W. Va. 18A-4-8(i)(45), holding that the circuit court did not err.Petitioners filed grievances with the PEGB seeking reclassification from Secretary III to Executive Secretary. The PEGB found that Petitioners did not meet section 18A-4-8(i)(45)'s definition of Executive Secretary but that they were entitled to reclassification because they met the Board's definition of Executive Secretary. The circuit court affirmed the PEGB's determination that Petitioners did not qualify as Executive Secretaries under the Code but reversed the decision granting Petitioners' requested classification, concluding that the Board's definition of Executive Secretary contravened state law because it conflicted with section 18A-4-8(i)(45). The Supreme Court affirmed, holding that the Board's definition of the Executive Secretary title was unquestionably contrary to the law. View "Owens v. Lincoln County Board of Education" on Justia Law

The Supreme Court affirmed the judgment of the circuit court denying AC&S, Inc.'s motion to dismiss this complaint claiming unlawful employment discrimination and retaliation, holding that the circuit court did not err.After his employment with AC&S was terminated, Plaintiff brought this case, asserting claims for unlawful employment discrimination and retaliation. AC&S filed a motion to dismiss and to compel arbitration of Plaintiff's claims under the terms of the collective bargaining agreement (CBA) between the relevant union and AC&S. After a hearing, the circuit court denied the motion, finding that Plaintiff's individual employment discrimination claims fell outside the scope of the CBA. The Supreme Court affirmed, holding that the statutory and common law employment discrimination claims fell outside the substantive scope of the CBA. View "AC&S Inc., v. George" on Justia Law

The Supreme Court reversed the order of the circuit court granting summary judgment for Defendant and dismissing Plaintiff's age discrimination claim, holding that genuine issues of material fact remained as to whether Defendant was entitled to the benefit of a severance agreement and general release.Plaintiff, who worked for nineteen years as an area supervisor of One Stop convenience stores, lost his job after Defendant leased approximately forty-one of those stores. Plaintiff applied for a job with Defendant but was not hired. Plaintiff filed suit alleging age discrimination in violation of the West Virginia Human Rights Act. Defendant moved for summary judgment, arguing that Plaintiff had released any employment-related claims against Defendant when he executed a severance agreement and general release with his former employer and its corporate affiliates. The circuit court granted the motion. The Supreme Court reversed, holding that genuine issues of material fact existed as to the applicability of the release agreement to Plaintiff's claim against Defendant. View "Henzler v. Turnoutz, LLC" on Justia Law

The Supreme Court affirmed the order of the circuit court affirming the order of the Public Grievance Board denying as untimely the grievance brought by Melissa Wilfong challenging the alleged failure to the Board of Education of Randolph County to place her in a full-time administrative position, holding that Wilfong's grievance was untimely.Wilfong was employed as a half-time principal and half-time teacher at Valley Head Elementary School, which closed at the end of the 2016-2017 school year. In April 2017 the Board notified Wilfong that she had been approved for transfer to another position but informed her that she did not yet have an assignment for the following school year. In August 2017, Wilfong accepted a full-time teaching position. That same day, Wilfong filed her grievance complaining that the Board failed to place her in an administrative position. The Grievance Board denied the grievance as untimely. The circuit court affirmed. The Supreme Court affirmed, holding that because Wilfong filed her grievance outside the fifteen-day window provided by W. Va. Code 6C-2-4(a)(1), the grievance was not timely filed. View "Wilfong v. Randolph County Board of Education" on Justia Law

The Supreme Court reversed the rulings of the circuit court finding that the Workplace Freedom Act (the Act) infringes upon the rights to associate, as well as the liberty and property rights, of labor unions that are member organizations of the AFL-CIO (Labor Unions), holding that the Act does not violate constitutional rights at issue.In 2016, the Legislature enacted the Act, which prohibits collective bargaining agreements that require an employee to pay any dues, fees, assessments, or other similar charges as a condition of employment, or as a condition for the continuation of employment, when the employee has chosen not to join a union. On remand, the circuit court ruled that the Act unconstitutionally fringes on the rights of the Labor Unions, who represent both private and government workers in West Virginia. The Supreme Court reversed, holding that the Act does not violate the West Virginia Constitution's protections of association, property, and liberty rights. View "Morrisey v. West Virginia AFL-CIO" on Justia Law

The Supreme Court reversed the order of the circuit court reversing a decision of the West Virginia Public Employees Grievance Board that had dismissed, as untimely filed, a grievance filed by Respondent, holding that there was no basis in the record for the circuit court to find that the Board improperly dismissed Respondent's grievance as untimely filed.Respondent filed a grievance alleging that he should have been appointed for a position in the Highway Engineer classification with the West Virginia Division of Highways (DOH). The Board granted DOH's motion to dismiss the grievance as untimely filed. The circuit court reversed, finding that the grievance was timely filed under the discovery rule. The Supreme Court reversed, holding that the time period for filing an employment selection grievance under W. Va. Code 6C-2-4(a)(1) begins when the grievance is unequivocally notified of the selection decision by the employer, not when the grievance discovers facts about the person selected for the position. View "West Virginia Division of Highways v. Powell" on Justia Law