Supreme Court Upholds Arbitration Agreements Barring Employee Class/Collective Actions

On May 21, 2018, in a 5-4 decision, the United States Supreme Court upheld employers’ use of class action and collective action waivers in arbitration agreements. The opinion in Epic Systems Corp. v. Lewis resolves a trio of cases before the Supreme Court in which employees brought suits against their employers alleging state and federal wage and hour violations. In each situation, the employees had signed arbitration agreements banning collective judicial and arbitral proceeding of any kind. Despite the provisions in their agreements that required them to resolve any employment-related disputes in individualized proceedings, they sought to litigate their claims in class or collective actions.

Writing for the majority, Justice Neil M. Gorsuch said the court’s conclusion was dictated by a federal law favoring arbitration and the court’s precedents. “In the Federal Arbitration Act, Congress has instructed federal courts to enforce arbitration agreements according to their terms—including terms providing for individualized proceedings.” The Court noted that if workers could band together to pursue their claims collectively when they had previously agreed to waive that right, “the virtues Congress originally saw in arbitration, its speed and simplicity and inexpensiveness, would be shorn away and arbitration would wind up looking like the litigation it was meant to displace.” The Court upheld the employment agreements that required the employees to submit their claims against their employers to binding arbitration, and to do so only one-by-one, and not as part of a class or collective action.

This is a significant victory for employers. By signing agreements containing these provisions, workers give up their right to band together and sue in court for back pay or damages and are instead forced to take their disputes to arbitrators individually. It is significantly more challenging for an employee to pursue his or her case alone rather than as part of a larger group of affected employees. Plaintiffs’ lawyers are reluctant to file individual complaints in which the judgments or settlements will be small and not worth their time, and many workers are hesitant to file their lawsuits as individuals, fearing their employers will ostracize or retaliate against them.

Employers can take advantage of this ruling by requiring all employees to sign written employment agreements that contain enforceable arbitration provisions and include a waiver of the right to proceed in class or collective judicial or arbitral proceedings. Careful drafting and preparation is required to ensure that the employment agreement will be enforced, and many factors must be considered and addressed in the agreement.

For more information about this topic, assistance reviewing your current arbitration agreement or preparing anew arbitration agreement in compliance with this recent ruling, please contact the attorneys at Saunders, Walsh & Beard.

City of Austin’s New Paid Sick Leave Ordinance May Apply to Collin County Employers

The City of Austin has become the first city in Texas to require private employers to provide paid sick leave to full time and part-time employees. By enacting a City Ordinance on February 16, 2018, Austin now requires most private sector employers to provide each worker up to 64 hours, or 8, eight-hour work days, of paid sick leave per year. Businesses with 15 or fewer employees benefit from a lower cap of 48 hours of paid sick leave per year. Sick leave is accrued at the rate of one hour for every 30 hours worked.

You may say, so what, that is Austin. My business is not located in Austin, so the Ordinance does not apply to me. However, the location of your business is not the sole determining factor in whether the Ordinance applies to your business. If you have any employees, full-time or part-time, who work in Austin more than 80 hours per calendar year, the Ordinance applies to you and each employee working in Austin more than 80 hours per year will be entitled to paid leave.

Other key provisions of the Ordinance include:

  • Existing sick leave or PTO policies may satisfy the Ordinance so long as they provide benefits that are as generous as those provided in the Ordinance;
  • Employers are required to post notice of the sick leave accrual program; and
  • Retaliation against employees exercising their rights under the Ordinance is prohibited. program.

Because of this recently enacted Ordinance, which will take effect on October 1, 2018, any company with employees working more than 80 hours per year in Austin should seek counsel to ensure their current sick and PTO policies and practices fully comply with the new requirements.

 

 

Warning to Restoration Contractors and Roofers: The Old Way of Doing Business is Over.

On August 3, 2017, the 2nd District Court of Appeals in Fort Worth granted class certification against Lon Smith Roofing (LSRC), a prominent North Texas Roofer, for violation of the Texas Public Insurance Adjusting Act. Given the direction the courts in North Texas have gone in the past few years, the ruling is not a surprise. It is a warning to restoration contractors in general, and roofers in particular, that the old way of doing business is over. Contractors that negotiate with, or even represent themselves as able and willing to negotiate with, insurance adjusters do so at their own peril. (read more)

By way of background, in September 2013, the Keys sued LSRC asking the court to declare their contract void and to order the return – to them – of all monies their insurance company paid to the roofer. It’s important to remember that this is not a lawsuit about whether the roof was properly or timely installed. The roof doesn’t leak, the color isn’t wrong, the roofer didn’t damage the driveway or flower beds, or fail to respond to warranty claims. This lawsuit, which is a continuation of a dispute that started in 2011, is about language that, until recently, was commonly found in roofing contracts throughout the state of Texas.  Language that I still routinely see in roofing contracts today.

The Keys asked the 236th District Court in Tarrant County to approve them to act as representative plaintiffs in a class action lawsuit against LSRC. On October 15, 2015, the district court judge signed an order granting the class certification. That order was immediately appealed. Last week, after almost two years, the appellate court issued its ruling upholding the class certification on the Keys’ claim for the “return” of all monies paid to the roofer as part of their declaratory judgment claim (violation of Public Insurance Adjuster’s Statute/Insurance Code 4102) and the DTPA claim that provides for the potential for treble damages for violation of Texas Insurance Code 541 (unfair methods of competition and unfair or deceptive acts or practices). Class certification was denied for the DTPA claim for unconscionability.

The appellate court’s decision can, and likely will, be appealed to the Texas Supreme Court, who can choose to review that ruling, or to leave it undisturbed. In the meanwhile, the ruling upholding class certification is a further step in the continuum of cases favoring consumers to the detriment of restoration contractors. In discussing the facts supporting its decision to uphold the class certification, the court cited to testimony from Mr. Keys that the roofer “never told him that he could or should get a public insurance adjuster involved in his roof-damage claim under his homeowners’ policy” and that the homeowner “understood that [Roofer] was contracting to discuss his insurance claim with his insurer and was also contracting to repair his roof.“

Some groups are claiming this as a victory for consumers. Whatever your perspective on this issue, what is clear is that lawsuits claiming violations of the Public Insurance Adjuster (PIA) law have just been given a big boost via class certification.

What does mean for those of you working in the restoration contracting community? First, what happened to this roofer could have happened to any number of other roofers using the same or similar language in their contracts. Or any roofer negotiating claims with insurance adjusters. The ability to initiate class action lawsuits will embolden plaintiff’s attorneys to pursue similar claims against restoration contractors and roofers since they’ll only have to prove the representative plaintiff’s claim rather than the claims of every plaintiff taking part in the class action suit (one plaintiff – multiple verdicts). The cost to defend against a lawsuit of this type, win or lose, is extremely expensive. Further, if you lose, you not only have to write a check to the property owner for anything paid to you by them or their insurance company, sometimes tripled depending on whether the violation is determined to be knowing or intentional, you’ll also have to pay their legal fees, which will almost certainly greatly exceed the cost of the roof, to potentially every owner you sold for the last ten years (the span of the Keys/LSRC class action certification).

What should you do? Make sure your contract doesn’t contain any of the language the courts have determined violates the PIA statute. Include language in your contracts that specifically puts the owner on notice that you are not offering to and will not provide any PIA services. Don’t hold yourself out as an insurance expert. Understand and be ready to educate owners about their rights and options for dealing with insurance adjusters (attorney, appraisal, public insurance adjuster), making referrals where appropriate to ethical attorneys, appraisers, and public insurance adjusters who can advocate for the homeowner without taking away your sale. Restrict your conversations with insurance adjusters to answering questions regarding your scope and price – don’t negotiate the claim with the insurance adjuster.

Karen, you say, you don’t know what it’s like out in the real world. But I do understand, including that the majority of “negotiations” are initiated by the insurance adjuster. However, this PIA law isn’t going away. Instead, it is being vigorously and strictly enforced in the courts and by TDI, and the ramifications to your business cannot be ignored.

Texas Super Lawyers 2017

J. Brantley Saunders, real estate litigation attorney in McKinney, TXMark A. Walsh, business litigation attorney in McKinney, TX

Congratulations to J. Brantley Saunders and Mark A. Walsh, founding partners of Saunders, Walsh & Beard, for being selected for inclusion in the 2017 Texas Super Lawyers.

Each year, Super Lawyers recognizes the top lawyers in Texas through its patented multiphase selection process involving peer nomination, independent research, and peer evaluation.

Brantley Saunders has been helping individuals and businesses solve legal issues for over 20 years. His experience in over 25 jury trials helps him to focus his clients on the important issues to attack. This deep experience allows him to “see the whole field,” address key issues early, and avoid litigation when possible. Quickly diagnosing the issues, then creating a plan for success in litigation or transactional work is his bread and butter. Real estate transactions, business entity formation, insurance, personal injury, and mediation are his primary areas of focus.

Mark A. Walsh is a business litigation attorney, he has litigated hundreds of construction and business disputes throughout the State of Texas since 1997. He has extensive experience and has counseled clients in all manner of construction and business disputes, commercial contract drafting and litigation, public procurement law, partner/shareholder dispute litigation, and governmental entity representation.

Saunders, Walsh & Beard is a multi-practice business law firm located in McKinney, Texas.  Our AV Preeminent-Rated attorneys handle a broad range of civil litigation, business/commercial planning, real estate, construction, insurance, and personal injury cases.

For more information, please contact www.saunderswalsh.com.

Saunders, Walsh & Beard Welcomes Abby Christmann

abby_saunders-walsh-beards

Saunders, Walsh & Beard is excited to announce our newest Associate, Abigail “Abby” Christmann.  Abby is a graduate of Saint Louis University School of Law in St. Louis Missouri.  Her practice areas include Civil Trial Law, Commercial Litigation, Business Organizations/ Formations, Construction Law, Insurance Defense Trial Litigation, Insurance Coverage, Wills, and Real Estate Transactions.  Abby is a member of the State Bar of Texas, State Bar of Missouri, Dallas Women Lawyers Association, Collin County Young Lawyer Association, and the Collin County Bar Association.  We are happy to have you on board, Abby!