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Arbitration Award Based Upon Collective Bargaining Agreement Does Not Have a Preclusive Effect Upon a Subsequent Employment Discrimination Action Based on the Same Facts

The Second Department noted that an arbitration award based upon the terms of a collective bargaining agreement does not bar a subsequent employment discrimination action under the doctrine of collateral estoppel.  Here the employee was terminated based upon excessive absences.  He subsequently  brought a discrimination action alleging the employee failed to accommodate his disability.  (The Second Department determined the “disability” alleged by the employee did not require accommodation):

An arbitrator’s award may be given preclusive effect in a subsequent judicial proceeding … . However, arbitration is an inappropriate forum for the disposition of an employment discrimination claim where “the arbitrator’s sole task is to effectuate the intent of the parties in connection with the collective-bargaining agreement, and not to consider a statutory claim of discrimination . . . The violation of these contractual and statutory rights by the same factual occurrence does not vitiate their separate nature” … . Thus, the arbitrator’s decision did not have preclusive effect on the plaintiff’s separate action based on unlawful discrimination in employment …, and the complaint is not barred by the doctrine of collateral estoppel. Caban v New York Methodist Hosp, 2014 NY Slip Op 05292, 2nd Dept 7-16-14

 

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