Assigning a disabled police officer to a “desk job” held to be a reasonable accommodation

Assigning a disabled police officer to a “desk job” held to be a reasonable accommodation
Keever v Middletown, 145 F.3d 809

According to the U.S. Circuit Court of Appeals, Sixth Circuit, providing a “desk job” as a reasonable accommodation to a disabled police officer satisfied Americans with Disabilities Act [ADA] accommodation requirements despite the fact that the officer preferred a different assignment.

Richard T. Keever, a Middletown, Ohio police officer, contended that the desk assignment was demeaning and involved reduced responsibility. He said that he should have either been given a different shift or assigned to a detective position. He sued, contending claiming that the City failed to accommodate his disability, unlawfully harassed him about his disability, and constructively discharged him from the force by forcing him to retire.

The court disagreed, finding no ADA violation. ADA, the court observed, does not require an employer to give an employee his or her “preferred accommodation.” Under ADA the employer can make any reasonable accommodation it determines to be fit and appropriate.

According to the Sixth Circuit, “in determining whether an accommodation is reasonable, the employer must consider (1) the particular job involved, its purpose, and its essential functions; (2) the employee’s limitations and how those limitations can be overcome; (3) the effectiveness an accommodation would have in enabling the individual to perform the job; and (4) the preference of the employee,” citing 29 CFR Section 1630.9(a).

Essentially the court concluded that Keever was not “otherwise qualified” for the position of patrol officer, that he was not constructively discharged, and that he failed to establish a prima facie case of hostile work environment discrimination.

This ruling, made under federal law, may prove relevant to making “light duty” assignments of personnel receiving disability benefits under Section 207-a or Section 207-c of New York’s General Municipal Law [GML].

As was noted in City of Cohoes v Local 2562, 94 NY2d 686, “light duty” is based on the non-working individual’s medical condition and physical capacity rather than upon any contractual requirement. “GML Section 207-a is properly understood as being independent of contractual provisions governing regular duty, by giving full pay to fully or partially disabled firefighters performing no work or only `light duty.’“

In the words of the Court of Appeals:

"Our conclusion that appellants must submit medical evidence contesting the City's physician's findings in order to trigger a hearing is also supported by the holdings, in other contexts, that due process does not require a hearing on a claimed invasion of a property or liberty interest in governmental employment, until the employee has raised a genuine dispute on operative facts (see, Codd v Velger, 429 US 624, 627; Matter of Economico v Village of Pelham, 50 NY2d 120, 128; Matter of Dolan v Whalen, 49 NY2d 991, 993). Thus, the Appellate Division properly rejected appellants' claim of entitlement to a due process hearing before being ordered to return to duty.”

The Cohoes decision, however, implies that light duty could be viewed as a “permissive subject” of collective bargaining under the Taylor Law and ultimately made subject to arbitration under the terms of the agreement.

State Comptroller’s report of the use of contacts for personal and other services by the NYS Department of Taxation and Finance

State Comptroller’s report of the use of contacts for personal and other services by the NYS Department of Taxation and Finance
Source: Office of the New York State Comptroller Thomas P. DiNapoli

During the three-year audit period, the Department of Taxation and Finance had 81 contracts for personal and miscellaneous services totaling about $563 million. More than 98 percent of this amount related to contracts for either information technology or banking services.

Auditors examined whether the department was adequately justifying the need to initially contract out for such services and periodically reassessing whether such contracts could be deferred, eliminated or reduced to save state funds.

The auditors found that the department was sometimes but not always performing these activities.

The full text of the audit report is posted on the Internet at: http://osc.state.ny.us/audits/allaudits/093010/09s38.pdf

US Department of Labor to conduct Family Medical Leave Act study

US Department of Labor to conduct Family Medical Leave Act study
Source: The FMLA Blog - http://federalfmla.typepad.com/fmla_blog/
Copyright © 2010. All rights reserved by Carl C. Bosland, Esq. Reproduced with permission. Mr. Bosland is the author of A Federal Sector Guide to the Family and Medical Leave Act & Related Litigation.

On July 21, 2010 Labor Secretary Hilda Solis announced that next year the U.S. Department of Labor will conduct a study of how families use Family Medical Leave Act [FMLA] leave, as well as "information on regulatory changes, among other things."

In the past, DOL studies have been a precursor to regulatory changes. While there is no mandatory format, past FMLA studies have been a combination of surveys of significant FMLA stakeholders combined with public solicitations of comments. Interested parties should take this as a "heads-up" to begin to think about and prepare to address what you like about the current regulatory regime, and what you would like to see changed.

The announcement also suggests that the DOL does not intend on making any regulatory changes before the upcoming mid-term elections this November, something of a surprise (at least to me).

Disciplinary actions held in absentia

Disciplinary actions held in absentia
Clarke v NYC Board of Education, App. Div., 251 A.D.2d 403

No one gave Fernando A. Clarke, a purchasing agent employed by the New York City Board of Education, permission to be absent from his job on February 14, 1994. To make matters worse, he never returned to work and didn’t bother to appear for a scheduled disciplinary hearing.

Clarke was served with charges of AWOL pursuant to Section 75 of the Civil Service Law. Although Clarke did not appear at the scheduled disciplinary hearing, the hearing officer found him guilty of the charges filed against him. The board adopted the findings and recommendations of the disciplinary hearing officer and terminated Clarke from his position.

The Appellate Division dismissed Clarke’s appeal challenging his termination. The court pointed out that Clarke (1) was aware of the time and place of the Section 75 hearing; (2) failed to attend the hearing; or (3) offer any proof on his own behalf.

The decision notes that the only evidence in the disciplinary hearing record was that Clarke had been continuously absent from his position without approval since February 14, 1994 and that he had not provided any satisfactory explanation for this absence. This, said the Appellate Division, was sufficient to provide the substantial evidence needed to support the board’s determination.

This decision demonstrates the fact that an appointing authority may proceed with a disciplinary hearing notwithstanding the fact that the accused employee fails to appear at the proceeding. However, before making a final determination in cases where the Section 75 disciplinary hearing was conducted in absentia, the appointing authority should make certain that:

1. The employee was served with the disciplinary charges and that he or she was advised of the time and place of the hearing;

2. A diligent effort was made to contact the individual on the day of the hearing to determine if there was a reasonable explanation for his or her failure to appear as scheduled before the hearing officer started the hearing;

3. A formal hearing was conducted and that the employer was required to introduce evidence proving its charges before the hearing officer;

4. A formal record of the hearing was made and a transcript provided to the appointing authority and, if requested, to the employee.

Finally, the employee must be advised of the appointing authority’s determination and his or her right of appeal.

Participating in an arbitration

Participating in an arbitration
Elmira Heights CSD v Ed. Support Staff Asso., App Div 250 A.D.2d 983, Motion for leave to appeal denied, 92 N.Y.2d 807

What should a party to an arbitration do if it believes that the controversy to be submitted to the arbitrator is not arbitrable? As the Elmira Heights decision points out, such an objection must be raised by applying for a stay of arbitration or it is waived.

The issue arose after the Elmira Heights Central School District, which was paying the entire cost of its health insurance plan for employees and retirees, negotiated a provision in the Taylor Agreement between the parties, Section 16.1, requiring employees to pay a “percentage of the annual premium for their health insurance coverage.” In contrast, health insurance for employees who retired was covered in another section of the same agreement, Section 16.14. Section 16.14 made no provision for health insurance contributions to be paid by individuals upon their retirement.

In January 1995 the school board adopted a resolution requiring all employees to pay 10 percent of the cost of their health insurance. The superintendent advised all retirees that they, too, would be required to pay 10 percent of the cost of their health insurance. The retirees filed a contract grievance complaining that the imposition of such a payment violated the terms and conditions of Section 16.14.

Ultimately the matter was submitted for arbitration. The arbitrator first found that the grievance was arbitrable. In the arbitration that followed, the arbitrator concluded that the district had violated the agreement when it unilaterally imposed a “co-pay for the health care plan for its retirees.” The district was directed to refund any contributions for premiums made by retirees.

Next the district filed an Article 75 action to vacate the award. Supreme Court granted the district’s petition, finding that the arbitrator “exceeded his authority,” and that the award was contrary to law. The Association appealed the decision. At the Appellate Division the district argued that the retirees were neither members of the negotiating unit nor employees as defined in the collective bargaining agreement and thus the arbitrator exceed his authority in ordering it to refund the retirees’ contributions.

The Appellate Division said that what the district was really arguing was that “the arbitrator did not have the power to decide the question at issue and, therefore, there was nothing to arbitrate.” The court ruled that such an argument cannot be raised in a motion to vacate the arbitration award; it must be raised in a motion to stay the arbitration in the first instance.

As to whether or not the arbitrator exceeded his authority, the decision notes that an arbitrator exceeds his or her power “only if he or she gave a completely irrational construction to the provision in dispute and, in effect, made a new contract for the parties.”

Here, said the court, the agreement provides for employee contributions for health insurance but is silent with respect to such contributions by retirees. The arbitrator considered the parties’ past practice and concluded that the district “inappropriately required its retirees to contribute to the cost of their health care ... a determination ... [the arbitrator] was well within his right to make.”

Pointing out that the fact that a different construction might have been given to Section 16.14 does not mean that the arbitrator rendered a completely irrational interpretation and thereby crafted a new contract for the parties, the Appellate Division denied the district’s application to vacate the award.

Use of polygraph tests in an administrative disciplinary hearing

Use of polygraph tests in an administrative disciplinary hearing
Ost v Town of Woodstock, Appellate Division, 251 A.D.2d 724, Motion for leave to appeal denied, 92 N.Y.2d 817

One of the issues raised in the Ost case was the admission of testimony concerning a polygraph [lie-detector] test during a Section 75 disciplinary hearing.

Shawn Ost, a Town of Woodstock police officer, was terminated from his position for allegedly using his police vehicle to “give a young civilian woman a ride to her home outside the geographical boundaries of the Town, without authorization and subjected her to unwanted sexual contact” [the August 1994 incident] and other charges and specifications concerning other alleged misconduct involving the same woman about a year later.

Ost argued that the disciplinary hearing “was tainted by the admission of testimony regarding a polygraph test” of the [young woman] involved in the incident. The Appellate Division said that such testimony may be considered in a Section 75 disciplinary hearing “if it is otherwise material and relevant, so long as there is ... as there was in this instance ... substantial evidence of the reliability of the machine and the qualifications of the operator.”

As to Ost’s complaint that “he was not offered an opportunity to take a similar test,” the court commented that although Ost indicated that he would be willing to submit to such an examination, he never asked for a test to be scheduled or take any steps to arrange for one on his own.

Another issue that was considered by the Appellate Division was the Town’s decision to dismiss Ost in the face of the hearing officer’s recommendation that he be reprimanded and suspended for 30 days without pay. It noted that initially the Supreme Court had rejected all of Ost’s arguments but one -- that the town had failed to set forth the rationale underlying its departure from the hearing officer’s findings and recommended penalty.

Subsequently the town explained its reasons for its decision -- it found that Ost had lied about his activities in August 1995, and “his testimony regarding the earlier incident was incredible as well.” The Appellate Division affirmed the town’s decision as to guilt and the penalty it imposed on Ost. It said that “reversal of the penalty would not be warranted for the Board explicitly found ... that [Ost’s] actions in August 1995, alone, necessitated his termination from the police force.”

Governor Paterson revokes his proclamations calling for extraordinary legislative sessions

Governor Paterson revokes his proclamations calling for extraordinary legislative sessions
Source: New York State Office of the Governor

On July 21, 2010, Governor David A. Paterson revoked his proclamations for the extraordinary sessions he issued on January 17, 2010 and June 26, 2010.

The Governor explained that “This revocation lays to rest spurious claims by both the Assembly and Senate that any prior extraordinary session convened by gubernatorial proclamation remains in progress."

Governor Paterson said that he stands "ready to convene a new extraordinary session of the Legislature pursuant to his authority under Article IV, Section 3 of the Constitution should he deem such an action necessary in the coming weeks.”

According to the Governor’s Office's statement, Article IV, Section 3 of the New York State Constitution gives the Governor broad and unambiguous legal authority "to convene the legislature, or the senate only, on extraordinary occasions."

This provision, said the Governor's Office, has been part of the New York State Constitution since it was first adopted on April 20, 1777.* “Since that time – more than 230 years and four constitutions later** – the provision remains virtually unchanged and imposes no requirement on the Governor to seek legislative permission before convening an extraordinary session.”

* Article XVIII of The Constitution of 1777, in pertinent part, provides that “[The Governor] shall have power to convene the assembly and senate on extraordinary occasions; to prorogue them [i.e., discontinue a session of a legislative body without dissolving it] from time to time, provided such prorogations shall not exceed sixty days in the space of any one year…."

In 1812, then Governor Daniel D. Tompkins [1807-1817; 1817-1825], pursuant to the authority set out in Article XVIII of the Constitution of 1777, "prorogued the legislature" -- the only recorded instance of a New York State governor exercising such power. The full text of the Constitution of 1777 is posted on the Internet at: http://www.nhinet.org/ccs/docs/ny-1777.htm

** New York State has had five constitutions, adopted in 1777, 1821, 1846, 1894, and 1938, respectively.

The full text of the Governor’s Office's statement is posted on the Internet at: http://www.ny.gov/governor/press/072110Session.html

Writ of mandamus unavailable to an individual seeking the removal of material from his or her personnel file where discretionary action involved

Writ of mandamus unavailable to an individual seeking the removal of material from his or her personnel file where discretionary action involved
Hazen v Board of Educ. of City School Dist. of City of New York, 2010 NY Slip Op 06142, Decided on July 20, 2010, Appellate Division, First Department

Is a letter to an individual concerning his or her work performance constructive criticism or pejorative reprimand? The courts have held that characterizing the letter as a "reprimand" constitutes discipline, entitling the individual to a Section 3020-a hearing or a contract disciplinary procedure. In contrast, if the letter simply contains "criticism of a teacher's performance," it may not rise to the level of formal disciplinary action and thus no disciplinary hearing would be required. This appears to be the rationale underlying the ruling of the Appellate Division in Hazen.

Wendy Hazen filed a petition pursuant to CPLR Article 78 seeking a court order directing the New York City Board of Education “to expunge certain [critical] letters from [her] personnel file. Supreme Court denied Hazen’s petition and the Appellate Division affirmed the lower court’s ruling.

The Appellate Division explained that Hazen sought to compel the removal of the letters to which she objected from her file, which was an action in the nature of mandamus.

However, said the court, placing the letters in her personnel file and deciding whether or not to remove then when Hazen demand their being expunged, are essentially discretionary actions. Mandamus* is not an available remedy in situations involving an administrator’s discretionary action. It is an “extraordinary remedy” limited in its application to vindicate an individual's clear legal entitlement to a course of action.

Further, said the court, Hazen was not entitled to a hearing in this matter as the relevant provision in the controlling collective bargaining agreement sets out the teacher's due process rights to review and challenge entries in her personnel file. The court then found that “there is no reason to conclude that [the school district] failed to follow the procedural requirements imposed by that contract or otherwise acted unlawfully.

In addition, the Appellate Division noted that the actions objected to by Hazen “were not disciplinary or penalty measures related to the filing or disposition of formal charges” and thus she was not entitled to a hearing pursuant to Education Law §3020-a.

* Latin for "We command." The writ of mandamus is an order from a superior body to an inferior body ordering the inferior body [or an individual] to perform, or refrain from performing, a particular act.

The decision is posted on the Internet at: http://www.courts.state.ny.us/reporter/3dseries/2010/2010_06142.htm

Divorced retiree may enroll his or her new spouse for dependent coverage in the retiree’s health insurance plan as provided by the CBA

Divorced retiree may enroll his or her new spouse for dependent coverage in the retiree’s health insurance plan as provided by the CBA
Giblin v Village of Johnson City, 2010 NY Slip Op 06133, Decided on July 15, 2010, Appellate Division, Third Department

When William Giblin retired from his position with the Village of Johnson City, he continued his individual and dependent health insurance for himself and his then-wife pursuant to the terms of the relevant collective bargaining agreement [CBA]. The controlling provisions in the CBA provided that "[a]ll present retirees … and all members who retire in the future shall continue to receive Blue Cross, Blue Shield Major Medical Insurance coverage for themselves and their dependents (or comparable coverage as may then be in effect)."

Giblin and his then-wife divorced some time later. As the dependent health insurance coverage for Giblin’s former wife automatically terminated upon divorce, Johnson City terminated Giblin’s “family health insurance plan, switching him to an individual coverage plan.”

Some time later Giblin remarried and he asked Johnson City to enroll his new spouse in the City’s health insurance plan as his dependent. Johnson City refused to do so and advised Giblin that he “no longer had family coverage and was not entitled to change his [individual coverage] plan to family coverage.”

Giblin sued, seeking a court order to annul the City’s determination and a declaration that it was required to provide dependent health insurance coverage to his new spouse. Supreme Court annulled the City’s denial of Giblin’s request and directed the City to extend health insurance benefits to Giblin new spouse as his dependent. The City appealed.

The Appellate Division commenced its consideration of the City’s appeal by noting that while Giblin is challenging an action by a municipality, the damages claimed flow from an alleged breach of contract. Accordingly, said the court, "the claim must be resolved through the application of traditional rules of contract law" rather than under CPLR Article 78.

The court then concluded that the City had “breached its contractual obligation” to provide health insurance benefits to Giblin new spouse. Pointing out that the CBA states that Giblin, as a retiree, "shall continue to receive" health insurance coverage for himself and his dependents…” the court observed that “Nothing in the agreement freezes benefits so as to limit coverage to people who are dependents of a retiree at the time of retirement.”

Rejecting the City’s argument that the word "continue" in the CBA supports its determination, the Appellate Division said that “when the whole sentence is read in context it says that insurance coverage will continue for retirees and their dependents, not that retirees will continue to receive the same type of coverage (family or individual).”

Further, the Appellate Division commented that the CBA did not “specifically prohibit retirees from changing their enrollment from individual to family coverage or vice versa.”

The court explained that although Giblin’s former wife was no longer eligible for coverage when they divorced, Giblin “did not request a change to individual coverage and, when he remarried, he merely desired to continue receiving family coverage as he had at the time of his retirement.”

Reading the plain language of the CBA, the Appellate Division decided that Giblin was entitled to a declaration that City must provide dependent health insurance coverage to Giblin new spouse.

The decision is posted on the Internet at:
http://www.courts.state.ny.us/reporter/3dseries/2010/2010_06133.htm

A government official performing a discretionary function is entitled to qualified immunity unless violative of an individual's statutory or constitutional rights
Cavanaugh v Doherty, Appellate Division, 243 A.D.2d 92

Erin Cavanaugh, an Assistant Public Relations Aide employed by the State Department of Correctional Services and Thomas Doherty, Appointment Secretary in the Executive Department, became involved in a political argument at a restaurant. Their oral exchanges culminated in Cavanaugh calling Doherty an “explicitve deleted.” Doherty allegedly responded that “he would 'have her job in the morning'“.

Forty-eight hours later Cavanaugh was unemployed.

Cavanaugh sued, claiming a breach of her employment contract; abusive discharge; violation of her civil rights and other wrongdoings by Doherty, James Flateau, her immediate supervisor and John Patterson, a Correctional Services’ deputy commissioner who allegedly ordered Flateau to fire Cavanaugh because of her retort during her off-duty argument with Doherty.

Although at this stage of the proceeding the appeal essentially concerned challenges by the parties to the Supreme Court’s allowing certain claims and defenses to survive and dismissing others, the Appellate Division addressed a number of significant issues in the course of reviewing the matter.

One is of particular importance, addressing the concept of a public official’s “qualified immunity.”

The court said that a government official performing a discretionary function is entitled to qualified immunity provided his or her conduct does not violate [an individual’s] clearly established statutory or constitutional rights of which a reasonable person would have know....”

Commenting that the official has the burden of demonstrating that his or her acts enjoy a qualified immunity, the Appellate Division said that although Flateau was acting within the ambit of his official duties, as he was instructed to terminate Cavanaugh, “none of the defendants has established that they had an objectively reasonable belief that their actions did not violate clearly established rights of [Cavanaugh], particularly as it appears that [Cavanaugh’s] termination was retributive in nature for the personal affront to Doherty ... and because each was aware of or should have been aware of [Cavanaugh’s] First Amendment rights.”

The court concluded that “the defendants have not established entitlement to qualified immunity,” and reinstated Cavanaugh’s civil rights violation claims.

In contrast, the Appellate Division said that while Cavanaugh’s allegations that her employment was intentionally terminated without justification and she suffered damages as a result was sufficient to allege a prima facie tort against Doherty and Patterson, this claim against Flateau should be dismissed because, said the court, “he was acting within the ambit of his official duties.”

The opinion also notes that pubic policy prohibits the maintenance of a suit against the State or, by extension, an official acting in his or her official capacity for prima facie tort.”

The Appellate Division pointed out that two of Cavanaugh’s claims were brought against the defendants in their “official capacity.” These consisted of an alleged breach of her employment contract and an alleged violation of Section 201-d of the Labor Law. The court said that the Supreme Court properly ruled that it did not have jurisdiction over these causes of action and that they should have been filed with the Court of Claims.

The doctrine of collateral estoppel bars relitigating a complaint based on the same issues as earlier litigated

The doctrine of collateral estoppel bars relitigating a complaint based on the same issues as earlier litigated
Parker v Blauvelt Volunteer Fire Company, App. Div., 251 A.D.2d 389 [Affirmed on basis of collateral estoppel, 93 N.Y.2d 343]

It is a basic principle of law that an individual may not relitigate a claim that he or she had early presented to, and had been considered and decided by, the courts.

Kimball Parker was dismissed from his position as a volunteer firefighter with Blauvelt for insubordination following a disciplinary hearing conducted by the Orangetown Town Board.

Parker challenged his dismissal pursuant to Article 78 of the Civil Practice Law and Rules, seeking an order directing his reinstatement and monetary damages. As part of his Article 78 action Parker complained that his 42 USC 1983 civil rights had been violated.

His 42 USC 1983 civil rights action was dismissed without prejudice by a Supreme Court justice while his Article 78 appeal from his termination was transferred to the Appellate Division. The Appellate Division considered and rejected Parker’s Article 78 petition, confirming his dismissal from the fire company by the town board. [Parker v Blauvelt Volunteer Fire Company, 222 AD2d 437].

Parker then commenced a civil rights action, essentially raising the same issues previously considered in his Article 78 action. Blauvelt moved for summary judgment and the Appellate Division agreed on the grounds that the issues and facts raised by Parker were the same in both actions.

The court noted that Parker had a “full and fair opportunity to challenge and defend against them” and therefore, even if the remedy sought under 42 USC 1983 was different from those he had sought in his Article 78 action, further consideration of his 42 USC 1983 claims were barred by the doctrine of res judicata [a matter judicially acted upon] and collateral estoppel [there was a conclusive judgment in another action].

Having obtain the relief sought on the basis of one of several arguments further appeal is precluded as the individual is no longer an aggrieved party

Having obtain the relief sought on the basis of one of several arguments further appeal is precluded as the individual is no longer an aggrieved party
Hoover v DiNapoli, 2010 NY Slip Op 06127, Decided on July 15, 2010, Appellate Division, Third Department

David A. Hoover worked part time as a labor relations specialist for Erie 1 BOCES from February 1, 1988 through October 31, 1995 and obtained member service credit in the New York State and Local Employees' Retirement System in connection with that employment.

In April 2008, the State Comptroller announced new regulations for the Retirement System specifically defining how local governments and school districts should classify professional service providers as employees or independent contractors.

Hoover was told that under the new regulations, his member service credit for his work at BOCES between 1988 and 1995 was revoked as he had served with the BOCES as an independent contractor rather than an employee. Hoover filed an Article 78 petition seeking restoration of his member service credit contending that:

1. Rescinding such credit constituted “an improper retroactive application of the new regulations in violation of the NY Constitution;”

2. A violation of his due process rights; and

3. The Comptroller’s decision to invalidate his member service credit was arbitrary and capricious.

Supreme Court dismissed Hoover's state constitutional claims for failure to exhaust his administrative remedies, but, nevertheless issued a decision on the merits granting his petition on the basis of his due process claim. The court order provided that "the determination to revoke [Hoover's] service credit with Erie 1 BOCES for the years prior to 1995 is vacated and annulled."

Despite having prevailed in that he had obtained the remedy that he had sought, Hoover appealed the Supreme Court's judgment.

The Appellate Division dismissed his appeal, noted that having "obtained the full relief sought … annulment of the Comptroller's determination and reinstatement of his service credit," Hoover is no longer an aggrieved party. The fact that he had asserted multiple grounds upon which he contended that the relief he demanded could be granted, his having prevailed on the basis of one of the theories he advanced rendered consideration of his other arguments moot.

The decision is posted on the Internet at:
http://www.courts.state.ny.us/reporter/3dseries/2010/2010_06127.htm

Appeals to the Commissioner must be filed within 30 days of the act or omission for which redress is sought absent the Commissioner excusing the delay

Appeals to the Commissioner must be filed within 30 days of the act or omission for which redress is sought absent the Commissioner excusing the delay
Appeal of Michael P. Thomas seeking the removal of High School Superintendent Francesca Pena, Decisions of the Commissioner of Education, Decision No. 16,090

On September 4, 2008, Michael P. Thomas a certified, tenured mathematics teacher in the New York City school district, asked Superintendent Francesca Pena to file charges against Principal David J. Jimenez for certain actions, including alleged retaliatory actions against Thomas for reporting the misuse of Title I funds and scoring irregularities on a Regents examination.

On or about November 20 2008, Pena advised Thomas that she had referred the matter to the Special Commissioner of Investigation for the New York City School District. In May 2009, Thomas wrote Pena requesting the results of the investigation, Pena did not respond to Thomas.

Thomas appealed to the Commissioner of Education seeking the removal of Pena for “neglect of duty,” contending that she had failed “to take all necessary steps to ensure the integrity of community district operations.” He also asked the Commissioner to remove other administrators “for allegedly falsifying the results of a Regents examination, retaliating against [him] for reporting such alleged scoring irregularities and the misuse of Title I funds.”

The Commissioner dismissed Thomas’ appeal as untimely.

The Commissioner said that Thomas asked that Pena investigate his allegations in 2008. After Pena informed him that she referred matter to SCI in November 2008, Thomas asked Pena for the results of the investigation in May 2009 and asked her to respond within 10 business days. Thomas argued on May 28, 2009, which he contended was the 10th business day after Pena had received his letter, the 30-day period available to him to commence his appeal began to run.

The Commissioner disagreed with Thomas’ argument. He said that Pena responded to Thomas in November 2008 “with respect to the actions complained of in this appeal.” Accordingly, said the Commissioner, Thomas’ May 2009 letter, ”like a request for reconsideration, does not extend the time within which an appeal must be commenced.”

The Commissioner explained that “An appeal to the Commissioner must be commenced within 30 days from the making of the decision or the performance of the act complained of, unless any delay is excused by the Commissioner for good cause shown,” citing 8 NYCRR §275.16. As the affidavits of service reflect that the petition was served on the several respondent administrators in 2009 and the events complained of occurred more than 30 days prior to those dates, the Commissioner ruled that appeal filed by Thomas was untimely.

The Commissioner’s decision is posted on the Internet at: http://www.counsel.nysed.gov/Decisions/volume50/d16090.htm

Running for elected office could adversely affect individual’s continuation in his or her public employment

Running for elected office could adversely affect individual’s continuation in his or her public employment
Cusumano v Board of Commissioners, App. Div., 251 A.D.2d 404,

The Cusumano case shows that the decision of a public employee to run for public office may have an unexpected, and unintended, impact on his or her public employment.

In December the Franklin Square and Munson Fire Department held an election for members of its Board of Commissioners. Both Louis R. Cusumano and Theodore Braun submitted valid nominating petitions to run for a vacancy on the board and their names were placed on the ballot.

On the day of the election, Braun, a New York City police officer, asked the board to remove his name from the ballot. He said that he had learned that Section 1129 of the New York City Charter prohibited city police officers that accepted a nomination for elective office from continuing their employment with the city. The board refused to remove Braun’s name from the ballot. To further complicate matters, Braun was elected to the vacancy.

Cusumano sued, seeking an order directing that the election result be set aside, claiming that the board had “improperly failed” to honor Braun’s attempt to decline his nomination. Although a State Supreme Court justice granted Cusumano’s petition, the Appellate Division reversed that ruling.

The Appellate Division pointed out that while Section 176(7) of the Town Law allows a fire district resident to file a nominating petition, there is no provision in the Town Law authorizing the removal of a candidate’s name from the ballot once he or she has filed a lawful petition.

In addition, the court commented that as “Braun was properly nominated ... the fact that he subsequently learned that he could not continue his employment as a New York City police officer if he accepted the nomination did not disqualify him from running for office.”

Accordingly, the Court concluded that the relief Cusumano requested was not warranted because the board’s refusal to remove Braun’s name from the ballot “cannot be considered a failure to perform a duty enjoined upon it by law....”

The decision is silent as to the impact of Braun’s nomination for, and election to, the board on his employment as a New York City police officer.

Educator's ignoring repeated warnings not to engage in physical contact with students held justified termination

Educator's ignoring repeated warnings not to engage in physical contact with students held justified termination
Forte v Mills, Appellate Division, 250 A.D.2d 882

According to his supervisors at the Manhasset Union Free School District, physical educator teachers Garry Forte had a habit of poking female students in the back and occasionally “snapped their bra straps” during physical education class. After he failed to heed repeated warnings against engaging in physical contact with his students, he was served with disciplinary charges pursuant to Section 3020-a.

A Section 3020-a disciplinary hearing panel found Forte guilty of conduct unbecoming a teacher and insubordination. The panel recommended that Forte be dismissed from his position. The Commissioner of Education sustained the hearing panel’s determination and the penalty imposed.

Forte appealed the Commissioner’s determination. The Appellate Division rejected his appeal, finding that the determination (1) was neither arbitrary nor capricious; (2) was not affected by an error of law; and (3) had a rationale basis.

The decision points out that Forte admitted that he had been orally cautioned against touching students and that he continued to do so “as part of his motivational and instructional technique.” Based on the testimony of witnesses and Forte’s admission, the court said that it found no basis to overturn the Commissioner’s determination.

As to the penalty imposed, dismissal, the Appellate Division said that “dismissal is appropriate where a teacher, having been repeatedly warned against physical contact with students, fails to avoid such contact which, regardless of its purpose, may be interpreted by those students as sexually suggestive or harassing.”

In addition, the court pointed out that with Forte’s “wholly disregarding the progressive discipline imposed in the past,” the penalty imposed was not so disproportionate to the offense as to be shocking to one’s sense of fairness, citing Pell v Board of Education, 34 NY2d 222.