Monday, June 10, 2013

Supreme Court: Arbitrator’s Decision Holds “However Good, Bad or Ugly”

This morning, a unanimous United States Supreme Court affirmed the denial of a motion to vacate an arbitration ruling that physicians could proceed in a class action arbitration challenging allegedly low payments by an insurance company under a fee-for-service contact that contained an arbitration clause.  Oxford Health Plans v. Sutter, No. 12-135 (6-10-13).  While this case is not an employment case, the ruling under the Federal Arbitration Act would apply equally in the employment context.   

The arbitrator ruled that the fee-for-service arbitration clause authorized class action arbitration.  Following that ruling – and while the arbitration was still pending, the Supreme Court ruled in  Stolt-Nielsen S. A. v. AnimalFeeds Int’l Corp., 559 U. S. 662 (2010), “that an arbitrator may employ class procedures only if the parties have authorized them” in the arbitration agreement.  Asked to reconsider his ruling, the arbitrator re-affirmed that the contact authorized class action arbitrations.  Unlike the Stolt-Nielsen case where the parties had stipulated that the contract did not contemplate class arbitrations and the arbitrator there had simply imposed his view of sound public policy and exceeded his contractual authority to merely interpret the contract, the arbitrator in Sutter limited his opinion to his legal interpretation of the contract.  Even if the Sutter arbitrator committed serious errors of law or fact, that is not a basis to vacate an arbitration ruling under the FAA.   “Only if ‘the arbitrator act[s] outside the scope of his contractually delegated authority’—issuing an award that ‘simply reflect[s] [his] own notions of [economic] justice’ rather than ‘draw[ing] its essence from the con­tract’—may a court overturn his determination.  . . .  So the sole question for us is whether the arbitra­tor (even arguably) interpreted the parties’ contract, not whether he got its meaning right or wrong.”  In other words, "[t]he arbitrator’s construction holds, however good, bad, or ugly.”  Otherwise, if courts could review the legal correctness of every arbitration decision, arbitration would cease to be a more expedient alternative to regular civil litigation.

 The  Court also indicated that it would have faced  
   a different issue if Oxford had argued below that the availability of class arbitration is a so-called “question of arbitrability.” Those questions—which “include certain gateway matters, such as whether parties have a valid arbitration agreement at all or whether a concededly binding arbitration clause applies to a certain type of controversy”—are presumptively for courts to decide.  . . .  A court may therefore review an arbitrator’s determination of such a matter de novo absent “clear[] and unmistakabl[e]” evidence that the parties wanted an arbitrator to resolve the dispute.  . . .  Stolt-Nielsen made clear that this Court has not yet decided whether the availability of class arbitration is a question of arbitrability. . . . . But this case gives us no opportunity to do so because Oxford agreed that the arbitrator should determine whether its con­tract with Sutter authorized class procedures.

The insurance company moved to compel arbitration after the physician filed his complaint in state court.  The court enforced the arbitration clause.  All the contract provides is that an arbitrator will decide the dispute.  Therefore, the parties cannot return to court merely because they disagree with the arbitrator.

Under §10(a)(4), the question for a judge is not whether the arbitrator construed the parties’ contract correctly, but whether he construed it at all. Because he did, and therefore did not “exceed his powers,” we cannot give Oxford the relief it wants.  

NOTICE: This summary is designed merely to inform and alert you of recent legal developments. It does not constitute legal advice and does not apply to any particular situation because different facts could lead to different results. Information here can change or be amended without notice. Readers should not act upon this information without legal advice. If you have any questions about anything you have read, you should consult with or retain an employment attorney.