Amanda S. May v. Higbee Company, Doing Business as Dillard's William Carr

372 F.3d 757, 21 I.E.R. Cas. (BNA) 587, 2004 U.S. App. LEXIS 11215, 94 Fair Empl. Prac. Cas. (BNA) 44, 2004 WL 1244060
CourtCourt of Appeals for the Fifth Circuit
DecidedJune 8, 2004
Docket03-60759
StatusPublished
Cited by24 cases

This text of 372 F.3d 757 (Amanda S. May v. Higbee Company, Doing Business as Dillard's William Carr) is published on Counsel Stack Legal Research, covering Court of Appeals for the Fifth Circuit primary law. Counsel Stack provides free access to over 12 million legal documents including statutes, case law, regulations, and constitutions.

Bluebook
Amanda S. May v. Higbee Company, Doing Business as Dillard's William Carr, 372 F.3d 757, 21 I.E.R. Cas. (BNA) 587, 2004 U.S. App. LEXIS 11215, 94 Fair Empl. Prac. Cas. (BNA) 44, 2004 WL 1244060 (5th Cir. 2004).

Opinion

KING, Chief Judge:

Plaintiff Amanda May sued her employer Higbee Co. (d/b/a Dillard’s) and a supervisor for employment discrimination under Title VII. The defendants moved to compel arbitration and to stay the judicial proceedings. The district court denied the motion, ruling that May had not assented to her employer’s arbitration program. Concluding that the district court should have ordered arbitration pursuant to the parties’ binding agreement, we reverse.

I. FACTUAL AND PROCEDURAL BACKGROUND

May began working at a Dillard’s department store in June 1990, and she later rose to become the sales manager of the store’s men’s department. May alleges that she was qualified to be promoted to higher managerial positions but was repeatedly passed over in favor of male employees. The particular employment action that precipitated this lawsuit occurred in March 2002, when May was denied a promotion to the position of assistant store manager. According to May, her supervisor, William Carr, refused to promote May into higher-level management positions because she was a woman and a mother. *759 May filed suit in the district court in June 2002, claiming that Dillard’s and Carr had discriminated against her on the basis of her sex in violation of Title VII, 42 U.S.C. § 2000e et seq. (2000).

The defendants later filed a motion to compel arbitration and to stay the judicial proceedings. The motion was based on the fact that, in June 2001, the company had instituted a compulsory arbitration program for most employment-related disputes. May admits to receiving two documents relating to the arbitration program. One document, titled “Rules of Arbitration” (the “Rules”), states that both the company and the employee “agree that the procedures provided in these Rules will be the sole method used to resolve any covered dispute arising between them.” The Rules go on to list employment discrimination claims as among the covered disputes. Although the Rules state that they apply to disputes that arise between employees and “the Company,” the last page of the document defines “the Company” broadly, so that the term includes the corporate entity and its managers and employees, such as Carr.

The second document that May received was a one-page form titled “Acknowledgment of Receipt of Rules for Arbitration” (the “Acknowledgment Form”). The Acknowledgment Form included the following language in readily legible type:

Effective immediately, all employees ... shall be subject to the RULES OF ARBITRATION (the “Rules”) described below. Employees are deemed to have agreed to the provisions of the Rules by virtue of accepting employment with the Company and/or continuing employment therewith.

Below this paragraph, and immediately above the signature line, was text stating that “I acknowledge receipt of the agreement to arbitrate certain claims and rules of arbitration.” May admits that she signed such an Acknowledgment Form. 1 As a supervisory employee, May was also involved in distributing the documents to lower-level employees and in obtaining their signatures.

May filed a response to the defendants’ motion, in which she claimed, inter alia, that she had not actually agreed to arbitrate but had instead only acknowledged that she had received certain documents. Her response further stated that Carr had told her that arbitration would be optional for employees like her and had also told her that the Acknowledgment Form only indicated that she had received the Rules, nothing more.

The district court denied the defendants’ motion in a written opinion and order dated August 26, 2003. The court agreed with May that there was no binding agreement to arbitrate because May never assented to be bound by the company’s arbitration procedures. While noting that parol evidence is generally inadmissible to vary the terms of a written contract, the district court concluded that parol evidence was allowable in this case because the acknowledgment form was ambiguous. The form was ambiguous, in the district court’s view, because it was internally inconsistent: The title of the form and the text immediately above the signature line stated only that May acknowledged receiving the Rules, but the language in the body of the form (language that we quoted above) stated that May agreed to be bound *760 by the Rules. To resolve the ambiguity regarding what May had agreed to, the district court looked to May’s evidence about Carr’s contemporaneous statements. Since the defendants had not denied May’s account of Carr’s statements, the district court credited May’s evidence and concluded that May had not agreed to compulsory arbitration. The court further held that the defendants’ motion to compel arbitration should be denied because an ambiguous agreement should be construed against its drafter, here Dillard’s.

The defendants timely filed a notice of appeal and, on the same day, also filed a motion to certify the district court’s decision for interlocutory appeal under 28 U.S.C. § 1292(b). 2 The district court denied the motion to certify an interlocutory appeal. The defendants have argued that the motion to certify was unnecessary and was undertaken only out of caution, since (according to the defendants) they can pursue an interlocutory appeal as of right under 9 U.S.C. § 16(a)(1). 3 May has filed a motion to dismiss the appeal for want of appellate jurisdiction. 4

II. APPELLATE JURISDICTION

Perhaps the most hotly contested issue in this case is the threshold question of whether we have jurisdiction to entertain this appeal. The defendants do not contend that the district court’s decision to deny their arbitration motion is a decision that would ordinarily be appealable as a final order. The defendants do point out, however, that Congress has expressly authorized us to hear certain arbitration-related interlocutory appeals. The jurisdictional statute provides, in relevant part:

(a) An appeal may be taken from—

(1) an order—
(A) refusing a stay of any action under section 3 of this title, 5
(B) denying a petition under section 4 of this title to order arbitration to proceed, 6
*761 (3) a final decision with respect to an arbitration that is subject to this title.
(b) Except as otherwise provided in section 1292(b) of title 28, an appeal may not be taken from an interlocutory order—

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Bluebook (online)
372 F.3d 757, 21 I.E.R. Cas. (BNA) 587, 2004 U.S. App. LEXIS 11215, 94 Fair Empl. Prac. Cas. (BNA) 44, 2004 WL 1244060, Counsel Stack Legal Research, https://law.counselstack.com/opinion/amanda-s-may-v-higbee-company-doing-business-as-dillards-william-carr-ca5-2004.