AMJAD MUNIM, MD, PA v. Azar

648 So. 2d 145, 1994 WL 457141
Procedural entryThis page is a short order in AMJAD MUNIM, MD, PA v. Azar. Read the opinion of the Court — 1994 Fla. App. LEXIS 8334
District Court of Appeal of Florida·Decided August 24, 1994·No. 92-3324, 93-1898·Published

Opinion

648 So.2d 145 (1994)

AMJAD MUNIM, M.D., P.A., Appellant/Cross-Appellee,
v.
George AZAR, M.D., Appellee/Cross-Appellant.
PULMONARY AND CRITICAL CARE ASSOCIATES OF FT. LAUDERDALE P.A., Appellant,
v.
George AZAR, M.D., Appellee.

Nos. 92-3324, 93-1898.

District Court of Appeal of Florida, Fourth District.

August 24, 1994.
Rehearing and Rehearing Denied February 2, 1995.

*147 Nancy W. Gregoire and Terrence Russell of Ruden, Barnett, McClosky, Smith, Schuster *148 & Russell, P.A., Fort Lauderdale, for appellant/cross-appellee and appellant.

Daniel S. Pearson, Tracy Nichols and Lucinda A. Hofmann of Holland & Knight, Miami, for appellee/cross-appellant and appellee.

Rehearing and Rehearing En Banc Denied February 2, 1995.

PARIENTE, Judge.

These related appeals, which we have sua sponte consolidated, arise from the breakup of a professional employment relationship between the employee, George Azar, M.D. (Dr. Azar), and his employer, Amjad Munim, M.D., P.A. (Munim, P.A.). Because the trial court's findings that Munim, P.A. breached the contract and the trial court's damage calculations are supported by substantial competent evidence, we affirm the judgment in favor of Dr. Azar for $288,455.67. On the cross-appeal, we agree with Dr. Azar that damages for the third year of his contract should have been included in the final judgment because the trial court found that Munim, P.A. breached the contract by wrongfully terminating Dr. Azar.

The second aspect of this appeal involves post-judgment proceedings by Dr. Azar to collect on his judgment. We affirm the trial court's summary judgment order holding that Pulmonary and Critical Care Associates of Ft. Lauderdale, P.A. (Pulmonary Associates), formed by Dr. Munim twelve days after the entry of the breach of contract judgment, was liable for the judgment.

BACKGROUND OF INITIAL LAWSUIT

This saga began in 1988 with the hiring of Dr. Azar by Munim, P.A. under a three-year contract. Dr. Munim was the sole shareholder of Munim, P.A. Sixteen days before the end of the second year, Dr. Munim terminated Dr. Azar. While the parties agree that they entered into an employment contract and that subsequently their business and personal relationship deteriorated, their explanations of the events surrounding the decline differ considerably. Dr. Munim contended that the termination was justified by Dr. Azar's behavior which he characterized as argumentative, undiplomatic and less than satisfactory from a medical standpoint; Dr. Azar countered that his termination was a consequence of Dr. Munim's greed and his overbearing and unsupportive behavior. After termination by Munim, P.A., Dr. Azar began his own medical practice. Munim, P.A. instituted a lawsuit for breach of a restrictive covenant in the employment contract. Dr. Azar counterclaimed seeking damages for breach of the employment relationship.

STANDARD OF REVIEW

During a one-day temporary injunction hearing and a three-day non-jury trial, the trial court observed the demeanor of both physicians, heard all of the evidence and weighed the credibility of the various witnesses. It found that "the facts overwhelmingly show that Munim, P.A. breached the contract" when Dr. Munim fired Dr. Azar just sixteen days before Dr. Azar would have been entitled to a sizeable second year bonus. The trial court found that the termination resulted from Dr. Munim's "consistent pattern of greed" culminating in his unwillingness to pay Dr. Azar the substantial bonus that was to become due at the end of the second year. It rejected Dr. Munim's explanation that Dr. Azar's termination was a result of "shoddy care, poor bedside manner and antagonistic attitude."

The standard of review we must utilize is whether there is substantial, competent evidence to support the verdict. Antonelli v. Neumann, 537 So.2d 1027 (Fla. 3d DCA 1988). In Punkar v. King Plastic Corp., 290 So.2d 505, 507 (Fla. 2d DCA), cert. denied, 297 So.2d 30 (Fla. 1974), the court articulated the standard of review in an employment relationship:

[W]hether an employee has breached the terms of his employment contract in such a substantial degree as to justify his discharge is generally a question of fact to be decided by the jury if the pertinent evidence on this issue could lead the minds of reasonable men to conflicting conclusions.

In a non-jury trial, the trial court's function is to evaluate the witnesses and weigh the testimony and other evidence to arrive at findings of fact. Puritz v. Rosen, 442 So.2d 278, 280 (Fla. 4th DCA 1983). When reviewing the facts, the appellate court must disregard *149 conflicting evidence and accept the facts in evidence which are most favorable to the party who prevailed below. Blue Lakes Apts. Ltd. v. George Gowing, Inc., 464 So.2d 705, 708 (Fla. 4th DCA 1985); Anastasio v. Summersett, 217 So.2d 854 (Fla. 4th DCA 1969).

WRONGFUL TERMINATION

The basic issues for the trial court to decide were whether Dr. Munim violated the terms of the contract when he terminated Dr. Azar and if wrongfully terminated, what amount was owed to Dr. Azar under the contract. Dr. Munim argues that the trial court erroneously construed the contract which he claims gave him sole and absolute discretion to terminate Dr. Azar if his services were not performed to Dr. Munim's satisfaction. The contract, however, by its terms, limits the employer to exercising "reasonable" discretion in terminating an employee for specified violations. To be terminated for violations of rules, policies or directives, the employee would have to be "advised prior to such failure." The trial court found that Dr. Munim's actions in firing Dr. Azar were not reasonable; the reasons advanced by Dr. Munim were pretextual; Dr. Azar violated no known office policy; and Dr. Munim acted purely out of economic and mercenary reasons. These findings are supported by substantial, competent evidence, including a reasonable reading of the employment contract and the specified grounds for termination.

CONTRACT AMBIGUITY CONCERNING BONUSES

Dr. Munim also argues on appeal that the trial court erroneously construed the contract concerning the method of bonus compensation and that this erroneous interpretation influenced the trial court in finding that Dr. Munim intentionally underpaid Dr. Azar during his employment and in erroneously calculating the amount of damages. The compensation provision regarding bonuses provided that the employee would receive a percentage of the "gross income of the Employer derived from medical services rendered with respect to the medical practice of the employer and actually received during the ... fiscal year... ." The clause clearly specifies that the gross income must actually be received during the bonus year. The ambiguity focused on whether the bonus included a percentage of all gross revenues from medical services received during the year regardless of when the services were performed.

The parties offered testimony and differing interpretations, which highlighted the ambiguity of this clause. Dr. Munim argued that the provision required the medical services be performed and payment be received in the same fiscal year. Dr. Azar argued that pursuant to accepted cash method principles of accounting, the clause should logically be interpreted to compensate him for a percentage of the gross income from medical services received during the fiscal year, excluding only gross income from nonmedical services. Under Dr. Munim's interpretation, if Dr.

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