May v. Higbee Company

CourtCourt of Appeals for the Fifth Circuit
DecidedJune 22, 2004
Docket03-60759
StatusPublished

This text of May v. Higbee Company (May v. Higbee Company) 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
May v. Higbee Company, (5th Cir. 2004).

Opinion

United States Court of Appeals Fifth Circuit F I L E D REVISED June 22, 2004 June 8, 2004 IN THE UNITED STATES COURT OF APPEALS Charles R. Fulbruge III FOR THE FIFTH CIRCUIT Clerk

_____________________

No. 03-60759 _____________________

AMANDA S MAY

Plaintiff - Appellee

v.

HIGBEE COMPANY, doing business as Dillard’s; WILLIAM CARR

Defendants - Appellants

_________________________________________________________________

Appeal from the United States District Court for the Southern District of Mississippi _________________________________________________________________

Before KING, Chief Judge, and REAVLEY and EMILIO M. GARZA, Circuit Judges.

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. 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

2 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.

1 The actual form that May signed could not be located in her personnel file and was not submitted in support of the defendants’ motion. Nonetheless, May admitted in her deposition that she signed a document titled “Acknowledgment of Receipt of Rules for Arbitration,” and she did not offer any evidence suggesting that the form she signed differed from the examples of the Acknowledgment Form that appear in the record.

3 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 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

4 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

2 28 U.S.C. § 1292(b) provides, in pertinent part:

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