Northpointe LTC, LTD., Grace Care Center at Northpointe v. Debbie A. Durant

CourtCourt of Appeals of Texas
DecidedDecember 22, 2022
Docket01-22-00215-CV
StatusPublished

This text of Northpointe LTC, LTD., Grace Care Center at Northpointe v. Debbie A. Durant (Northpointe LTC, LTD., Grace Care Center at Northpointe v. Debbie A. Durant) is published on Counsel Stack Legal Research, covering Court of Appeals of Texas primary law. Counsel Stack provides free access to over 12 million legal documents including statutes, case law, regulations, and constitutions.

Bluebook
Northpointe LTC, LTD., Grace Care Center at Northpointe v. Debbie A. Durant, (Tex. Ct. App. 2022).

Opinion

Opinion issued December 22, 2022

In The

Court of Appeals For The

First District of Texas ———————————— NO. 01-22-00215-CV ——————————— NORTHPOINTE LTC, LTD. D/B/A GRACE CARE CENTER AT NORTHPOINTE, Appellant V. DEBBIE A. DURANT, Appellee

On Appeal from the 164th District Court Harris County, Texas Trial Court Case No. 2018-44284

MEMORANDUM OPINION

This is a wrongful termination and premises liability case arising from

Appellee’s alleged slip and fall at her workplace. In 2018, Appellee Debbie A.

Durant (“Durant”) sued her former employer, Appellant Northpointe LTC., Ltd.

d/b/a Grace Care Center at Northpointe (“Northpointe”), for negligence, gross negligence, wrongful termination, breach of employment contract, and tortious

interference with contract. Over three years later, Northpointe moved to compel

arbitration. Following a hearing, the trial court denied Northpointe’s motion. This

appeal ensued.1

In two issues, Northpointe argues the trial court abused its discretion in

denying its motion to compel arbitration because (1) there is a valid arbitration

agreement between Durant and Northpointe, and (2) Durant failed to satisfy her

burden to prove Northpointe waived its right to arbitration.

We reverse and remand.

Background

Durant worked as a certified nurse aide at Northpointe, a nursing home

facility. She alleges that in July 2016, while acting in the course and scope of her

employment, she slipped and fell in a hallway where the floor “had been

excessively waxed” by a member of Northpointe’s staff causing her significant

injuries. Durant alleges she sought medical treatment and was diagnosed with

“several herniated discs in her back and torn ligament in her knee.” According to

Durant, Northpointe terminated her employment because her injuries prevented her

from returning to work. She alleges she is “totally disabled” and receives Social

Security disability payments.

1 See TEX. CIV. PRAC. & REM. CODE § 171.098(a)(1) (“A party may appeal . . . an order . . . denying an application to compel arbitration . . .”).

2 Durant filed suit in July 2018 asserting several causes of action against

Northpointe. She alleged that Northpointe (1) negligently failed to inspect and

make its premises safe and failed to warn of the slippery floors, and was grossly

negligent, (2) tortiously interfered with her contract with her employee disability

insurance carrier by failing to complete a claim form, resulting in the insurer’s

denial of her claim for disability payments, and (3) breached its oral employment

agreement with her and retaliated against her by firing her while she was still under

her doctor’s care for her injuries.

Northpointe filed an answer in October 2018, generally denying Durant’s

allegations and asserting several affirmative defenses. Northpointe did not identify

or reference an arbitration agreement in its answer.

Over three years later, on January 27, 2022, Northpointe filed an Opposed

Motion to Compel Arbitration (“Motion to Compel”), asserting that as part of her

employment with Northpointe, Durant had entered into a “Mutual Agreement to

Arbitrate” (“Agreement”). The Agreement, which Northpointe attached as an

exhibit to its Motion to Compel, contained the following language:

Any matter covered under this Agreement or concerning the legality or interpretation of this Agreement shall be heard and decided under the provisions and authority of the Federal Arbitration Act, 9 U.S.C. § 1 as applicable. For purposes of this Agreement, an employment- related dispute includes, but is not limited to, all disputes, including statutory and common law claims, whether under state, federal or local law, including, but not limited to, theories arising from breach of implied or express contract, implied covenant of good faith and fair 3 dealing, constructive discharge, wrongful discharge, negligence, gross negligence, false imprisonment, fraudulent concealment, worker’s compensation, retaliation, intentional infliction of emotional distress, misrepresentation, personal injury, claims arising from work-related activities, unsafe workplace, unlawful discrimination, retaliation or harassment, sexual harassment, violations of Title VII of the Civil Rights Act of 1964, as amended, Age Discrimination in Employment Act (ADEA), Americans with Disabilities Act (ADA), Family and Medical Leave Act (FMLA), Fair Labor Standards Act, (FLSA), whistle blowing, wrongful termination in violation of public policy, and defamation. I acknowledge that any employment dispute directly or indirectly affecting my Company shall be subject to binding arbitration, including disputes against supervisors and managers that involve my employment.

Northpointe argued that (1) the Agreement was governed by the Federal

Arbitration Act (“FAA”), (2) the Agreement was enforceable based on principles

of contract law, and (3) Durant’s claims fell within the scope of the Agreement.

Three weeks after filing its Motion to Compel, on February 16, 2022,

Northpointe filed a “Submission of Its Business Records Declaration to Support Its

Motion to Compel Arbitration” (“Submission”) attaching the Agreement and a

business records declaration from its custodian of records, Harold Hadley

(“Hadley”), authenticating the Agreement. Hadley averred that the Agreement

attached to his declaration was “the original or [an] exact duplicate[] of the

original.” Northpointe asserted in its Submission that by filing Hadley’s

declaration, the Agreement was self-authenticated as a business record under Texas

Rule of Evidence 902.

4 Durant filed a response to the Motion to Compel. She did not argue that

Northpointe had waived its right to arbitration. Instead, Durant argued that

because Northpointe had failed to present the Agreement to Durant before moving

to compel arbitration, Durant was “naturally . . . very concerned relative to the

authenticity of the purported document.” Durant argued that she needed “to see

the original to determine if in fact her lawful signature [was] properly affixed

thereto” or if the Agreement’s “existence [was] the result of some surreptitious

conduct by the Defendant . . . .” because she had only seen a photostatic copy of

the document and “[c]opies are easy to manipulate.”2 Durant argued she “did not

recognize the purported agreement” and that she had a “good-faith” belief she had

not actually signed the Agreement. She explained she wanted to inspect the

original Agreement to determine its authenticity. Durant did not submit evidence

in support of her response. Nor did she object to Northpointe’s filed Submission or

the attached Hadley declaration authenticating the Agreement.

The trial court held a hearing on Northpointe’s Motion to Compel on

February 16, 2022. During the hearing, the trial court asked Northpointe to explain

why it had waited over three years to file its Motion to Compel. Northpointe

explained that the case had been stagnant since early 2019 “as far as activity from

both parties,” and that it had gone into “quasi-abatement” in July 2019, when 2 Durant’s counsel clarified that she believed “in earnest [that Northpointe’s counsel of record] would have nothing to do with such act.”

5 Durant’s counsel had, for medical reasons, asked for several continuances.3

Northpointe explained that it had not “really . . . started looking at records, asking

Free access — add to your briefcase to read the full text and ask questions with AI

Related

In Re Vesta Insurance Group, Inc.
192 S.W.3d 759 (Texas Supreme Court, 2006)
In Re D. Wilson Const. Co.
196 S.W.3d 774 (Texas Supreme Court, 2006)
Perry Homes v. Cull
258 S.W.3d 580 (Texas Supreme Court, 2008)
In Re Citigroup Global Markets, Inc.
258 S.W.3d 623 (Texas Supreme Court, 2008)
In Re Fleetwood Homes of Texas, L.P.
257 S.W.3d 692 (Texas Supreme Court, 2008)
In Re Labatt Food Service, L.P.
279 S.W.3d 640 (Texas Supreme Court, 2009)
In Re Jebbia
26 S.W.3d 753 (Court of Appeals of Texas, 2000)
Associated Glass, Ltd. v. Eye Ten Oaks Investments, Ltd.
147 S.W.3d 507 (Court of Appeals of Texas, 2004)
Gutierrez v. Rodriguez
30 S.W.3d 558 (Court of Appeals of Texas, 2000)
Granite Construction Co. v. Beaty
130 S.W.3d 362 (Court of Appeals of Texas, 2004)
In Re Christus Spohn Health System Corp.
231 S.W.3d 475 (Court of Appeals of Texas, 2007)
Structured Capital Resources Corp. v. Arctic Cold Storage, LLC
237 S.W.3d 890 (Court of Appeals of Texas, 2007)
Texas Residential Mortgage, L.P. v. Portman
152 S.W.3d 861 (Court of Appeals of Texas, 2005)
In Re December Nine Co., Ltd.
225 S.W.3d 693 (Court of Appeals of Texas, 2006)
Williams Industries, Inc. v. Earth Development Systems Corp.
110 S.W.3d 131 (Court of Appeals of Texas, 2003)
Harris v. Jones
8 S.W.3d 383 (Court of Appeals of Texas, 1999)
In Re Autotainment Partners Ltd. Partnership
183 S.W.3d 532 (Court of Appeals of Texas, 2006)
Okorafor v. UNCLE SAM & ASSOCIATES, INC.
295 S.W.3d 27 (Court of Appeals of Texas, 2009)
Wheeler v. Security State Bank, N.A.
159 S.W.3d 754 (Court of Appeals of Texas, 2005)
In Re Bruce Terminix Co.
988 S.W.2d 702 (Texas Supreme Court, 1998)

Cite This Page — Counsel Stack

Bluebook (online)
Northpointe LTC, LTD., Grace Care Center at Northpointe v. Debbie A. Durant, Counsel Stack Legal Research, https://law.counselstack.com/opinion/northpointe-ltc-ltd-grace-care-center-at-northpointe-v-debbie-a-durant-texapp-2022.