Professional Fire Fighters of Eastern Missouri, International Association of Fire Fighters, Local 2665 v. City of University City

457 S.W.3d 23, 2014 Mo. App. LEXIS 1354
CourtMissouri Court of Appeals
DecidedDecember 9, 2014
DocketED101187
StatusPublished
Cited by5 cases

This text of 457 S.W.3d 23 (Professional Fire Fighters of Eastern Missouri, International Association of Fire Fighters, Local 2665 v. City of University City) is published on Counsel Stack Legal Research, covering Missouri Court of Appeals primary law. Counsel Stack provides free access to over 12 million legal documents including statutes, case law, regulations, and constitutions.

Bluebook
Professional Fire Fighters of Eastern Missouri, International Association of Fire Fighters, Local 2665 v. City of University City, 457 S.W.3d 23, 2014 Mo. App. LEXIS 1354 (Mo. Ct. App. 2014).

Opinion

ROBERT M. CLAYTON III, Judge

Professional Firefighters of Eastern Missouri, International Association of Firefighters, Local 2665 (“the Union”) appeals the trial court’s judgment dismissing its petition for writ of mandamus against of the City of University City (“the City”). 1 We reverse and remand.

I. BACKGROUND

The Union represents all of the firefighters employed by the City for the purposes of collective bargaining. The parties’ relationship is governed by the terms of a memorandum of agreement (“MOA”). The MOA expired on June 30, 2011, but by its own terms the MOA automatically renews annually unless one of the parties provides timely written notice of its desire to modify the agreement.

On January 31, 2013, the Union sent timely written notice to the City of its desire to modify the MOA with respect to, (1) the compensation model for the City’s firefighters and paramedics; (2) the City’s health and wellness program; (3) ,the method for calculating City firefighters/paramedic pensions; and (4) Union member holiday pay. Subsequently, the parties had numerous collective bargaining sessions starting on February 6, 2013. During the sessions, the parties reached tentative agreements on various provisions of the MOA. Both parties describe these initial sessions as generally congenial and productive.

However, on April 10, 2013, the mood of the negotiations abruptly changed. During the week prior to the session, Union Shop Steward Jen Stuhlman filed a formal, *25 written complaint against Chief Adam Long, alleging he made discriminatory comments about her gender. At the April 10, 2018 session, the City refused to submit a counter-proposal to the Union’s most recent proposal. The parties described the April 10, 2013 session and every session thereafter as “heated.” On or about April 22, 2013, the City submitted a counter-proposal to the Union which included a pay cut. The counter-proposal also eliminated all eleven of the new articles proposed by the Union without explanation. Specifically, the City’s counter-proposal proposed that the existing MOA articles regarding “union business” and the calculation of Fair Labor Standards Act overtime remain unchanged, where the Union had specifically requested changes to these sections. Subsequent sessions became increasingly contentious. Negotiations came to a head on April 24, 2013, when the City’s negotiating team walked out of the session within two minutes of starting the meeting.

Ultimately, on or about May 17, 2013, the Union filed a petition for writ of mandamus against the City requesting the trial court order, among other things, the City to collectively bargain in good faith with the intent to reach an agreement. The trial court issued a preliminary writ of mandamus against the City and appointed a special master to preside over the collective bargaining negotiations. The special master presided over the next several bargaining sessions. Subsequently, the special master issued his report to the trial court. The report found the following pertinent facts:

1.The City decided to stop compensating Union Shop Steward Jen Stuhl-man and other Union members for “union business,” such as appearing at negotiation sessions. The City made this change unilaterally, based on its new interpretation of the MOA, which considered such compensation discretionary rather than mandatory. The City had granted Stuhlman compensation for “union business” without incident for at least the past decade.
2. The City ordered Stuhlman to attend mandatory sexual harassment training on October 9, 2013, during the time she was previously scheduled to attend a negotiation session between the parties. The City later characterized this as “inadvertent oversight.”
3. During the October 9, 2013 negotiation session, the City offered few, if any, new or modified proposals in response to new and modified Union proposals. The City’s responses to many of the Union’s modified proposals were either outright rejection or reference to its prior responses. The special master considered many of the Union’s proposals to be reasonable but many of the City’s responses to be unreasonable.

Based on those factual findings, the special master found that the City was not collectively bargaining in good faith. The Union filed a motion for relief and sanctions with the trial court based on the special master’s report. The City responded, and the trial court heard oral argument on the pleadings. On November 25, 2013, the court denied the Union’s motion and dismissed the Union’s petition for writ of mandamus without holding an evi-dentiary hearing. In its order, the trial court adopted all of the special master’s factual findings verbatim. However, it altered the conclusion, finding that based on the facts, the City had negotiated in good faith. The trial court included no explanation or reasoning in its order for the opposite conclusion.

*26 The Union filed an authorized post-judgment motion requesting the trial court vacate its November 25, 2013 order and set the matter for an evidentiary hearing. The trial court granted the Union leave to supplement its post-judgment motion by way of an offer of proof. The Union attached thousands of pages of documents to its offer of proof, but the trial court never held an evidentiary hearing to admit those documents to the record. The trial court entered a judgment denying the Union’s post-judgment motion and affirming its dismissal of the Union’s petition for writ of mandamus. This appeal followed.

II. DISCUSSION

The Union raises two points on appeal. In its first point, the Union asserts the trial court erred in dismissing the Union’s petition for writ of mandamus without an evidentiary hearing. In its second point, the Union maintains the trial court erred in dismissing its petition for writ of mandamus because the City’s actions constituted bad faith collective bargaining. Because the Union’s first point is dispositive, we do not address its second point.

A. Standard of review

The parties disagree on the proper standard of review. As such, our first task is to determine the correct standard.

The Union seeks appellate review of the trial court’s dismissal of its petition for writ of mandamus, rather than seeking an original writ originating in this Court. See Rules 84.22 and 94.01 et seq. 2 An appeal will lie from the denial or dismissal of a writ petition when a trial court issues a preliminary order in mandamus but then denies a permanent writ, similar to the procedural posture here. U.S. Dept. of Veterans Affairs v. Boresi 396 S.W.3d 356, 358, 364 (Mo. banc 2013).

The City, relying on Boresi asserts that we must review the dismissal of a petition for writ of mandamus for abuse of discretion. In Boresi,

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457 S.W.3d 23, 2014 Mo. App. LEXIS 1354, Counsel Stack Legal Research, https://law.counselstack.com/opinion/professional-fire-fighters-of-eastern-missouri-international-association-moctapp-2014.