Ryan D. Burch v. P.J. Cheese, Inc.

861 F.3d 1338, 98 Fed. R. Serv. 3d 17, 2017 WL 2885095, 2017 U.S. App. LEXIS 12176, 130 Fair Empl. Prac. Cas. (BNA) 373
CourtCourt of Appeals for the Eleventh Circuit
DecidedJuly 7, 2017
Docket13-15042
StatusPublished
Cited by90 cases

This text of 861 F.3d 1338 (Ryan D. Burch v. P.J. Cheese, Inc.) is published on Counsel Stack Legal Research, covering Court of Appeals for the Eleventh Circuit primary law. Counsel Stack provides free access to over 12 million legal documents including statutes, case law, regulations, and constitutions.

Bluebook
Ryan D. Burch v. P.J. Cheese, Inc., 861 F.3d 1338, 98 Fed. R. Serv. 3d 17, 2017 WL 2885095, 2017 U.S. App. LEXIS 12176, 130 Fair Empl. Prac. Cas. (BNA) 373 (11th Cir. 2017).

Opinion

TJOFLAT, Circuit Judge:

“This is another arbitration dispute in which the parties are litigating whether or not they should be litigating.” Anders v. Hometown Mortg. Servs., 346 F.3d 1024, 1026 (11th Cir. 2003). In this case, an employee sued his former employer for alleged discrimination in violation of several federal statutes. In response, the employer moved the District Court to submit the dispute to arbitration in accordance with an employment contract purportedly signed by the employee. The employee opposed the motion, denying that he signed the agreement. To resolve the factual dispute, the District Court held a bench trial and concluded that the signature was valid. Based on this finding, the Court granted the employer’s motion to compel arbitration, and dismissed the employee’s claims without prejudice.

The principal issue on appeal is whether the District Court erred in concluding that a general jury demand in the employee’s complaint failed to preserve his statutory right to a jury trial under Section 4 of the Federal Arbitration Act, 9 U.S.C. §§ 1 et seq. (“FAA”), on the disputed questions of fact related to the authenticity of his signature on the purported arbitration agreement. Because we hold that the specific procedures provided in Section 4 of the FAA for demanding a jury trial on arbitra-bility issues displace the general procedures for demanding a jury trial under the Federal Rules of Civil Procedure, we find no error and affirm the District Court’s order.

I.

Ryan D. Burch (“Burch”) began working for P.J. Cheese, Inc. (“P.J. Cheese”) — a franchisee of Papa Johns located in Alabama — in 1999. In September, 2004, Burch was promoted to general manager of P.J. Cheese’s Fairfield, Alabama location. He worked there until October 14, 2007, when he was asked to turn in his keys.

Roughly two years after the firing, on August 14, 2009, Burch brought this action against P.J. Cheese in the United States District Court for the Northern District of Alabama, seeking relief under an assortment of federal employment statutes. Specifically, Burch alleged that he was paid less than his female co-workers in violation of the Equal Pay Act of 1963, 29 U.S.C. § 206(d)(1) (“Equal Pay Act”), that he was discriminated against on account of his race in violation of Title VII of the Civil Rights Act of 1964, 42 U.S.C. § 2000e et seq. (“Title VII”), and 42 U.S.C. § 1981 (“Section 1981”), and that he was terminated in retaliation for fifing an Equal Employment Opportunity Commission (“EEOC”) Charge and applying for Family and Medical Leave Act (“FMLA”) leave in violation of the preceding statutes and the Family and Medical Leave Act of 1993, 29 U.S.C. § 2601 et seq. He demanded a jury trial on all claims so triable.

In response, on October 29, 2009, P.J. Cheese moved the District Court pursuant *1342 to 9 U.S.C. § 3 1 and 9 U.S.C. § 4 2 to stay the proceedings and compel arbitration in accordance with the arbitration terms of an employment contract purportedly signed by Burch. 3 The Court ordered Burch to file any opposition to the motion by November 23, 2009. Burch complied, denying, in an affidavit filed with the court on November 23, that the signature on the alleged arbitration agreement belonged to him. He did not, however, specifically demand that the authenticity of the signature on the agreement should be decided by a jury.

On December 11, 2009, the District Court denied P.J. Cheese’s motion to compel arbitration, concluding that Burch’s denial created a dispute of material fact over the authenticity of the arbitration agreement, and that he was therefore “entitled *1343 to a trial on the arbitrability question.” 4 Rather than proceed immediately to trial on the signature issue, the Court moved forward with the pretrial proceedings on the merits of Burch’s underlying claims. Specifically, the Court ordered P.J. Cheese to file an answer to Burch’s complaint, and entered a Scheduling Order, setting, among other things, the deadline for the completion of discovery, and the dates for the final pretrial conference and trial of the ease. P.J. Cheese complied with the Court’s order, filing its answer on February 15, 2010, and proceeding with discovery.

Discovery lasted for approximately ten months. At its conclusion, P.J. Cheese moved for summary judgment on all claims brought in the complaint. 5

On March 27, 2013, the District Court ruled on P.J. Cheese’s motion, granting summary judgment on Burch’s Family Medical Leave Act and Title VII and Section 1981 claims, but denying it as to Burch’s Equal Pay Act claim. 6

Following the Court’s ruling on the summary judgment motion, the parties prepared for litigation on Burch’s remaining claim. At the final pretrial conference, held on July 11, 2013, the parties returned to the question that had been festering in the background for almost four years — should they be litigating the merits of the case at all? Distilled down to its essence, if Burch’s signature on the arbitration agreement was valid, the answer was no; litigation should be halted, and the proceedings should be referred to arbitration. If the signature was mvalid, the answer was yes; the proceedings should continue to a trial on the merits.

Back in 2009, the Court had already ruled that Burch was “entitled to 'a trial” on this signature question. All that remained to be decided in advance of such a trial was who would resolve the question: a jury or the court. The District Court asked the parties to brief the issue. 7

Burch argued that the issue should be tried to a jury. Specifically, he contended that Section 4 of FAA grants the party alleged to be in default — in this case, Burch — with a statutory right to a jury trial on disputed issues of fact concerning the “making of [an] arbitration agreement,” and that he invoked this right with the general jury demand in his complaint. His demand was ample, he argued, because Federal Rule of Civil Procedure

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861 F.3d 1338, 98 Fed. R. Serv. 3d 17, 2017 WL 2885095, 2017 U.S. App. LEXIS 12176, 130 Fair Empl. Prac. Cas. (BNA) 373, Counsel Stack Legal Research, https://law.counselstack.com/opinion/ryan-d-burch-v-pj-cheese-inc-ca11-2017.