Union Pacific Railroad Co. v. Brotherhood of Locomotive
Issues
- Are final arbitration awards determined by the National Railroad Adjustment Board subject to review for violations of due process?
- Was the National Railroad Board applying a “retroactive” interpretation of the procedural requirements in its arbitration proceedings by dismissing a complaint because of untimely submission of evidence of prior conferencing between the parties?
Five railroad employees filed claims through their union, the Brotherhood of Locomotive Engineers and Trainmen (“Brotherhood”), contesting disciplinary charges imposed by the Union Pacific Railroad (“Railroad”). The National Railroad Adjustment Board dismissed the case for lack of jurisdiction because the Brotherhood had failed to submit written evidence that the parties had met in conference. The District Court affirmed the Board’s decision. However, the Seventh Circuit Court of Appeals reversed in favor of the Brotherhood. The Seventh Circuit found that the due process rights of the Brotherhood were denied, because it was not clear when and how evidence of conferencing should be presented, and dismissal for reasons that were not clear at the time of filing functioned as a denial of its due process rights. The Railroad subsequently appealed this decision to the Supreme Court arguing that because submission of evidence is solely within the arbitrator’s discretion, the Board’s award should be final and binding. In granting certiorari, the Supreme Court’s decision will test the scope of the federal government’s power to review arbitration disputes between private parties. The Court’s decision will also affect future labor disputes and collective bargaining agreements in the railroad industry.
Questions as Framed for the Court by the Parties
The Railway Labor Act (“RLA”), 45 U.S.C. §§151 et seq., sets forth a comprehensive framework to resolve labor disputes in the railroad industry through binding arbitration before the National Railroad Adjustment Board (“the Board”). The statute provides that the Board's judgment “shall be conclusive . . . except . . . for”: (1) “failure . . . to comply” with the Act, (2) “failure . . . to conform or confine” its order “to matters within . . . the [Board’s] jurisdiction,” and (3) “fraud or corruption” by a Board member. 45 U.S.C. §153 First (q). This case involves the Board’s denial of employee grievance claims for failure to comply with its rules governing proof that the dispute had been submitted to a “conference” between the parties. 45 U.S.C. §152 Second. The Seventh Circuit held that the award must be set aside because the Board violated due process through retroactive recognition of a supposedly “new rule.” The questions presented are:
- Whether the Seventh Circuit erroneously held, in square conflict with decisions of the Third, Sixth, Tenth, and Eleventh Circuits, that the RLA includes a fourth, implied exception that authorizes courts to set aside final arbitration awards for alleged violations of due process.
- Whether the Seventh Circuit erroneously held that the Board adopted a “new,” retroactive interpretation of the standards governing its proceedings in violation of due process.
For employees in the railroad industry, the Railway Labor Act (“RLA”) governs the resolution of labor disputes between rail carriers and unions regarding their collective bargaining agreements. 45 U.S.C.
Edited by
Additional Resources
· Wex: Law about Collective Bargaining
· Wex: Law about Labor Law
· Workplace Prof Blog, Law Professor Blogs Network: Labor Law