Hickey v. New York City Dept. of Educ., 16 N.Y.3d 731 (2010)
A union can waive certain procedural rights granted to tenured teachers under Education Law § 3020-a through a collective bargaining agreement, provided the waiver is knowing and intentional.
Summary
Two tenured teachers, Hickey and Cohn, challenged the placement of letters of reprimand in their personnel files, arguing that the Board of Education failed to follow the procedures outlined in Education Law § 3020-a. The Board argued that the teachers’ union had waived these procedures in the collective bargaining agreement (CBA), replacing them with a different process. The Court of Appeals held that the union’s agreement to Article 21A of the CBA constituted a limited waiver of the teachers’ procedural rights under § 3020-a, as the CBA provisions were incompatible with the statutory procedure. Therefore, the teachers were not entitled to have the letters expunged.
Facts
Hickey received a letter of reprimand for incompetence in preparing students for a field day. Cohn received a letter detailing a substantiated complaint regarding an incident where she allegedly told her principal to watch her “Latin temper.” Both letters stated that they “may lead to further disciplinary action” and were placed in the teachers’ files in 2008. The 2007-2009 CBA between the Board of Education and the United Federation of Teachers (UFT), the teachers’ union, contained Article 21A, which outlined a procedure for placing written reprimands in teachers’ files, allegedly waiving the procedures outlined in Education Law § 3020-a.
Procedural History
Hickey and Cohn filed Article 78 proceedings seeking to compel the Board of Education to expunge the letters of reprimand from their personnel files. Supreme Court granted the petitions, ordering the expungement. The Appellate Division reversed, denying the petitions, finding that the CBA constituted a valid waiver of the statutory procedures.
Issue(s)
Whether a collective bargaining agreement between a teachers’ union and the Board of Education can waive the procedural rights granted to tenured teachers under Education Law § 3020-a regarding the placement of letters of reprimand in their personnel files.
Holding
Yes, because pursuant to Education Law § 3020, a CBA can modify or waive the § 3020-a procedures, and in this case, Article 21A of the 2007-2009 CBA effectuated a limited waiver of those rights.
Court’s Reasoning
The Court of Appeals reasoned that Education Law § 3020 allows for alternative disciplinary procedures to be established through collective bargaining agreements. The court found that Article 21A of the 2007-2009 CBA detailed specific due process and review procedures for teachers’ files, including the right to read and respond to derogatory material. Specifically, the court highlighted subdivision (5) of Article 21A which prohibited members from grieving material in the file, except in cases of unsubstantiated accusations of corporal punishment or verbal abuse, and also stipulated a three year removal period from the file if disciplinary charges do not follow. The court determined this provision was significantly different from and incompatible with the procedure in Education Law § 3020-a, indicating an intent to substitute the CBA procedure for the statutory one. The Court stated that “comparison of the statute and the CBA provision reveals that the procedure in Article 21A is significantly different than, and incompatible with, the procedure in Education Law § 3020-a, meaning that the parties to the contract could not have intended both procedures to simultaneously apply.” The Court emphasized the history of collective bargaining between the parties, concluding that the union was aware that by adopting Article 21A, it was agreeing to substitute that procedure for other due process procedures. Therefore, the union knowingly waived the procedural rights granted in Education Law § 3020-a in this limited context, making the letters not subject to § 3020-a procedures and thus not requiring expungement. This case is significant because it clarifies the extent to which unions can negotiate disciplinary procedures for teachers that differ from the statutory requirements, provided that the union’s waiver of statutory rights is clear and intentional.