JOHN PODESTA v. SCHOOL DISTRICT OF THE BOROUGH OF DUMONT BERGEN COUNTY
Annotate this CaseNOT FOR PUBLICATION WITHOUT THE
APPROVAL OF THE APPELLATE DIVISION
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SUPERIOR COURT OF NEW JERSEY
APPELLATE DIVISION
DOCKET NO. A-0970-20
JOHN PODESTA,
Plaintiff-Appellant,
v.
SCHOOL DISTRICT OF THE
BOROUGH OF DUMONT,
BERGEN COUNTY,
Defendant-Respondent.
____________________________
Argued November 17, 2021 – Decided December 9, 2021
Before Judges Whipple and Geiger.
On appeal from the Superior Court of New Jersey,
Chancery Division, Bergen County, Docket No.
C-000172-20.
Evan L. Goldman argued the cause for appellant
(Goldman Davis Krumholz & Dillon, PC, attorneys;
Evan L. Goldman and Kelly A. Smith, on the briefs).
Jonathan F. Cohen argued the cause for respondent
(Plosia Cohen, LLC, attorneys; James L. Plosia, Jr.,
and Jonathan F. Cohen, of counsel and on the brief).
PER CURIAM
Plaintiff John Podesta, a former tenured principal, seeks to vacate an
arbitration award stripping him of his position and tenure. The district
terminated him because the arbitrator found that he sexually harassed the vice -
principal and engaged in other unprofessional conduct.
The School District of the Borough of Dumont, Bergen County
(District), employed plaintiff, the former tenured principal of Charles A. Selzer
School for approximately forty years. On August 27, 2019, the district
superintendent met with plaintiff and Jacqueline Bello, vice-principal, for a
mediation session regarding their working relationship. The parties agreed to
try to resolve their issues.
On September 25, 2019, plaintiff filed a verbal complaint with the
District's Affirmative Action Officer (AAO) regarding Bello. He reported a
toxic workplace environment and fractured administrative partnership that was
negatively affecting his personal and professional life. He alleged that Bello
made a derogatory remark regarding his Italian heritage and that Bello had an
inappropriate working relationship with a prior principal at another school,
which hindered plaintiff's ability to run Selzer School. Plaintiff claimed that
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Bello's conduct violated the Dumont Board of Education Policy 3351 –
Healthy Workplace Environment (District Policy).
The District Policy states, in pertinent part:
A significant characteristic of a healthy
workplace environment is that employees interact with
each other with dignity and respect regardless of an
employee's work assignment or position in the school
district.
....
Employees who believe the conduct prohibited
by this policy has been directed toward them or to
another employee of the school district shall submit a
written report to the Superintendent of Schools. . . .
Upon receipt of a report, the Superintendent or
designee will conduct an investigation and upon
completion of the investigation will inform the
person(s) who made the report [that] such an
investigation was completed.
....
If the investigation determines conduct
prohibited by this policy has taken place, the
[s]uperintendent or designee will meet with the
offender(s) and the victim(s) to review the
investigation results and to implement remedial
measures to ensure such conduct does not continue or
reoccur. Appropriate disciplinary action may be taken
depending on the severity of conduct.
There shall be no reprisals or retaliation against
any person(s) who reports conduct prohibited by this
policy.
A-0970-20
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The AAO investigated plaintiff's complaint. When the AAO interviewed
Bello, she claimed that plaintiff sexually harassed her and created a hostile
work environment at Selzer School. The AAO investigated both parties'
allegations and issued a report dated November 18, 2019. The AAO
concluded that Bello did make a derogatory comment pertaining to plaintiff's
Italian heritage, which hurt plaintiff. However, the AAO also concluded that
plaintiff engaged in harassing behaviors and created a hostile work
environment which made Bello's job increasingly difficult to perform. Neither
the superintendent nor his designee met with the parties after the AAO's
investigation.
On December 27, 2019, the Dumont Board of Education (Dumont Board
or Board) filed tenure charges against plaintiff. The Board alleged that
plaintiff engaged in unbecoming conduct towards Bello and that his conduct
mandated the termination of his employment as a tenured District employee.
The District certified the tenure charges to the Bureau of Controversies and
Disputes. Ruth Moscovitch was appointed as the arbitrator. The issue
presented was: "[w]hether the [Dumont] Board demonstrated by a
preponderance of the credible evidence that [Podesta] has engaged in conduct
unbecoming [of] a tenured employee. If so, what shall be the penalty?"
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Over nine days, the arbitrator conducted a hearing in which both sides
were represented by counsel and were afforded the opportunity to call
witnesses, present evidence, and cross-examine witnesses offered by the
opposing party. Neither side objected to the fairness of the proceeding.
The arbitrator heard sworn testimony from the District's five witnesses,
plaintiff's three witnesses, and plaintiff himself. She also reviewed text
messages and audio recordings of four conversations between plaintiff and
Bello. It was undisputed that plaintiff used profanities, insults, and threats in
describing an administrator to Bello. Plaintiff expressed his intense personal
feelings to Bello through unprofessional words and a song and demanded that
Bello behave in an unprofessional manner towards another district
administrator. The arbitrator found Bello's testimony credible and supported
by her contemporaneous memoranda. Thus, the arbitrator found that "by his
conduct, [Podesta] crossed the physical and social boundaries that must exist
between a supervising principal and his subordinate."
On June 23, 2020, the arbitrator issued an opinion and award, sustaining
the Dumont Board's tenure charges against plaintiff because the proven
allegations are serious and constitute grounds for termination of tenure. The
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arbitrator concluded that removal from his position and loss of tenure is the
appropriate penalty.
On September 22, 2020, plaintiff filed a complaint against the Dumont
Board seeking vacation of the arbitrator's award and reinstatement as principal.
On November 5, 2020, the court dismissed plaintiff's complaint with prejudice
and granted the Board's cross-motion to confirm the award, substantially
agreeing with the arbitrator's findings and conclusions. This appeal followed.
"As the decision to vacate an arbitration award is a decision of law, this
court reviews the denial of a motion to vacate an arbitration award de novo."
Manger v. Manger, 417 N.J. Super. 370, 376 (App. Div. 2010). "[J]udicial
review of an arbitration award is deferential to an arbitrator's conclusions. . . ."
Borough of East Rutherford v. East Rutherford PBA Local 275, 213 N.J. 190,
194 (2013).
An arbitrator's award is "entitled to a presumption of validity" and will
only be vacated on narrow grounds. Jersey City Educ. Ass'n v. Bd. of Educ. of
City of Jersey City, 218 N.J. Super. 177, 187 (App. Div. 1987). "Generally,
courts will accept an arbitrator's interpretation so long as the interpretation is
reasonably debatable." Off. of Emp. Rels. v. Commc'ns. Workers of Am., 154 N.J. 98, 112 (1998).
A-0970-20
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Plaintiff seeks reinstatement as principal and vacation of the arbitration
award on procedural due process grounds and statutory grounds pursuant to the
New Jersey Arbitration Act (NJAA), N.J.S.A. 2A:24-1 to -11. He first argues
that the Board deprived him of procedural due process when it failed to
convene a meeting with him and Bello after the AAO's investigation. He
asserts that the arbitrator erred in concluding that he was not entitled to a post -
investigation meeting pursuant to the District Policy because he did not submit
a written complaint to the AAO since his verbal complaint was sufficient to
put the Board on notice. He further argues that if the Board did adhere to the
District Policy, then the Board would not have filed charges because the
parties could have resolved the matter or plaintiff could have negotiated a less
severe settlement. Moreover, he argues that the superintendent's pre-
investigation meeting with him and Bello did not satisfy the District Policy's
procedural due process protections. Plaintiff's arguments lack merit.
First, plaintiff received procedural due process when he was provided
appropriate notice and an opportunity for a hearing before the arbitrator. "The
[United States] Constitution demands that a person not be deprived of property
or liberty absent due process of law." Rivera v. Bd. of Rev. N.J. Dep't of Lab.,
127 N.J. 578, 583 (1992). "The right to a hearing before a governmental
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agency, whose proposed action will affect the rights, duties, powers or
privileges of, and is directed at, a specific person, has long been imbedded in
our jurisprudence." Cunningham v. Dep't of Civ. Serv., 69 N.J. 13, 19 (1975).
To make such process adequate, the state must provide "notice and an
opportunity for hearing appropriate to the nature of the case." Mullane v.
Central Hanover Bank & Tr. Co., 339 U.S. 306, 313 (1950). "[T]he citizen
facing a loss at the hands of the State must be given a real chance to present
his or her side of the case before a government decision becomes final."
Rivera, 127 N.J. at 583. "The touchstone of adequate process is not abstract
principle but the needs of the particular situation." Ibid. "[T]hat a person has
a property interest in a benefit when he or she has a 'legitimate claim of
entitlement to it' is well established." Id. at 584 (quoting Bd. of Regents v.
Roth, 408 U.S. 564, 577 (1972)). Tenured educators are entitled to procedural
due process before being terminated. See, e.g., Slochower v. Bd. of Higher
Educ. City of N.Y., 350 U.S. 551, 555, 559 (1956).
Plaintiff was afforded notice and an opportunity to be heard before he
was ultimately removed as principal and stripped of his tenure. Following the
AAO's investigation, the Board filed tenure charges against plaintiff who filed
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an answer to those charges and participated in a nine-day hearing before an
arbitrator. Neither party objected to the fairness of the proceeding.
The trial court found that the arbitrator oversaw a procedurally fair
hearing. Following the hearing, the arbitrator made findings and concluded
that plaintiff's removal as principal and loss of tenure was appropriate under
the circumstances. The trial court concurred with the arbitrator, finding that
the award rested upon adequate findings of fact and law.
Although the superintendent did not have a meeting with plaintiff and
Bello together after the AAO's investigation, plaintiff's removal and loss of
tenure took effect only after the arbitrator's adjudication. Due process did not
require a post-investigation meeting because plaintiff faced no immediate loss
of his position and tenure in the period after the investigation and before the
arbitration proceedings. As the trial court found, plaintiff did not convincingly
demonstrate how the arbitrator's interpretation of the District Policy regarding
the timing of the meeting affected the outcome of the arbitration. Thus, the
trial court properly declined to vacate the award on procedural due process
grounds.
Second, the arbitrator did not err when she rejected plaintiff's arguments
that the Board failed to grant him due process protections pursuant to the
A-0970-20
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District Policy. "Generally, courts will accept an arbitrator's interpretation so
long as the interpretation is reasonably debatable." Off. of Emp. Rels., 154 N.J. at 112. First, the arbitrator found that plaintiff did not complain to the
AAO in writing, as required by the District Policy. Thus, plaintiff attempted
to invoke the protections of the District Policy without having adhered to
them. Second, the arbitrator found that the District Policy does not state that
the superintendent or his designee must meet with the parties together. Third,
the arbitrator found, pursuant to the District Policy, the Board was justified in
taking disciplinary action when the investigation found that the misconduct
was severe, and the District Policy does not require a meeting with the parties
before the Board initiates discipline. The arbitrator's interpretation and
application of the District Policy are reasonable, and the trial court properly
declined to disturb her findings and award.
Plaintiff next argues we should vacate the arbitration award because it
was procured by undue means and the arbitrator imperfectly exercised her
power. We reject his arguments.
The NJAA, in pertinent part, provides four statutory bases for vacating
an arbitration award.
The court shall vacate the award in any of the
following cases:
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a. Where the award was procured by corruption, fraud
or undue means;
....
d. Where the arbitrators exceeded or so imperfectly
executed their powers that a mutual, final and definite
award upon the subject matter submitted was not
made.
[N.J.S.A. 2A:24-8.]
"'[U]ndue means' ordinarily encompasses a situation in which the
arbitrator has made an acknowledged mistake of fact or law or a mistake that is
apparent on the face of the record." Off. of Emp. Rels., 154 N.J. at 111. "[A]n
arbitrator's failure to follow the substantive law may also constitute 'undue
means' which would require the award to be vacated." In re City of Camden,
429 N.J. Super. 309, 332 (2013). "[T]he arbitrator in a public employment
case is obliged to resolve it in accordance with the law and the public interest."
Commc'ns Workers of Am., Local 1087 v. Monmouth Cnty. Bd. of Soc.
Servs., 96 N.J. 442, 453 (1984).
Here, the trial court properly found that plaintiff did not demonstrate that
the arbitrator made a mistake of fact or law in making her findings and
confirming the award to the Board. The arbitrator conducted a hearing over
nine days, weighed the credible evidence, noted her findings, and properly
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applied the correct law to the undisputed facts. Further, plaintiff does not
dispute any of the arbitrator's findings or conclusions of law. Thus, he cannot
show that the arbitration award was procured by undue means.
Plaintiff did not demonstrate that the arbitrator imperfectly executed her
powers by denying him due process. As discussed earlier, the record is clear
that plaintiff was afforded due process before he was ultimately removed from
his position and lost tenure.
Plaintiff's remaining arguments are without sufficient merit to warrant
discussion in a written opinion. R. 2:11-3(e)(1)(E).
Affirmed.
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