No specific laws identified for this ruling.
Rhode Island Supreme Court affirmed the trial court's judgment in favor of W.B. Mason, holding that the employer had reasonable grounds under state drug testing statute to require plaintiff to submit to a drug test based on observed changes in his appearance, behavior, and speech.
The plaintiff, Michael Colpitts, appealed from a November 8, 2018 judgment of the Providence County Superior Court in favor of the defendant, W.B. Mason Co., Inc. (W.B. Mason). The plaintiff alleged that W.B. Mason had violated the Rhode Island employer drug testing statute, G.L. 1956 § 28-6.5-1(a)(1), when, on March 5, 2018, the company required him to take a drug test, purportedly without reasonable grounds, and ultimately terminated him for his refusal to do so. On appeal, the plaintiff contended that the issue was whether or not the trial justice erred in "finding that WB Mason Co[.], Inc. had reasonable grounds [pursuant to § 28-6.5-1(a)(1)] to believe, based on specific aspects of [Mr. Colpitts's] performance and specific documented observations, concerning Michael Colpitts['s] appearance, behavior and speech, that he might have been under the influence of a controlled substance." The Supreme Court held that, based on the testimony elicited at trial, the trial justice did not abuse her discretion in determining that, on the basis of contemporaneous observations of Mr. Colpitts's appearance, behavior, and speech, W.B. Mason had reasonable grounds on which to believe that Mr. Colpitts was under the influence of a controlled substance and to request that he undergo a drug test. Accordingly, the Court affirmed the judgment of the Superior Court.
This summary was generated to explain the ruling in plain English and is not legal advice.
The trial court did not abuse its discretion in overruling Appellant's motion to amend her complaint, to include facts regarding her PTSD diagnosis and claims of racial and disability discrimination, eight months after she filed her administrative appeal from the termination of her teaching contract. The trial court did not consider Appellant's prior discipline at another school when determining that she was subject to termination, and Appellant was not denied due process. The trial court did not abuse its discretion in finding that Appellant's failure to enter third quarter final grades was good and just cause for termination. Judgment affirmed.
The plaintiff, Clifton Peasley (plaintiff or Peasley), appealed the Superior Court's dismissal of his action for declaratory relief, which sought, inter alia, a decree that he was entitled to back pay. The Supreme Court affirmed the dismissal pursuant to the election of remedies doctrine. In this respect, it was undisputed that before commencing the action for declaratory relief, the plaintiff had filed a grievance seeking back pay, which proceeding remained pending in arbitration. Peasley's efforts to compare the provisions of the Teachers' Tenure Act with the landmark antidiscrimination protections discussed in Weeks v. 735 Putnam Pike Operations, LLC, 85 A.3d 1147 (R.I. 2014), was unavailing. The judgment of the Superior Court was affirmed.
The plaintiff, Jane Doe, appealed from a Superior Court judgment dismissing her complaint against the defendants, Brown University and two of its employees. In Superior Court, the plaintiff asserted claims under both the Rhode Island Civil Rights Act (RICRA) and article 1, section 2 of the Rhode Island Constitution. On appeal, the plaintiff argued that the hearing justice erred in determining that her claims under RICRA were precluded by the prior dismissal of the plaintiff's federal Title IX claim. The plaintiff also argued that the hearing justice erred in holding that section 2 of article 1 of the Rhode Island Constitution does not grant the plaintiff a private right of action. The Supreme Court first held that the plaintiff's claims under RICRA were predicated upon the defendants' alleged violations of Title IX, which had already been litigated in federal court. Further, the Supreme Court stated that the resolution of that issue in federal court was essential to the judgment on the merits and, therefore, issue preclusion barred the plaintiff's claim in Superior Court. The Supreme Court also held that the plaintiff's claim that the defendants interfered with her contract with an educational institution was not actionable. Next, the Supreme Court examined the antidiscrimination clause contained in section 2 of article 1 of the Rhode Island Constitution and held that it was not self executing. Further, the Supreme Court held that principles of judicial restraint prevented the Court from creating a private right of action under these circumstances. Accordingly, the Supreme Court affirmed the judgment of the Superior Court.
Court rulings like this one are useful, but every situation is different. Take 2 minutes to see which laws may protect you — it's free, private, and no account is required to start.
This ruling information is sourced from public court records via CourtListener.com. It is provided for informational and educational purposes only and does not constitute legal advice.