Constructive Discharge Cases

Immunity of political subdivision employee judgment on the pleadings reverse racial discrimination R.C. 2744.03(A) R.C. 2744.09. Plaintiff's complaint for claims of reverse racial discrimination, harassment, and retaliation contained sufficient allegations for the liability of defendant political subdivision employee pursuant to the exceptions to immunity set forth in R.C. 2744.03(A)(6)(a) and (b). The trial court properly denied defendant's motion for judgment on the pleadings.

We granted permission to appeal in this case to address whether a claim for wrongful termination of employment can be asserted under the Teacher Tenure Act, Tennessee Code Annotated sections 49-5-501 to -515, by classifying a tenured teacher's resignation as a constructive discharge rather than a voluntary quit. The plaintiff tenured teacher in this appeal quit her teaching position and sued for wrongful termination under the Tenure Act. We conclude that the doctrine of constructive discharge is inconsistent with the robust procedural framework in the Act, intended to give tenured teachers ample opportunity to be heard and ensure that dismissal decisions are made methodically, with transparency, and by consensus of professional educators. We reverse the Court of Appeals' decision to apply the doctrine of constructive discharge to the plaintiff's claims, and we hold that constructive discharge is not applicable to wrongful termination claims under the Tenure Act. We affirm the trial court's dismissal of those claims. We also affirm the lower courts' dismissal of the plaintiff teacher's tort claims against the school system and individual school officials.

Arbitration Agreement waiver scope. Trial court properly found that the parties' dispute was not governed by arbitration plaintiff's claims existed independently of the employment relationship and her R.C. Chapter 4112-based claims were not subject to arbitration due to lack of sufficient evidence of assent and/or waiver.

The plaintiff employee sought to recover damages from the defendant employer, alleging that he was constructively discharged in violation of public policy. The plaintiff had been employed as a licensed optician manager in the defendant's optical department in a JCPenney store and alleged that the defendant improperly required him to provide optomet- ric assistance services to the doctor of optometry in the store. The plaintiff claimed that, under a declaratory ruling issued by the Board of Examiners for Optometrists and a cease and desist consent order issued by the Board of Examiners for Opticians, employees, including opticians, under the control of unlicensed third parties were prohibited from performing services for licensed optometrists. The plaintiff also alleged that his duties violated the public policy embodied in the statute (§ 31-130 (i)) requiring JCPenney and the defendant to have a staffing permit before providing staffing services to the optometrist. The plaintiff further alleged that he was forced to resign when the defendant refused his requests to be excused from these duties. The defendant moved to strike the plaintiff's complaint on the ground that its allegations could not satisfy the requirements of a constructive discharge claim. The defendant asserted that the declaratory ruling and the cease and desist order were not binding and did not create a private right of action for optometric assistants. The defendant also alleged that the plaintiff's reliance on § 31-130 (i) was misplaced because the plaintiff did not allege that optometrists employed by the defendant charged the defendant for hiring opticians. The trial court, relying on Brittell v. Dept. of Correction (247 Conn. 148), determined that, to prevail on his constructive discharge claim, the plaintiff was required to demonstrate that the defendant intended to force him to resign. The trial court granted the defendant's motion to strike the plaintiff's complaint and rendered judgment for