United States Court of Appeals

For the Eighth Circuit

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No. 13-1565

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Garage Maintenance, Machine Warehousemen, Repairmen, Inside Men and

Helpers and Plastic Employees, Local No. 974, affiliated with the International

Brotherhood of Teamsters

lllllllllllllllllllll Plaintiff - Appellant

v.

Greater Metropolitan Automobile Dealers Association of Minnesota, Inc., doing

business as Minneapolis Automobile Dealers Association (MADA); Golden

Valley Motors, Inc; Luther Automotive Group, Inc.; Motors Management, Inc.;

TheLutherCompanyLimitedPartnership,doing business asRudyLutherToyota/Scion

lllllllllllllllllllll Defendants - Appellees

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 Appeal from United States District Court 

for the District of Minnesota - Minneapolis

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 Submitted: December 17, 2013

 Filed: March 26, 2014

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Before WOLLMAN, LOKEN, and KELLY, Circuit Judges.

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KELLY, Circuit Judge.

Local No. 974 (“Union”) seeks to set aside an arbitration award that ruled in

favor of the Minneapolis Automobile Dealers Association (“MADA”) and several
member car dealerships. Finding no grounds to vacate the award, the district court

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granted the defendants’ motion to dismiss pursuant to Fed. R. Civ. P. 12(b)(6). With

jurisdiction under 28 U.S.C. § 1291, we affirm. 

I. Background

The Union and MADA have negotiated a series of collective bargaining

agreements (“CBAs”) memorializing the terms of their relationship. Each one

typically ends immediately before the next begins. At issue here is the transition

between the 2006 CBA and the 2010 CBA and its impact on above-scale time

allowances. Since the introduction of the Toyota Prius in 2001, Union technicians

working on hybrid cars at Rudy Luther Toyota (“Luther Toyota”) have received

incentive pay, as such work was especially difficult and dangerous. One hour spent

working on hybrid cars was factored into their week’s productivity as one and a half

to two hours, depending on the particular task. This differential is known as an

above-scale time allowance, an accounting method that individual MADA member

dealerships have used to compensate Union technicians for various types of work

since the 1970s. Luther Toyota was the only MADA member to provide such time

allowances for hybrid car warranty and recall work, and it introduced the allowances

unilaterally—without negotiation with the Union. 

In negotiating the 2006 CBA—which would be effective from April 16, 2006,

through April 15, 2009—MADA wanted to eliminate all above-scale time

allowances. The Union rejected the proposal but accepted a compromise: MADA

member dealers could reduce higher time allowances for new employees hired on or

after April 16, 2006. The 2006 CBA was initially extended by mutual agreement

through April 15, 2010, and then—so as not to chance a strike on a Friday, which

The Honorable MichaelJ. Davis, Chief Judge, United States DistrictCourt for

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the District of Minnesota.

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would disappoint customers—through April 17, 2010. Union and MADA

representatives met on April 13, 2010, to conclude negotiation of the 2010 CBA and

produced a “Tentative Contract Agreement.” Copies of the Agreement were

distributed to Union members on April 15; the members’ ballots were counted on

April 16, and the Agreement was overwhelmingly approved. 

On April 15, Luther Toyota delivered to Union representatives a letter stating:

“Please be advised that as of April 15, 2010 Rudy Luther Toyota will no longer pay

any above scale wage rate or time allowance on Hybrid vehicles.” On April 29, the

Union filed a grievance against MADA, challenging Luther Toyota’s letter as an

unlawful breach of contract or failure to bargain under § 8(a)(5) ofthe National Labor

Relations Act. After the grievance went to arbitration and the arbitrator ruled in favor

of MADA, the Union sought to set aside the arbitration award in federal court. The

Union here appeals the district court’s grant of MADA’s motion to dismiss.

II. Discussion

We review de novo the district court’s grant of a motion to dismiss an action

under Fed. R. Civ. P. 12(b)(6) and the court’s legal determination as to whether CBA

language is ambiguous. Local 38N Graphic Commc’ns Conference/IBT v. St. Louis

Post-Dispatch, LLC, 638 F.3d 824, 825 (8th Cir. 2011); John Morrell & Co. v. Local

Union 304A of United Food & Commercial Workers, 913 F.2d 544, 550 (8th Cir.

1990). Our review of the arbitration award itself, however, is far more deferential:

“[a]s long as the arbitrator’s award draws its essence from the collective bargaining

agreement, and is not merely his own brand of industrial justice, the award is

legitimate.” United Paperworkers Int’l Union v. Misco, Inc., 484 U.S. 29, 35 (1987)

(quotation omitted). If “the arbitrator is even arguably construing or applying the

contract and acting within the scope of his authority, that a court is convinced he

committed serious error does not suffice to overturn his decision.” Id. at 38. 

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The arbitratorframed the issue presented as: “Did the Employer violate the law

[National Labor Relations Act § 8(a)(5)] or the [Collective Bargaining] Agreement

when it terminated above-scale wage rates and time allowances on hybrid vehicles?”

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To answer the question, both parties pointed to two specific provisions in the 2006

and 2010 CBAs: (1) “Incentive Option,” providing protections for the type of

incentive pay at issue here, and (2) “Maintenance of Standards,” requiring certain

conditions to be maintained based on those in effect on a specific date. After

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specifying the incentive pay at various hours of production and for each year in the

CBA term, the same language on incentive pay is present in both the 2006 and the

2010 CBAs, updating only the relevant dates: “If, however, on April 15, 2010 an

Employer was paying a higher time allowance to technicians for any operation than

the factory flat rate manual allows, that allowance will not be reduced. The Employer

shall not be precluded from reducing any such higher time allowance with respect to

those employees that were hired on or after April 16, 2006.” 2010 CBA, Article VIII,

Section 8.3; 2006 CBA, Article VIII, Section 3. Similarly, both CBAs provide for

The Union argues that the arbitrator misconstrued the dispute by focusing on 2

the method used by MADA dealers to discontinue the above-scale time allowances

rather than their right to do so. See Appellants’ Br. at 18–20. The issue as phrased

by the arbitrator allowed himto reach both issues, however, and the questions of right

and of method inherently merge together. If a timely letter sent by a MADA member

to the Union was an agreed-upon method to end time allowances, then the MADA

member had the right to end the time allowances unilaterally.

Although the Union argued before the district court that additional CBA 3

provisions supported its position, the Union did not cite these provisions at

arbitration. The issuesraised by other CBA provisions were not before the arbitrator

simply because the entire CBA was part of the arbitration record. Boehringer

Ingelheim Vetmedica, Inc. v. United Food & Commercial Workers, 739 F.3d 1136,

1140 (8th Cir. 2014). Moreover, given our limited review in this context and absent

exceptional circumstances, our determination in the ordinary case as to whether the

arbitration award draws its essence from the CBA is confined to the CBA provisions

raised before and interpreted by the arbitrator. Id.

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“[m]aintenance of [s]tandards”: “The Employer agrees that all conditions of

employment in his/her individual operation relating to wage guarantee, hours of

work, overtime differentials and general working conditions shall be maintained at

not lessthan the highest minimum standards in effect at the time of the signing of this

Agreement.” 2010 CBA, Article XXVII (altered from 2006 CBA only to be genderneutral); 2006 CBA, Article XXVII. 

The Union argues that the language above unambiguously evinces a mutual

intent to keep constant certain terms of employment, including above-scale time

allowances, during a given CBA term. Since the 2006 CBA was extended through

April 15, 2010, and then through April 17, 2010, Luther Toyota’s April 15 letter

stating thatsuch time allowances would no longer be available effective as ofthat day

was not a lawful way to terminate them. Instead, according to the Union, such

changes presumably should have been done through the usual CBA negotiation

process. MADA also takes the position that these CBA provisions are unambiguous

but arrives at a different conclusion. Since new hires were specifically not entitled

to such allowances, the Maintenance of Standards requirement is not absolute and

does not require these allowances to continue from one CBA term to the next. Even

if it did, MADA contends, it would apply only to those allowances in effect on the

date that the 2010 CBA was signed, which was April 16, 2010—and Luther Toyota

discontinued above-scale time allowances on April 15.

The arbitrator found it unambiguous that the parties intended for employees

receiving above-scale time allowancesin effect on April 15 to continue receiving the

same allowances during the 2010 CBA term. He also found, however, that

“contractual language in a bargaining agreement which might appear clear on its face

can become unclear when an effort is made to apply it in a real life situation.” 

Arbitration Award at 8. He credited MADA’s argument that the Maintenance of

Standards provision protected conditions in effect “at the time of signing of the

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agreement,” which took place on April 16, 2010; any conditions lawfully eliminated

on April 15 were not protected going into the new CBA term. Id. at 21. Since the

CBA language did not address the termination method, “the contract’s silence creates

a latent ambiguity.” Id. at 20. The arbitrator therefore had to look to the “parties’

bargaining history and day-to-day practices with respect to the [time allowances]” to

ascertain their intent. Id. at 21. 

Like the district court, we find that the arbitrator was “warranted” in

determining the CBA’s plain language to be “silent or ambiguous with respect to the

disputed issue—how the above-scale time allowances could be legitimately

terminated.” Garage Maint., Local No. 974 v. Greater Metro. Auto. Dealers Ass’n

of Minnesota, Inc., No. 11-02333, 2013 WL 500369, at *6 (D. Minn. Feb. 11, 2013). 

Both the Incentive Option and the Maintenance of Standards provisions show the

parties’ intent to keep incentive pay arrangements constant during a given CBA term. 

However, neither provision addresses how incentive pay may be changed: whether

a change must be mutually agreed upon for it to be valid and whether such a change

must be memorialized in a new CBA. The parties pointed to no specific CBA

provision that definitively indicates the Union’s and MADA’s intent regarding the

question before the arbitrator. 

Although the arbitrator found several facts from extrinsic evidence, we find

most relevant the testimony of MADA attorney Stephen Burton, whom the arbitrator

deemed to be credible. Burton described the negotiation practices of MADA and the

Union in 2006 and in 2010. See Arbitration Tr. at 158–65, 173–77. Burton stated

that in 2006, Union Secretary Thomas Tweet proposed a mechanism for terminating

above-scale time allowances that, unbeknownst to Burton, some dealerships were

already using: sending a letter to the Union “prior to contract expiration putting the

union on notice that it was the dealer’s intention to eliminate those above-scale time

allowances, and that going forward they would no longer exist.” Id. at 162:15–25. 

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On cross-examination, Tweet did not deny that he had approved such a method. Id.

at 67:23–68:12. Burton thought this procedure would be “an acceptable method of

handling the issue on a store-by-store basis which would not require it to be brought

up in negotiationsforevermore.” Id. at 163:17–19. Burton further testified that other

than the instant dispute, the Union had never objected to the use of that procedure at

the end of a contract term. Id. at 173:24–174:2. Finally, Burton described a

conversation with Tweet about the exact question at issue: what would happen if a

MADA member wanted to end above-scale time allowances going into the 2010CBA

term, given the repeated extensions of the 2006 CBA. Burton testified that when he

asked Tweet whether it would be permissible for dealerships to “terminate those

practices as of April 15[, 2010], even though the [2006] agreement was extended to

the 17th,” Tweet “had no problem with that whatsoever.” Id. at 177:22–25. 

In addition, the arbitrator cited examples, documented by letters presented at

the arbitration hearing, of other MADA members who had attempted to cease paying

above-scale time allowances. Arbitration Award at 7. Key Cadillac, for instance,

tried to do so by sending a letter to the Union dated March 12, 2009, prior to the end

of the 2006-2009 CBA term. Citing (among others) the CBA’s Maintenance of

Standards provision, Tweet wrote to Key Cadillac that because the 2006 CBA had

already been extended through April 15, 2010, Key’s letter “was not timely” and the

dealership therefore could not “implement a reduction of conditions.” In his letter,

Tweet did not contest Key’s ability to change incentive pay unilaterally or the

dealership’s method of communicating such a change. KeyCadillac later notified the

Union of its intent to “eliminate any above scale wage guarantees and incentive rates

[including] any time allowances that are in excess of the applicable manufacturer’s

flat rate manual” effective April 14, 2010, based on a letter to the Union dated April

5, 2010. The arbitrator found that “while Key Cadillac’s 2009 attempt to eliminate

allowances was met with opposition by the Union, Key’s subsequent 2010

elimination took place without complaint and in the manner described by Mr.

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Burton.” Arbitration Award at 23. Since “it is the arbitrator’s view of the facts . . .

that [the parties] have agreed to accept,” we may not consider challenges to those

facts in this context as we do when “reviewing decisions of lower courts.” Misco,

484 U.S. at 37–38.

With Burton’s unrebutted testimony and the letters documenting other

dealerships’ similar conduct to help interpret the parties’ past practice with respect

to the ambiguous CBA language at issue, we conclude that the arbitration award drew

its essence from the CBA. We therefore find no basis to vacate the arbitration award.

III. Conclusion

We affirm the district court’s order granting MADA’s motion to dismiss the

matter with prejudice.

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