UNITED STATES DISTRICT COURT 

EASTERN DISTRICT OF MICHIGAN 

NORTHERN DIVISION 

JAMES BAKER, 

 Plaintiff, Case No. 14-cv-14035 

v. Honorable Thomas L. Ludington 

DEBBIE ROYCE, 

 Defendant. 

_______________________________________/ 

ORDER GRANTING DEFENDANT’S MOTION FOR SUMMARY JUDGMENT 

Plaintiff James Baker brought suit against Defendant Royce in Roscommon County 

Circuit Court on September 18, 2014. The complaint alleged the following three counts under 

Michigan common law: (1) that Royce slandered Baker by falsely accusing him of threatening to 

kill a coworker; (2) that Royce’s false accusations constituted intentional infliction of emotional 

distress; and (3) that Royce tortiously interfered with Baker’s employment contract with his 

employer by causing Lear to fire him. See Compl., ECF No. 1, Ex. 1. On October 10, 2014, 

Royce removed this action to federal court. ECF No. 1. On October 29, 2014, Baker filed a 

motion to remand, arguing that there was no subject matter jurisdiction. ECF No. 3. Royce 

answered and argued that removal was proper because Baker’s state law claims were preempted 

under § 301 of the Labor Management Relations Act (LMRA), 29 U.S.C. § 185. ECF No. 4. On 

January 1, 2015, this Court concluded that Baker’s state law claims were preempted by § 301 

and denied the motion to remand. ECF No. 10. 

 After the close of discovery, Defendant filed a motion for summary judgment. See ECF 

No. 39. For the reasons stated below, Defendant’s motion for summary judgment will be granted. 

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I. 

 James Baker was hired by Lear as an hourly worker at its Roscommon plant on May 19, 

2010. See Baker Dep. I at 9, ECF No. 39, Ex. 2. Debbie Royce has worked at Lear’s 

Roscommon plant since January 26, 1998. Royce Dep. at 5, ECF No. 39, Ex. 5. Royce has 

served at least two terms as a union steward, an elected position responsible for representing 

union employees during grievances with Lear. Baker Dep. I at 83–84. Hourly workers at 

Roscommon are represented by United Auto Workers (UAW) Local 1819. Baker Dep. II at 13, 

ECF No. 39, Ex. 4. Baker worked without incident until June of 2012, when Baker joined an 

apprentice program for machine repair and maintenance. See Letter to Purvis at 1, ECF No. 39, 

Ex. 11. The apprentice program involved working third-shift. Id. Soon after starting the program, 

Baker began having problems with his third-shift coworkers. Id. 

A. 

In July 2012, Baker received an invitation from third-shift supervisor Bob Reycraft to 

attend a meeting at Mr. Reycraft’s house for a business venture he was planning. Id. Baker 

attended but declined the business opportunity. Id. After the meeting, Baker decided that it was 

improper for a supervisor to ask a subordinate to participate in a private business venture. Id. 

Over the next twenty months, Baker submitted six complaints to Lear management. See

Kato Dep. at 91, ECF No. 39, Ex. 6. Besides asserting that the meeting at Mr. Reycraft’s house 

was improper, these complaints contained allegations of harassment, equipment sabotage, and 

retaliation by third shift coworkers. See ECF No. 39, Exs. 8, 9, 10, 13, 14. Specifically, Baker 

asserted that third shift employees had pointed lasers into his eyes while working, that company 

equipment was being used for personal repairs, that he was being blamed for equipment 

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problems he did not create, and that he was unfairly reported for “birddogging.”1 See Letter to 

Purvis 1. Around the same time, Baker’s sister was also having problems with third-shift 

employees. Royce Dep. at 15–16, ECF No. 39, Ex. 5. Baker believed that the mistreatment 

suffered by him and his sister was retribution from Mr. Reycraft for refusing to join his business 

venture. Id. at 13. 

In the face of this alleged mistreatment, Baker sent Rebecca Purvis, the plant’s general 

manager, a letter on December 28, 2013 outlining his concerns about the potential retaliation and 

sabotage. See Letter to Purvis 1. On January 31, 2014, Ms. Purvis responded in writing. Letter to 

Baker, ECF No. 31, Ex. 12. Ms. Purvis explained, in part, that the company had found no 

evidence of harassment or retaliation. Id. 

B.

On January 29, 2014, Baker reported another incident of sabotage. Baker Email, ECF No. 

39, Ex. 12. This time, Baker also spoke to Debbie Royce about his concerns. Baker Dep. II at 

49–50. At the time, Debbie Royce was a union steward, an elected position responsible for 

representing union members during disputes with the company. Baker Dep. I at 24. 

On Saturday March 1, 2014, Baker approached Royce in the cafeteria with an envelope 

he wanted Royce to give to Bill Martin, the president of the union, outlining his concerns with 

ongoing workplace conditions. Baker Dep. II at 49. At that moment, Royce was talking with 

Deborah White about scheduling a meeting to discuss employee complaints about Rebecca 

Baker, Plaintiff’s sister. Royce Dep. at 15. 

According to Royce, after Baker handed her the package, he began loudly objecting to 

the complaints lodged against his sister. Id. at 15–16. Royce then walked over to the cooler, and 

Baker followed while continuing to discuss his sister. Id. at 16. Royce told Baker that she was 

 

1

 “Birddogging” means paying unnecessary attention to someone. Kato Dep. 99, ECF No. 32, Ex 5. 

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unable to discuss his sister’s case with him. Id. According to Royce, Baker then followed her out 

of the lunchroom and towards her position on the line. Id. Baker was allegedly shouting that Mr. 

Reycraft was responsible for the complaints lodged against his sister. Id. at 17. Baker then 

allegedly told Royce that if anything happened to his sister, he would kill Mr. Reycraft. Id.

Royce told him that she did not want to hear anything more. Id. Baker then allegedly repeated his 

threat twice and indicated that something might happen to Royce as well. Id.

According to Baker, he gave Royce a packet of documents at around 6:35 a.m. Baker 

Dep. II at 54. He denies saying anything to Royce about the complaints lodged against his sister. 

Id. Baker also denies threatening to harm Mr. Reycraft. Id. at 55. He further denies talking to 

Royce on the floor about anything that day. Id. at 55–56. 

There were no witnesses who heard the alleged threat. See Kato Dep. at 8. However, 

there are several witnesses who attest that Baker belligerently confronted Royce on the morning 

in question. See Aff. Karmen Cornell, ECF No. 39, Ex. 14; Aff. Peggy Silk, ECF No. 39, Ex. 15; 

Aff. Sid Fuller, ECF No. 39, Ex. 16. 

Royce reported to Joel Kato, the human resources manager for the plant, that Baker had 

threatened to kill Mr. Reycraft. Kato Dep. at 6. On Wednesday March 5, 2014, Mr. Kato met 

with Baker to discuss the allegation. Deb Royce and Deborah White were also present at the 

meeting. Baker Dep. II at 58. Baker denied making the threat. Id. at 59. Mr. Kato suspended 

Baker pending investigation of the allegation. Kato Dep. at 8. Baker was suspended until May 6, 

2014, during which time he completed approximately six counseling sessions with Lear’s 

employee assistance program provider. Baker Dep. I at 65; Kato Dep. at 9–10. 

Mr. Kato investigated the alleged threat by asking Royce to submit a written statement. 

Kato Dep. at 8. He also asked Royce if there were any witnesses. Id. Because there were not, Mr. 

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Kato did not interview anyone besides Royce, Baker, and Ms. White. Id. at 16. Although the 

counseling provider ultimately determined that Baker did not have any violent propensities, MR. 

Kato believed that Royce’s report was credible. Id. at 10–13. 

On May 6, 2014, Baker met with Joel Kato and Adam Jelenic, another human resources 

employee at Lear. Baker Dep. II at 68. Kevin Molner was also present and acting as Baker’s 

union representation. Id. at 68. At the meeting, Mr. Kato informed Baker that he had violated 

two plant rules and would be discharged. See Disciplinary Rep. ECF No. 39, Ex. 19. 

Specifically, Mr. Kato found that Baker violated Rule A6, which prohibits threatening plant 

employees, and Rule B2, which prohibits distracting others or causing confusion by unnecessary 

shouting. Id. 

C. 

The Collective Bargaining Agreement (CBA) between Lear and UAW Local 1819 at the 

Roscommon plant during the dates in question authorized Lear to discharge employees for 

“proper cause.” CBA at 3, ECF No. 39, Ex. 1. The CBA also included a list of company rules 

and regulations for the Roscommon plant. Id. at 56. Violation of rules in List “A” were grounds 

for immediate discharge. Id. Rule A6 prohibits “[t]hreatening, intimidating, coercing, or 

interfereing with employers or Supervision at any time.” Id. at 57. Repeated violation of rules in 

List “B” could result in written warnings, suspension, or even discharge. Id. Rule B2 prohibits 

“[d]istracting the attention of others, or causing confusion by unnecessary shouting, catcalls, or 

demonstration in the plant.” Id. at 58. Rule B15c provides that: “Each condition observed by an 

employee that could result in an injury or property damage must be reported to his or her 

supervisor.” Id. 

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Importantly, the CBA for the Roscommon plant also provided that union members who 

believe the company has violated the CBA can file a grievance. See Collective Bargaining 

Agreement, ECF No. 39, Ex. 1, at 5–6. Grievances proceed in five steps. In the first step, the 

employee verbally presents their grievance to their supervisor. Id. If the grievance is not 

resolved, the issue is reduced to writing and submitted to the department manager. Id. Under step 

two, the department manager will review the claim and answer the grievance. Id. If not settled at 

step two, the grievance can be appealed to the Shop Committee. Id. Under step three, that 

committee will consider the claim at its next meeting. Id. If still unresolved, a representative 

from UAW International may initiate step four by appealing to Lear’s director of labor relations. 

Id. If the grievance is still unresolved after step four, UAW International can appeal to 

arbitration. Id. 

Instead of appealing to arbitration, UAW sometimes attempts to resolve grievances 

through mediation. Ebenhoeh Dep. at 41–42, ECF No. 39, Ex. 20. UAW prefers mediation to 

arbitration because it is more economical. Id. at 42. 

D. 

Immediately after his discharge, Baker and his union representative, Mr. Molner, decided 

to file a grievance pursuant to the CBA procedures. Mr. Molner represented Baker through the 

first three grievance stages, which Lear denied. Baker Dep. I at 76. 

At stage four, Matt Ebenhoeh, a UAW International employee responsible for defending 

union members in stage four and five grievances, took over representation of Baker. Id. 

Immediately upon beginning his representation of Baker, Mr. Ebenhoeh requested all of Local 

1819’s investigative notes on the grievance. Ebenhoeh Dep. at 27. After reviewing those 

documents, Mr. Ebenhoeh arranged a meeting with Baker. Baker Dep. I at 78. At that meeting, 

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Mr. Ebenhoeh heard Baker’s account of the dispute and discussed the grievance documents with 

Baker. Ebenhoeh Dep. at 33. Mr. Ebenhoeh was unable to find any corroborating witnesses for 

either Baker’s or Royce’s account. Id. at 29. 

Mr. Ebenheoh then advocated for Baker at the stage four hearing before the bargaining 

committee. Id. at 36. After the hearing, the committee offered to reinstate Baker with back pay 

and move him to second shift if Baker apologized. Id. at 41. Baker refused the offer. Id. 

At this point, Mr. Ebenhoeh had only two options for continuing the grievance: mediation 

or arbitration. Mr. Ebenhoeh asked Baker if he was willing to use mediation to try and resolve 

the grievance. Id. Baker agreed. Id. The mediator chosen was Larry Sedrowski, who Mr. 

Ebenhoeh believed to be union-friendly and trustworthy. Id. at 42. Prior to mediation, Lear asked 

if Baker would be willing to accept the mediator’s decision as binding. Id. at 44. 

The parties dispute whether Baker agreed that the mediation would be binding. 

According to Baker, he did not know the company agreed to be bound by the mediator’s decision 

and he did not agree to be bound himself. Baker Dep. I at 87. According to Mr. Ebenhoeh, Baker 

was asked on three separate occasions before the mediator rendered his decision if he would 

accept it as binding. Ebenhoeh Dep. at 44. In each instance, Baker agreed. Id. Once both sides 

presented their cases, the mediator denied Baker’s grievance. Id. at 47. 

II. 

Defendant has now moved for summary judgment. A motion for summary judgment 

should be granted if the “movant shows that there is no genuine dispute as to any material fact 

and the movant is entitled to judgment as a matter of law.” Fed. R. Civ. P. 56(a). The moving 

party has the initial burden of identifying where to look in the record for evidence “which it 

believes demonstrate the absence of a genuine issue of material fact.” Celotex Corp. v. Catrett, 

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477 U.S. 317, 323 (1986). The burden then shifts to the opposing party who must set out 

specific facts showing “a genuine issue for trial.” Anderson v. Liberty Lobby, Inc., 477 U.S. 242, 

250 (1986) (citation omitted). The Court must view the evidence and draw all reasonable 

inferences in favor of the non-movant and determine “whether the evidence presents a sufficient 

disagreement to require submission to a jury or whether it is so one-sided that one party must 

prevail as a matter of law.” Id. at 251-52. 

III. 

Plaintiff voluntarily consents to the dismissal with prejudice of Count II, alleging 

Intentional Infliction of Emotional Distress, and Count III, alleging Tortious Interference with 

Contractual Relations. See Pl. Resp. Mot. Summ. J. at 7, ECF No. 44. Accordingly, the only 

issue is whether Defendant’s motion for summary judgment as to Count I, alleging Defamation, 

should be granted. Baker’s state law defamation claim is preempted by § 301, but Baker is 

seeking money damages from an individual union member, which is not permitted by § 301. 

Further, Baker has not pleaded facts satisfying the elements of a § 301 claim. For these reasons, 

Royce’s motion for summary judgment will be granted. 

A. 

 As already noted, this Court ruled on January 1, 2015 that Baker’s state law claims were 

completely preempted by § 301 of the LMRA. See ECF No. 10. As that opinion explained, 

Certain areas of law are so intrinsically federal in nature that they are deemed to 

have completely preempted all other state laws and regulations on that subject. 

Sullivan v. Am. Airlines, Inc., 424 F.3d 267, 272 (2d Cir. 2005) (“Under the 

complete-preemption doctrine, certain federal statutes are construed to have such 

‘extraordinary’ preemptive force that state-law claims coming within the scope of 

the federal statute are transformed, for jurisdictional purposes, into federal 

claims—i.e., completely preempted.”). Any case that calls for adjudication of a 

parties’ rights, duties, or obligations in one of these areas always presents a 

federal question. Id. “The Supreme Court has only found three statutes to have the 

requisite extraordinary preemptive force to support complete preemption[.]” Id.

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Section 301 of the Labor Management Relations Act has created one of these 

areas. Avco Corp. v. Aero Lodge No. 735, Int’l Ass’n of Machinists & Aerospace 

Workers, 390 U.S. 557, 558–563 (1968). 

The Sixth Circuit has developed a two part test for determining whether § 301 

preemption applies to a dispute. DeCoe v. Gen. Motors Corp., 32 F.3d 212, 216 

(6th Cir. 1994). “First, the district court must examine whether proof of the state 

law claim requires interpretation of collective bargaining agreement terms.” Id.

When making this determination “the court is not bound by the ‘well-pleaded 

complaint’ rule[.]” Id. Rather, the court must “look[] to the essence of the 

plaintiff’s claim, . . . to determine whether the plaintiff is attempting to disguise 

what is essentially a contract claim as a tort.” Id. If the essence of a plaintiff’s 

claim is contractual in nature, the claim is dependent on the CBA and presents a 

federal question. Id. Relatedly, if “evaluation of the tort claim is inextricably 

intertwined with consideration of the terms of the labor contract” the claim is 

preempted. Allis-Chalmers Corp. v. Lueck, 471 U.S. 202, 213 (1985). In the 

second step of the inquiry, “the court must ascertain whether the right claimed by 

the plaintiff is created by the collective bargaining agreement or by state law.” Id.

Similarly, if the right claimed arises out of the CBA then a federal question is 

presented. 

Id.at 3–4. 

The opinion concluded that Baker’s defamation claim could succeed only if Royce’s 

statement was not privileged. Id. at 6–7. Because Royce arguably had a duty under the CBA to 

report the threat to her supervisor, and thus Royce could have had a reasonable belief that her 

statement was privileged, Baker’s defamation claim could not be decided without interpreting 

the terms of the CBA. Id. at 7–8. Accordingly, Baker’s defamation claim is preempted by § 301.2

Id. at 8. When a state law claim is preempted by § 301, the “claim must either be treated as a § 

301 claim or dismissed as pre-empted by federal labor-contract law.” Allis-Chalmers Corp., 471 

U.S. at 220 (citation omitted). 

B.

 

2

 Baker cites Linn v. United Plant Guard Workers of Am., 383 U.S. 53, 61–62 (1966), for the proposition that state 

law claims for defamation are not preempted by the LMRA. But, as discussed in this Court’s January 1, 2015, 

ruling, state law defamation claims are preempted by § 301 if the plaintiff cannot show the statement was 

unprivileged without interpreting the CBA. See DeCoe, 32 F.3d at 217. Linn is inapplicable because proving 

defamation in that case was not dependent on an interpretation of the CBA. 

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Before bringing suit under § 301, an employee must attempt to exhaust internal union 

remedies. Clayton v. Int'l Union, 451 U.S. 679, 681 (1981). Royce argues that Baker failed to 

exhaust all grievance procedures before bringing suit and that the suit should consequently be 

dismissed. 

Here, Baker exhausted all remedies. He asserted his grievance through the first four 

stages provided by the CBA. Although Baker agreed to attempt mediation, he did so at the 

request of his union representative. The parties dispute whether the mediation was binding, but 

there is no dispute that the decision whether to bring the grievance to arbitration was solely in the 

hands of the UAW. Ebenhoeh Dep. at 42–44. See also Vaca v. Sipes, 386 U.S. 171, 193–94 

(1967). Thus, Baker was unable to control whether the grievance would proceed to arbitration, 

and the fact that the grievance ended in mediation rather than arbitration does not mean Baker 

failed to exhaust his administrative remedies. On the contrary, Baker made clear that he wanted 

to arbitrate his grievance and filed this suit only after it was clear that arbitration would not 

happen. See Ebenhoeh Letter, ECF No. 39, Ex. 31. Baker made a reasonable attempt to exhaust 

his internal union remedies. 

C. 

Royce next argues that Baker’s suit should be dismissed because § 301 actions do not 

permit recovery of economic damages against individual union members. If a union breach of 

contract is alleged, the fact that the plaintiff is suing the union’s agents instead of the union itself 

does not take the action outside the scope of § 301. Atkinson v. Sinclair Ref. Co., 370 U.S. 238, 

247 (1962). In Atkinson, the Supreme Court held that § 301 does not authorize an action for 

damages against individual union officers even if the union is liable for violating a no-strike 

clause in the CBA. Id. at 249. In Complete Auto Transit, Inc. v. Reis, the Supreme Court further 

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held that “§ 301(a) does not sanction damages actions against individual employees for violating 

the no-strike provision of the collective-bargaining agreement, whether or not their union 

participated in or authorized the strike.” 451 U.S. 401, 417 (1981). With “monotonous 

regularity,” the federal courts of appeals have extended Atkinson “to foreclose state-law claims, 

however inventively cloaked, against individuals acting as union representatives within the ambit 

of the collective bargaining process.” Montplaisir v. Leighton, 875 F.2d 1, 4 (1st Cir. 1989) 

(citing Peterson v. Kennedy, 771 F.2d 1244, 1256-57 (9th Cir.1985), cert. denied, 475 U.S. 1122 

(1986); Universal Communications Corp. v. Burns, 449 F.2d 691, 693-94 (5th Cir.1971) (per 

curiam); Suwanchai v. Int'l Bhd. of Electrical Workers, 528 F.Supp. 851, 861-62 (D.N.H.1981)). 

See also Evangelista v. Inlandboatmen's Union of Pac., 777 F.2d 1390, 1400 (9th Cir. 1985) 

(“[T] he protection of section 301(b) extends to state tort claims against union officials and 

members brought in conjunction with a section 301 breach of duty claim against a union.”). Even 

where the union member is acting solely in his or her personal capacity, the union member 

cannot be sued for money damages under § 301. See United Steelworkers of Am. v. Lorain, 616 

F.2d 919, 924 (6th Cir. 1980). 

Here, Baker is seeking monetary damages against Royce. As already mentioned, Baker’s 

suit must be construed as a § 301 suit because his claim requires interpretation of the CBA. 

Under Atkinson, union officials are protected from “state-law claims, however inventively 

cloaked,” seeking money damages. Montplaisir, 875 F.2d at 4. See also Atkinson, 370 U.S. at 

249. Accordingly, Baker’s claim for damages against Royce is unauthorized by § 301, and 

Baker’s suit against Royce will be dismissed for failure to state a claim. 

D. 

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Finally, Royce argues that Baker’s claim should be dismissed because there was no 

violation of § 301. To recover through a § 301 action, the employee must demonstrate both that 

the employer breached the collective bargaining agreement and that the union breached the duty 

of fair representation. Black v. Ryder/P.I.E. Nationwide, Inc., 15 F.3d 573, 583 (6th Cir. 1994). 

Because the two claims are “‘inextricably interdependent,’” the employee cannot recover against 

either party unless the employee makes both showings. Id. at 583–84 (quoting DelCostello v. 

Int'l Bhd. of Teamsters, 462 U.S. 151, 164 (1983)). 

Baker has failed to even allege that Lear violated the CBA in discharging him or that 

UAW breached its duty of fair representation during the grievance process. Thus, even if a suit 

for money damages could be brought against Royce, Baker’s claim would be dismissed for 

failure to demonstrate evidence which constitutes a genuine issue of material fact. 

IV. 

Accordingly, it is ORDERED that Defendant’s motion for summary judgment, ECF No. 

39, is GRANTED. 

It is further ORDERED that Counts 1, 2, and 3 of Plaintiff Baker’s complaint, ECF 

No. 1, are DISMISSED with prejudice. 

Dated: August 26, 2016 s/Thomas L. Ludington 

 THOMAS L. LUDINGTON 

 United States District Judge 

 

PROOF OF SERVICE 

The undersigned certifies that a copy of the foregoing order was served 

upon each attorney or party of record herein by electronic means or first 

class U.S. mail on August 26, 2016. 

 s/Michael A. Sian 

 MICHAEL A. SIAN, Case Manager 

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