Opinion ID: 78803
Heading Depth: 3
Heading Rank: 3

Heading: waivers signed

Text: When Appellants initially applied for paramedic positions with HVA, they were each required to fill out an employment application. The last page of the application contained a section preceded by the phrase, “PLEASE READ THE FOLLOWING BEFORE SIGNING.”3 The section contained, among other things, notice of an internal grievance procedure for employmentrelated disputes, and a six-month limitations period for any employment-related claims. The internal grievance procedure provision provided: Any dispute arising out of or in connection with any aspect of my employment by the Company, or termination thereof, including by way of example but not limitation, disputes concerning alleged civil rights violations, breach of contract or tort, shall be exclusively subject to review by the Grievance Review Board. Any decision of the Review Board shall be binding to both parties, and enforceable in circuit court. Additionally, the statute of limitations provision provided: I further recognize that if employed by the Company, I agree, in partial consideration for my employment, that I shall not commence any action or other legal proceeding relating to my employment or termination thereof more than six months after the termination of my employment and agree to waive any statute of limitations to the contrary. 3 The text on the application was in bold and all capital letters. 4 No. 09-1812 Alonso v. Huron Valley Ambulance, Inc. Each Appellant signed and dated the application, placing a signature under a paragraph acknowledging that he or she had “read the above statements” and understood them. Once Appellants were hired by HVA, they were given HVA’s Operations Policies and Procedures Manual (“the Manual”). The Manual described HVA’s four-step grievance policy, and stated under “Step 4” that “The Board’s decision will be final and binding on all parties.” Alonso, 2009 WL 1469641, at . The Manual also advises employees “to see ‘Grievance Review Board Procedures – Administrative Policy No. 415.’” Administrative Policy No. 415 (“the Policy”), in turn, states: The Grievance Review Board’s decision will be final and binding on both the employee and the company. This policy is designed to ensure a consistent procedure for the operation of the Grievance Review Board. As the final step of any employee grievance relating to any issue of promotion, demotion, discipline, layoff, recall, termination and/or constructive termination from employment, an aggrieved employee may request a hearing before a Grievance Review Board. Such a hearing before a Grievance Review Board will be the exclusive remedy available to an aggrieved employee, whenever the employee’s grievance relates in any way to such topics. This procedure shall apply to disputes involving any and all legal claims or theories, including but not limited to claims for defamation, wrongful discharge, breach of contract, negligence, and other tort actions; whistle blower retaliation; or discrimination, harassment and/or retaliation on account of age, sex, sexual orientation, race, color, religion, marital status, handicap, height, weight, national origin or any other classification protected by law. Upon receiving a copy of the Manual, Appellants acknowledged such receipt by signing underneath a paragraph reading: I, the undersigned, have received a revised copy of the Operations Policies and Procedures Manual for Huron Valley Ambulance, Inc., and understand that I am responsible for adhering to these Policies and Procedures. I also understand that I am responsible for keeping this manual updated as revisions and/or additions are made. 5 No. 09-1812 Alonso v. Huron Valley Ambulance, Inc. Alan Alonso signed this acknowledgment on August 16, 2005, and Kimberly Alonso signed it on August 15, 2005.