Opinion ID: 1127593
Heading Depth: 3
Heading Rank: 2

Heading: Computation of Back Pay

Text: NSB contends that the superior court erred in estimating the number of hours Barraza would have worked between her dismissal and the hearing. This determination is a factual one. This court will set aside the superior court's findings of fact only if they are clearly erroneous and leave[] this court with `a definite and firm conviction on the entire record that a mistake has been made.' Klosterman v. Hickel Inv. Co., 821 P.2d 118, 121-22 (Alaska 1991) (quoting Parker v. Northern Mixing Co., 756 P.2d 881, 891 n. 23 (Alaska 1988)). During the final six months of her employment, Barraza took a substantial amount of leave due to elective surgery and the corresponding recovery. [6] However, during her first year of employment with NSB she worked an average of 72.6 out of 75 available hours per pay period. NSB argues that the superior court should have used Barraza's average time per pay period for the final six months of her employment to calculate the back pay. Instead, the superior court credited Barraza as though she would have worked full-time. NSB fails to cite persuasive authority in arguing that the final six months of Barraza's employment provide an appropriate measure for the back wage calculation. NSB offers no support for the arbitrary six month period it claims should be utilized. Instead, NSB provides reference to authority that states the general proposition that damages should seek to compensate the claimant for what was lost. See, e.g., Restatement (Second) of Contracts § 344 (1971). The superior court's holding indicates that it did consider Barraza's frequent absences during her final six months of employment. Nevertheless, the superior court concluded that Barraza was entitled to back pay as though she worked a normal schedule ( i.e., one without significant absences) during the relevant period. In computing Barraza's back wages, the superior court apparently concluded that the extensive absences during Barraza's last six months of employment were not indicative of her attendance record. The superior court's determination is reasonable. NSB offers no evidence that Barraza's extensive absences during the last six months of her employment would have continued into the following months. The inordinate absences were due to surgery and recovery. In fact, Barraza's leave hours dropped significantly in the final month of her employment, indicating that her weakened condition was greatly improving. Therefore, the superior court's finding regarding the hours Barraza would have worked was not clearly erroneous. See Klosterman, 821 P.2d at 121-22.