Opinion ID: 790411
Heading Depth: 2
Heading Rank: 2

Heading: Appellant's Hybrid Section 301 Claim

Text: 27 Appellant also claims that USPS violated the collective bargaining agreement between it and NRLCA, and that NRLCA violated a duty of fair representation owed to him. Such a hybrid action really alleges that the process of collective bargaining has broken down. United Steelworkers v. Crown Cork & Seal Co., 32 F.3d 53, 58 (3d Cir.1994). This type of claim is subject to a six-month statute of limitations period. DelCostello, 462 U.S. at 172, 103 S.Ct. 2281. With regard to a section 301 claim, the limitations period commences when the claimant discovers, or in the exercise of reasonable diligence should have discovered, the acts constituting the alleged violation. Vadino v. A. Valey Engineers, 903 F.2d 253, 260 (3d Cir.1990). The limitations period for a fair representation claim begins to run when the plaintiff knows or reasonably should have known of the acts contributing to the union's wrong-doing in failing to adequately represent the member's interests. Miklavic v. USAir, Inc., 21 F.3d 551, 556 (3d Cir.1994). Because it is undisputed that Appellant did not file his hybrid claim within six months of his retirement, 10 Appellant has no choice but to argue that the limitations period should be tolled. 28 NRLCA urges us to adopt an approach where the statute of limitations period may be tolled if (1) the plaintiff is fraudulently induced to delay filing his suit, see Simmons v. Howard Univ., 157 F.3d 914, 917 (D.C.Cir.1998), or (2) in good faith, the plaintiff attempts to exhaust the applicable grievance procedures, see Lucas v. Mountain States Tel. & Tel., 909 F.2d 419, 421-22 (10th Cir.1990). We need not reach the question of tolling the statute of limitations period, however. In hybrid section 301 claims, a plaintiff must prove that the employer breached the collective bargaining agreement in order to prevail on the breach of duty of fair representation claim against the union and vice versa. Felice v. Sever, 985 F.2d 1221, 1226 (3d Cir.1993). The Supreme Court instructs that, where a collective bargaining agreement establishes a grievance procedure, an employee must at least attempt to exhaust such a process. Vaca v. Sipes, 386 U.S. 171, 185, 87 S.Ct. 903, 17 L.Ed.2d 842 (1967). An employer cannot be held liable for breach of a collective bargaining agreement unless it can be shown that the employee unsuccessfully sought relief through the union grievance procedure. Id. It is undisputed that Article 15 of the collective bargaining agreement between USPS and NRLCA establishes a grievance procedure. Therefore, the question before us is whether or not Appellant diligently attempted to utilize the established grievance process. 29 As the District Court noted, Appellant admitted that he did not file a grievance concerning his March 10, 1998, Notice of Intent to Terminate. Joint Appendix at 570. At most, Appellant claims to have initiated the Step 1 Grievance Procedure by contacting his union steward and requesting that she accompany him to discuss his grievance with his immediate supervisor. Nowhere does he argue that he declared any intent to grieve or that he signed a Joint Step 1 Grievance Form. 11 By the terms of the agreement, a grievance commences when an employee meets with his supervisor and declares that he has a grievance. From the record, it is apparent that Appellant and his union steward met with his supervisors on March 10, 1998, where he was given the choice of retiring so he would not lose his pension, or being terminated for his several safety violations. He chose the latter option, and chose not to pursue the grievance process further. As such, Appellant must argue that exhaustion of the grievance process was somehow excused. 30 Appellant notes that the Supreme Court has advanced at least three exceptions to the requirement of total exhaustion of grievance remedies under a collective bargaining agreement: (1) where the employer's conduct repudiates contractual remedies; (2) where use of grievance procedures would be futile; and (3) where the union breaches its duty by wrongfully refusing to process a grievance. Clayton v. Int'l Union, U.A.W., 451 U.S. 679, 689, 101 S.Ct. 2088, 68 L.Ed.2d 538 (1981); see also Vaca, 386 U.S. at 185, 87 S.Ct. 903. Appellant attempts to seek refuge in these exceptions. However, other than accusations substantiated with nothing more than conclusory allegations of fraud and collusion, he presents no evidence to establish that any one of these exceptions is applicable. To survive summary judgment, a party must present more than just bare assertions, conclusory allegations or suspicions to show the existence of a genuine issue. Celotex Corp., 477 U.S. at 325, 106 S.Ct. 2548. Appellant does not explain why his failure to press his grievance further (by having the Step 1 Grievance Form annotated) was caused by malfeasance on the part of USPS, nor does he supply evidence demonstrating that use of the grievance procedure would have been futile or that NRLCA acted against his interests. Therefore, we cannot excuse his failure to exhaust the grievance process before bringing his hybrid section 301 claim. 31 As it is undisputed that Appellant did not attempt to first resolve the dispute via the grievance process, he cannot sue USPS for any alleged breach of the collective bargaining agreement, and consequently cannot sue NRLCA for any alleged breach of the duty of fair representation. See Felice, 985 F.2d at 1226. Therefore, the District Court properly dismissed his hybrid section 301 claim in its entirety. 32 For these reasons, we affirm the decision of the District Court.