Court Opinion

ID: 9396238
Source: CourtListenerOpinion
Date Created: 2023-05-19 21:03:00.189704+00
Date Added: 2024-06-11T17:19:15.420458
License: Public Domain

Rel: May 19, 2023

Notice: This opinion is subject to formal revision before publication in the advance sheets of Southern
Reporter. Readers are requested to notify the Reporter of Decisions, Alabama Appellate Courts,
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         SUPREME COURT OF ALABAMA
                             OCTOBER TERM, 2022-2023

                                _________________________

                                      SC-2022-0706
                                _________________________

                           Women's Care Specialists, P.C.

                                                  v.

                                   Dr. Margot G. Potter

                      Appeal from Jefferson Circuit Court
                                (CV-21-903797)

                                _________________________

                                      SC-2022-0707
                                _________________________

Dr. Karla Kennedy, Dr. Elizabeth Barron, and Beth Ann Dorsett
SC-2022-0706 and SC-2022-0707

                                    v.

                         Dr. Margot G. Potter

                 Appeal from Jefferson Circuit Court
                           (CV-21-903798)

COOK, Justice.

     These consolidated appeals arise out of an employment dispute

between Dr. Margot G. Potter and her former employer, Women's Care

Specialists, P.C. ("Women's Care"), and out of a dispute between Potter

and three Women's Care employees -- Dr. Karla Kennedy, Dr. Elizabeth

Barron, and Beth Ann Dorsett ("the WC employees").

     In case no. CV-21-903797, Potter alleged claims of defamation,

tortious interference with a business relationship, and breach of contract

against Women's Care. In case no. CV-21-903798, Potter alleged claims

of defamation and tortious interference with a business relationship

against the WC employees.

     After the cases were consolidated by the Jefferson Circuit Court,

Women's Care and the WC employees filed motions to compel arbitration

on the basis that Potter's claims were within the scope of the arbitration

provision in Potter's employment agreement with Women's Care and that

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SC-2022-0706 and SC-2022-0707

the arbitration provision governed their disputes even though Potter was

no longer a Women's Care employee. In short, the arguments concerned

whether Potter's claims are within the scope of the arbitration provision,

whether the arbitration provision continued to apply after the

"termination" of her employment, and when that termination occurred.

The trial court entered an order denying those motions. Women's Care

(appeal no. SC-2022-0706) and the WC employees (appeal no. SC-2022-

0707) separately appealed; this Court consolidated the appeals.

     For the reasons stated below, in appeal no. SC-2022-0706, we

reverse the trial court's order denying Women's Care's motion to compel

arbitration. In appeal no. SC-2022-0707, we reverse the trial court's order

denying the WC employees' motion to compel arbitration.

                      Facts and Procedural History

     On December 10, 2015, Potter, an obstetrician and gynecologist,

entered into an employment agreement with Women's Care, which

operates a medical clinic in Birmingham that specializes in obstetrics and

gynecological services. Three years later, the employment agreement was

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SC-2022-0706 and SC-2022-0707

amended. 1

     In that amended employment agreement, Women's Care and Potter

agreed to the following regarding termination of her employment:

     "12. Termination. [Potter's] employment shall be terminated
     upon the happening of any of the following events:

             "12.1 Notwithstanding any of the provisions of this
             Agreement, upon at least ninety (90) days' prior
             written notice served by either [Women's Care] or
             [Potter] upon the other, in which event [Women's
             Care] shall have the right at any time during the
             ninety (90) day notice period to terminate
             [Potter's] services, provided that [Women's Care]
             shall continue to pay [Potter] her normal
             compensation pursuant to this Agreement … for
             the remainder of the notice period …."

(Bold typeface in original; emphasis added.) Section 13.1 of the amended

employment agreement further defined "termination of employment" as

     "any termination of employment pursuant to Section 12 of this
     Agreement or, if and only so long as applicable, any other
     termination or deemed termination of employment with
     [Women's Care], … including any situation where the facts
     and circumstances indicate that [Women's Care] and [Potter]
     reasonably anticipated that no further services would be
     performed after a certain date …."

(Emphasis added.)

     1We note that Kennedy, the president of Women's Care, and
Barron, a physician with Women's Care, signed the amended
employment agreement on Women's Care's behalf.
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SC-2022-0706 and SC-2022-0707

     Next, in Section 22.2 of the amended employment agreement,

Women's Care and Potter agreed to resolve "any and all disputes related

in any manner whatsoever to [Potter]'s employment" by arbitration.

Specifically, they agreed

     "to resolve any and all disputes related in any manner
     whatsoever to [Potter]'s employment with [Women's Care] by
     binding arbitration. [Women's Care] and [Potter] further
     agree to select the American Health Lawyers Association …
     to arbitrate the dispute. … Disputes relating to employment
     include, but are not limited to, … claims based upon tort or
     contract laws or any other federal or state law affecting
     employment in any manner whatsoever."

(Emphasis added.) Section 22.4 of the amended employment agreement

provided the sole exception to this arbitration provision for "suits brought

on behalf of [Women's Care] or [Potter] seeking a temporary restraining

order, preliminary injunction and/or permanent injunction ('injunctive

relief')." No other exceptions to the arbitration provision were made for

any other forms of liability between the parties. In fact, in Section 17 of

the amended employment agreement, Women's Care and Potter agreed

that the termination of the agreement -- whether through the

termination of Potter's employment or otherwise -- "shall not affect any

liability or any other obligation of either party to the other which may

have accrued prior to such termination."
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SC-2022-0706 and SC-2022-0707

      On September 23, 2021, Women's Care gave Potter a "notice of

termination" that stated:

     "Pursuant to Section 12.1 of the Employment Agreement
     between you and [Women's Care] dated December 10, 2015,
     as amended (the 'Employment Agreement'), notice is hereby
     served that your employment with WCS is being terminated.
     In accordance with Section 12.1 of the Employment
     Agreement, you are entitled to ninety (90) days' notice of
     termination. Therefore, your employment with [Women's
     Care] will terminate effective December 22, 2021. As we have
     advised you, [Women's Care] has exercised its right under the
     Employment Agreement to pay your normal compensation
     during the 90-day notice period and require you to cease
     performing services and vacate the premises immediately."

(Emphasis added.) Potter ceased performing services on behalf of

Women's Care that same day.

     Over the next couple of months, per the terms of Section 12.1 of the

amended employment agreement, Women's Care paid Potter her normal

compensation and apparently intended to do so until December 22, 2021,

at which point the 90-day notice period would be over, thereby officially

marking the end of Potter's employment with Women's Care.

     According to Potter, after she received her termination letter and

ceased performing services on behalf of Women's Care, the WC employees

and others began making remarks to her former patients that, she

alleges, were an attempt to "take over [her] practice." Those remarks
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SC-2022-0706 and SC-2022-0707

included statements such as:

        • Potter "is staying at home with her husband and
          children."

        • "We don't know where [Potter] is."

        • Potter "has relocated to Florida."

        • Potter has "been arrested."

        • Potter has "retired and [is] not practicing medicine."

She also alleged that Women's Care and the WC employees tried to

prevent her patients from finding out if she was still practicing so that

they could continue their medical care with her.

     On November 22, 2021, Potter began working for another medical

practice in Birmingham. At that point, Women's Care ceased paying

Potter her "normal compensation" as required under Section 12.1 of the

amended employment agreement.

     A month later, Potter commenced two separate actions -- one

against Women's Care in which she alleged claims of tortious

interference with a business relationship, defamation, and breach of

contract and another against the WC employees in which she alleged

claims of tortious interference with a business relationship and

defamation. As stated previously, those actions were eventually
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SC-2022-0706 and SC-2022-0707

consolidated.

     In response, Women's Care and the WC employees filed motions to

compel arbitration. In its motion, Women's Care argued that, because

Potter's claims against it related to her employment with Women's Care

and because they had agreed in the amended employment agreement to

resolve "any and all disputes related in any manner whatsoever to"

Potter's employment with Women's Care through arbitration, those

claims were subject to arbitration. In support of its motion, Women's Care

attached, among other things, copies of the amended employment

agreement and Potter's termination letter.

     In their motion to compel arbitration, the WC employees raised

many of the same arguments that Women's Care made in its motion.

They also attached the same exhibits in support of their motion.

     In her response to the motions, Potter acknowledged that her

breach-of-contract claim against Women's Care was subject t o

arbitration but disputed that her tort claims against all the defendants

were subject to arbitration. According to Potter, contrary to the

contentions of Women's Care and the WC employees, her employment

with Women's Care terminated on September 23, 2021 -- the day she

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SC-2022-0706 and SC-2022-0707

received her termination letter -- and not on November 22, 2021. Because

her tort claims were based on incidents that, she said, occurred after her

employment with Women's Care came to an end, they did not "relate in

any way whatsoever" to her employment with Women's Care and, thus,

were not governed by the arbitration provision in the amended

employment agreement.

     Following additional filings, the trial court entered an order

denying the motions to compel arbitration on June 22, 2022. In appeal

no. SC-2022-0706, Women's Care challenges the trial court's denial of its

motion to compel arbitration. In appeal no. SC-2022-0707, the WC

employees challenge the trial court's denial of their motion to compel

arbitration.

                           Standard of Review

     This Court has stated:

                 " ' " 'This Court reviews de novo the denial of
           a motion to compel arbitration. Parkway Dodge,
           Inc. v. Yarbrough, 779 So. 2d 1205 (Ala. 2000). A
           motion to compel arbitration is analogous to a
           motion for a summary judgment. TranSouth Fin.
           Corp. v. Bell, 739 So. 2d 1110, 1114 (Ala. 1999).
           The party seeking to compel arbitration has the
           burden of proving the existence of a contract
           calling for arbitration and proving that the
           c ontract evidences a transaction affecting
                                    9
SC-2022-0706 and SC-2022-0707

           interstate commerce. Id. "[A]fter a motion to
           compel arbitration has been made and supported,
           the burden is on the non-movant to present
           evidence that the supposed arbitration agreement
           is not valid or does not apply to the dispute in
           question." Jim Burke Automotive, Inc. v. Beavers,
           674 So. 2d 1260, 1265 n.1 (Ala. 1995) (opinion on
           application for rehearing).' " '

     "Hoover Gen. Contractors-Homewood, Inc. v. Key, 201 So. 3d
     550, 552 (Ala. 2016) (quoting Elizabeth Homes, L.L.C. v.
     Gantt, 882 So. 2d 313, 315 (Ala. 2003), quoting in turn
     Fleetwood Enters., Inc. v. Bruno, 784 So. 2d 277, 280 (Ala.
     2000))."

Performance Builders, LLC v. Lopas, 341 So. 3d 1084, 1088-89 (Ala.

2021).

                               Discussion

     On appeal, Women's Care and the WC employees contend that the

trial court erred in denying their motions to compel arbitration because,

they say, the arbitration provision in the amended employment

agreement is broad enough to apply to all of Potter's claims against them,

which, they say, involve disputes related to Potter's employment with

Women's Care. Potter contends, however, that only her breach-of-

contract claim against Women's Care is subject to arbitration and that

her tort claims against Women's Care and the WC employees are not

subject to arbitration because, she says, they arose after her employment
                                   10
SC-2022-0706 and SC-2022-0707

with Women's Care ended.

     Our analysis of whether -- and to what degree -- an arbitration

agreement is enforceable as to certain alleged claims begins with

determining whether each party met its initial evidentiary burden. As

stated above, the party moving for arbitration has the burden of proving

the existence of an agreement to arbitrate and the existence of a contract

or transaction affecting interstate commerce. Performance Builders, 341

So. 3d at 1088-89. None of the parties dispute that the amended

employment agreement executed by Women's Care and Potter contained

an arbitration provision. They also do not dispute that the amended

employment agreement at issue in this case affects interstate commerce.

Accordingly, the burden then shifted to Potter -- the party opposing

arbitration -- to present " 'evidence tending to show that the arbitration

agreement … does not apply to the dispute in question.' " STV One

Nineteen Senior Living, LLC v. Boyd, 258 So. 3d 322, 324 (Ala. 2018)

(quoting Alabama Title Loans, Inc. v. White, 80 So. 3d 887, 891 (Ala.

2011)).

                  A. Potter's Breach-of-Contract Claim

     As to her breach-of-contract claim against Women's Care, we note

                                   11
SC-2022-0706 and SC-2022-0707

that it is undisputed that, under Section 12.1 of the amended

employment agreement, Potter and Women's Care agreed that, upon

termination of Potter's employment, Women's Care would continue to

pay Potter her "normal compensation" for the duration of the 90-day

notice period. The record indicates that, in her complaint, Potter alleged

that Women's Care breached that provision of the amended employment

agreement by not paying her the requisite compensation.

     In both her opposition to the motions to compel arbitration below

and in her brief on appeal, Potter has conceded that these allegations

relate to her employment with Women's Care and that, therefore, her

breach-of-contract claim is subject to the arbitration provision in the

amended employment agreement. Indeed, our review of the record

reveals no reason why Potter and Women's Care could not be compelled

to arbitrate that claim. Accordingly, we conclude that the trial court erred

in denying Women's Care's motion to compel arbitration as to that claim.

                         B. Potter's Tort Claims

     Although Potter concedes that her breach-of-contract claim against

Women's Care is subject to arbitration, she maintains that her tort claims

against Women's Care and the WC employees are not. According to

                                    12
SC-2022-0706 and SC-2022-0707

Potter, her employment with Women's Care officially terminated on

September 23, 2021 -- the day she received her termination letter.

Because, she says, the incidents underlying her tort claims arose after

that date, she asserts that those claims cannot be deemed "related in any

manner whatsoever to" her employment with Women's Care and, thus,

cannot be subject to arbitration. 2

     " 'Whether an arbitration provision encompasses a party's claims

"is a matter of contract interpretation, which interpretation is guided by

the intent of the parties, and which intent, absent ambiguity in the

clause, is evidenced by the plain language of the clause." ' " STV, 258 So.

     2Potter   does not argue that the WC employees are nonsignatories
to the amended employment agreement and, thus, cannot claim the
benefit of the arbitration provision. In fact, in her appellate brief, Potter
specifically states that her argument on appeal is limited solely to the
effect the timing of her termination had on whether her tort claims are
subject to arbitration and that any characterization of her argument to
the contrary is "wrong."

      In any event, this Court has allowed a nonsignatory agent to
enforce arbitration on behalf of the principal. See Ex parte Gray, 686 So.
2d 250 (Ala. 1996) (recognizing that a nonsignatory "agent" was allowed
to invoke arbitration); Stevens v. Phillips, 852 So. 2d 123, 131 (Ala. 2002)
(recognizing that an agent "stands in the shoes" of her principal). See also
McDougle v. Silvernell, 738 So. 2d 806, 809 (Ala. 1999) (recognizing that
a closing attorney, as agent of title insurer, had standing to enforce an
arbitration provision even though the attorney was not a party to the
agreement).
                                    13
SC-2022-0706 and SC-2022-0707

3d at 325 (quoting Green Tree Fin. Corp. of Alabama v. Vintson, 753 So.

2d 497, 505 (Ala. 1999), quoting in turn Allied-Bruce Terminix Cos. v.

Dobson, 684 So. 2d 102, 110 (Ala. 1995)).

     As noted previously, in the amended employment agreement,

Women's Care and Potter agreed that "any and all disputes related in

any manner whatsoever to [Potter]'s employment" would be resolved by

arbitration and that "[d]isputes relating to employment include, but are

not limited to, … claims based upon tort or contract laws or any other

federal or state law affecting employment in any manner whatsoever."

(Emphasis added.) Women's Care and the WC employees contend that

the language of this provision is "broad" and makes clear that any and

all disputes related to Potter's employment -- including "claims based

upon tort" -- are subject to arbitration. Potter contends, however, that

that provision applies only to disputes that arose while she was still

employed by Women's Care.

      This Court has repeatedly held that the phrase "relating to" in an

arbitration provision is to be given a "broad construction." Carroll v. W.L.

Petrey Wholesale Co., 941 So. 2d 234, 236 (Ala. 2006) (quoting Serra

Chevrolet, Inc. v. Hock, 891 So. 2d 844, 847 (Ala. 2004)). In the

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SC-2022-0706 and SC-2022-0707

employment context, in order for a dispute to be compelled to arbitration,

it must relate in some way to the employment relationship or agreement.

See Carroll, 941 So. 2d at 241.

     With regard to whether tort claims can be deemed arbitrable, this

Court has explained:

     "An arbitration clause cannot be 'enforced to require
     arbitration of a claim alleging an intentional tort that is in no
     way related to the underlying transaction that gave rise to the
     arbitration agreement.' Green Tree Fin. Corp. v. Shoemaker,
     775 So. 2d 149, 151 n.3 (Ala. 2000). 'To hold otherwise would
     allow persons signing broad arbitration provisions to commit
     intentional torts against one another, which torts are outside
     the scope of their contemplated dealings, without concern that
     they might have to answer for their actions before a jury of
     their peers.' Ex parte Discount Foods, 711 So. 2d 992, 994
     (Ala.), cert. denied sub nom. Supervalu Inc. v. Discount Foods,
     Inc., 525 U.S. 825, 119 S. Ct. 71, 142 L. Ed. 2d 56 (1998)."

Fountain Fin., Inc. v. Hines, 788 So. 2d 155, 158 (Ala. 2000) (emphasis

added). Thus, for Potter's tort claims to be subject to arbitration in this

case, we must first determine whether those claims are related to her

employment with Women's Care.

     Here, the employment relationship between Women's Care and

Potter is what gave rise to the amended employment agreement

containing the arbitration provision at issue. Under Section 2 of the

amended employment agreement, Potter agreed to "personally perform[]
                                    15
SC-2022-0706 and SC-2022-0707

histories and appropriate physical examinations" on "all new obstetrical

and new gynecological patients" "exclusively on behalf of [Women's

Care]" and to supervise other Women's Care employees to provide the

care needed for those patients.

     In her complaint, Potter alleged that, after she was given her

termination letter, Women's Care -- through the WC employees --

"negligently or intentionally published false and defamatory statements"

about her to her "patients, other doctors, nurses and hospital personnel"

in an "attempt to take over [her] practice." She further alleged that,

before receiving her termination letter on September 23, 2021, she "had

business relations with over 8,000 patients she had treated at [Women's

Care's clinic]" and that "[a]ll of these patients were patients she solely

treated." (Emphasis added.) According to Potter, "[t]hrough the actions

and statements of the [defendants] … [they] intentionally interfered with

these business relations" and, as a proximate result of those actions, she

has suffered damages. (Emphasis added).

     The "patients" Potter mentions in her complaint were the patients

she had when she was employed by Women's Care. Additionally, the

business relationship with which she specifically alleges the defendants

                                   16
SC-2022-0706 and SC-2022-0707

interfered was her "business relations with over 8,000 patients she had

treated at [Women's Care's Clinic,]" all of whom "were patients she solely

treated [at Women's Care's Clinic]." Under these circumstances, it is

evident that Potter's tort claims are certainly "related in any manner

whatsoever to [Potter]'s employment" with Women's Care.

     In addition, to the extent that there could be any doubt about how

to construe the language setting out the scope of the arbitration

provision, this Court has previously stated:

           " 'In interpreting an arbitration provision, "any doubts
     concerning the scope of arbitrable issues should be resolved in
     favor of arbitration, whether the problem at hand is the
     construction of the contract language itself or an allegation of
     waiver, delay, or a like defense to arbitrability." Moses H.
     Cone Mem'l Hosp. v. Mercury Constr. Corp., 460 U.S. 1, 24-
     25, 103 S.Ct. 927, 74 L.Ed.2d 765 (1983) (… footnote omitted).
     "Thus, a motion to compel arbitration should not be denied
     'unless it may be said with positive assurance that the
     arbitration clause is not susceptible of an interpretation that
     covers the asserted dispute.' United Steelworkers of America
     v. Warrior & Gulf Navigation Co., 363 U.S. 574, 582-83, 80 S.
     Ct. 1347, 4 L.Ed.2d 1409 (1960)." Ex parte Colquitt, 808 So.
     2d 1018, 1024 (Ala. 2001) ….' "

STV, 258 So. 3d at 325 (quoting Elizabeth Homes, L.L.C. v. Cato, 968 So.

2d 1, 7 (Ala. 2007) (emphasis altered).

     However, there remains a question of whether the timing of Potter's

termination from her employment with Women's Care impacts the
                                   17
SC-2022-0706 and SC-2022-0707

arbitrability of her tort claims against Women's Care and the WC

employees. The United States Supreme Court has stated that "[r]ights

which accrued or vested under the agreement will, as a general rule,

survive termination of the agreement." Litton Fin. Printing Div., a Div.

of Litton Bus. Sys., Inc. v. NLRB, 501 U.S. 190, 207 (1991). Although

contractual obligations may expire upon the termination of a contract,

"structural provisions relating to remedies and dispute resolution -- for

example, an arbitration provision -- may in some cases survive in order

to enforce duties arising under the contract." Id. at 208. "We presume as

a matter of contract interpretation that the parties did not intend a

pivotal dispute resolution provision to terminate for all purposes upon

the expiration of the agreement." Id. Absent a contrary indication, the

parties' preference for arbitration may not automatically terminate with

the contract. See Nolde Bros. v. Local No. 358, Bakery and Confectionary

Workers Union, AFL-CIO, 430 U.S. 243, 253-54 (1977).

     We note that Potter and Women's Care expressly agreed in Section

17 of the amended employment agreement that the termination of their

agreement -- whether through termination of Potter's employment or

otherwise -- "shall not affect any liability or any other obligation of either

                                     18
SC-2022-0706 and SC-2022-0707

party to the other which may have accrued prior to such termination."

(Emphasis added.) Applying the caselaw discussed above, because Potter

and Women's Care specifically agreed that any obligations they owed to

one another -- including the obligation to arbitrate any disputes related

to Potter's employment -- would not terminate upon the expiration or

termination of the agreement, Potter's tort claims against Women's Care

and the WC employees are still subject to arbitration regardless of when

her employment with Women's Care ended. 3 Accordingly, the trial court's

     3Given   our resolution of this issue, we see no need to address exactly
when Potter was terminated from her employment with Women's Care.
However, even if we were called upon to decide this question, we note
that Potter contends that, under Section 13.1 of the amended
employment agreement, "termination of employment" occurs when
"[Women's Care] and [Potter] reasonably anticipated that no further
services would be performed after a certain date." Because her
termination letter specifically told her to "cease performing services and
vacate the premises immediately," Potter contends that her employment
officially terminated on the date she received that letter and that,
because the statements and actions underlying her tort claims against
Women's Care and the WC employees occurred after that date, those
claims cannot be subject to arbitration.

      We note, however, as do Women's Care and the WC employees, that
Section 13.1 of the amended employment agreement states:

     " 'Termination of Employment' shall mean any termination of
     employment pursuant to Section 12 of this Agreement or, if
     and only so long as applicable, any other termination or
     deemed termination of employment with [Women's Care], …
                                19
SC-2022-0706 and SC-2022-0707

order denying the motions to compel Potter to arbitrate her tort claims is

due to be reversed.

                               Conclusion

     Based on the foregoing, in appeal no. SC-2022-0706, we hold that

Potter's breach of-contract claim and her tort claims against Women's

     including any situation where the facts and circumstances
     indicate that [Women's Care] and [Potter] reasonably
     anticipated that no further services would be performed after
     a certain date …."

(Emphasis added.) It thus appears from the plain language of the
amended employment agreement that Potter and Women's Care agreed
that termination of employment would mean either "termination of
employment pursuant to Section 12" of the amended employment
agreement or "any situation where" Women's Care and Potter
"reasonably anticipated that no further services would be performed after
a certain date."

      In the termination letter, Women's Care specifically stated that it
was exercising its right to invoke the 90-day notice period in Section 12.1
of the amended employment agreement and that, as a result, Potter's
employment with Women's Care would be deemed "terminate[d] effective
December 22, 2021" -- or 90 days after September 23, 2021 (and this
statement was made before the commencement of these actions).
According to Women's Care, per the terms of the amended employment
agreement, it paid Potter her normal compensation until she began
working for another medical practice on November 22, 2021, at which
point Potter was no longer an employee of Women's Care. Thus, under
these circumstances, it appears that Potter's employment with Women's
Care effectively ended on November 22, 2021, and it would, therefore, be
logical to conclude that any statements or actions that occurred before
that date could be subject to arbitration.
                                     20
SC-2022-0706 and SC-2022-0707

Care are subject to arbitration. We therefore reverse the trial court's

order denying Women's Care's motion to compel arbitration, and we

remand the cause for an order or proceedings consistent with this

opinion.

     In appeal no. SC-2022-0707, we hold that Potter's tort claims

against the WC employees are subject to arbitration. We therefore

reverse the trial court's order denying their motion to compel arbitration,

and we remand the cause for an order or proceedings consistent with this

opinion.

     SC-2022-0706 -- REVERSED AND REMANDED.

     SC-2022-0707 -- REVERSED AND REMANDED.

     Parker, C.J., and Wise, Sellers, and Stewart, JJ., concur.

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