Court Rulings

Plaintiff Ronald Rowell was injured on February 17, 2011 when his tractor trailer, parked in a commercial warehouse located in New Jersey, was struck by another vehicle. Initially, plaintiff sued the defendants he believed were responsible for the accident. However, after the statute of limitations expired, the plaintiff discovered the correct parties responsible for the accident. Plaintiff then dismissed his first lawsuit and refiled suit against defendants Jeffrey Stecker and his employer Honey Locust Farms LLC in Rowell v. Stecker, 2017 U.S. App. LEXIS (3d Cir. June 29, 2017). The issue before the Third Circuit Court of Appeals (the federal appeals court) was whether, under New Jersey law, the statute of limitations could be equitably tolled so as to prevent a dismissal.

The Third Circuit noted that the limitations period under New Jersey law may be equitably tolled under the following circumstances: “where the plaintiff (1) has been ‘induced or tricked by his adversary’s misconduct’ into allowing the deadline to pass; (2) has been prevented from filing suit ‘in some extraordinary way’; or (3) has ‘timely asserted his rights mistakenly by either defective pleading or in the wrong forum.” Further, the doctrine of equitable tolling is to be applied sparingly, absent intentional inducement or trickery by a defendant. Finally, the Court noted that equitable tolling “requires the exercise of reasonable insight and diligence by a person seeking its protection.”

Here, the Court found that the plaintiff failed to demonstrate that he was reasonably diligent. The correct name of the driver and his employer were contained in the accident report that Rowell filed with his employer. However, his attorneys made no effort to obtain the report. The report was not obtained until September 2014 by one of the defendants in the first lawsuit. Had his attorneys timely obtained Rowell’s accident report from his employer, they would have been able to timely identify the correct name of the driver who struck him, along with the name of the driver’s employer.

Further, there was no evidence that the defendants were responsible for the plaintiff’s untimely filing. Even if the accident was not reported to the police, the defendants took no action to actively conceal their identity. Due to the lack of defendants’ misconduct, the plaintiff’s reasonable diligence, or a satisfactory explanation for why the plaintiff was prevented from bringing suit against the correct defendants, the Court found that equitable tolling was inappropriate so as to prevent the suit from being dismissed based upon the expiration of the statute of limitations.

The plaintiff also made the argument that the new complaint should “relate back” to the date that the original suit was filed. However, the plaintiff cited to no legal authority for his claim that his second complaint can relate back to the pleadings filed against different parties in a different lawsuit. Both New Jersey state law and federal law only permit the relation-back rule to apply to amended pleadings (which would permit an amended complaint to relate back to the original filing date so as to be within the statute of limitations).

Hence, the Court upheld the trial court’s dismissal of this lawsuit based upon the statute of limitations.

This case demonstrates that there are certain limited circumstances in which a lawsuit filed after the expiration of the statute of limitations can be deemed timely filed. However, as recited by the Third Circuit in this case, tolling of the limitations period will be applied sparingly and only if the plaintiff can meet one of the specific criteria to justify equitable tolling.

Plaintiff Martin Rosenbaum exited a relative’s condominium and fell on a driveway outside the unit, which driveway was maintained by the defendant Highlands Condo Association. His daughter, Nanette Rosenbaum, tried to come to his aid and fell as well. In Rosenbaum v. Highlands Condo Association, 2017 N.J. Super. Unpub. LEXIS 680 (App. Div. March 21, 2017), the plaintiffs sued the defendant condo association for their personal injuries suffered in their falls. The issue was whether an expert was needed to establish that the slope between the two driveways, that created a substantial height differential, was a dangerous condition.

The defendant argued to the trial court that the plaintiffs could not establish that defendant breached its duty to plaintiffs without expert testimony as to how the slope was dangerous or defective. The trial court agreed and granted summary judgment in favor of the defendant, concluding that the plaintiffs’ complaint alleged a design defect for which the plaintiffs were required to establish through expert testimony.

Upon appeal, the plaintiffs argued that the complaint alleged a dangerous condition but not a design defect. After reviewing the complaint, the Appellate Division found that it did not allege a design defect but, rather, alleged that the plaintiffs fell due to a dangerous and defective condition of the premises.

In determining whether expert testimony is necessary, the court considers “whether the matter to be dealt with is so esoteric that jurors of common judgment and experience cannot form a valid judgment as to whether the conduct of the [defendant] was reasonable.” In cases in which a layperson’s “common knowledge” is sufficient to permit a jury to find that the duty of care has been breached, an expert is not required. Some hazards are so commonplace, they do not require the explanation of experts for an average person to understand their danger.

Here, the Appellate Division reviewed the evidence and found that a jury could conclude that the slope constituted a dangerous condition without the aid of expert testimony. A photograph showed a substantial step down of about 12 inches between the two levels of blacktop. There was no striping showing the end of the higher level and the beginning of the step down, creating a camouflaged step that could constitute a dangerous condition.

Further, the Court found that “[t]here is nothing esoteric about understanding the danger of a height differential between two driveways that was unmarked in any way and about which defendant had been provided actual notice.” Thus, the Court concluded that an expert was not required to explain the alleged dangerous condition. Accordingly, the Court reversed the trial court decision and remanded the matter back to the trial court for further proceedings.

While on the state trial court level, our New Jersey trial court judges tend to be lenient in enforcing rules concerning motion practice and briefing (as well as many of the rules of civil procedure), the Appellate Division judges can be much more exacting in enforcing their rules concerning the submission of briefs. In the published decision of Noren v. Heartland Payment Systems, 449 N.J. Super. 193 (App. Div. 2017), the defendant Heartland Payment Systems (“Heartland”) learned the hard way that its failure to comply with the Appellate Division briefing rules resulted in a dismissal of its cross-appeal.

Heartland had filed a cross-appeal in this matter but failed to include in the appendix to its brief all items that were submitted to the trial court on the summary judgment motion or even a statement of the items submitted. It argued to the court that the pertinent court rule (R. 2:6-1(a)(1)) requiring these items only applied if the appeal was from a grant of a summary judgment motion. Because its cross-appeal was from a denial of a summary judgment, it contended that this rule did not apply.

The Appellate Division rejected this argument, finding this interpretation of this rule as too literal. The Court found that the rule was obviously intended to identify for the appellate court those documents which had been presented to the trial court, regardless of how the motion was decided. In deciding how to rule on an appeal involving a summary judgment order, the appellate court is limited to an examination of the original summary judgment records.

If the appellate court was not provided the same information provided to the trial court, it might “stray” from its function as a reviewing court and consider material never presented to the trial judge. Thus, the Appellate Division emphasized that this rule should not be read literally and that the phrase “from a summary judgment” in this rule should be taken to mean “from the disposition of a summary judgment motion.”

This matter was submitted as one for reconsideration before the Appellate Division. The Court dismissed Heartland’s cross-appeal in an unpublished decision and, in this published decision, affirmed that dismissal by denying this motion for reconsideration of its decision.

This case points out the importance in strictly complying with New Jersey state appellate rules in submitting briefs and appendices. While trial court judges often provide much leeway and overlook procedural deficiencies, as demonstrated by this case, the Appellate Division enforces its rules much more stringently.

Plaintiff Joseph Pasterkiewicz slipped and fell on the floor of a buffet restaurant operated by the defendant Marina Buffet, Inc. and owned by defendant King T. Group, LLC. The plaintiff claimed that he fell on the flooring around the buffet area. In Pasterkiewicz v. Marina Buffet, Inc., 2017 N.J. Super. Unpub. LEXIS 199 (App. Div. Jan. 30, 2017), the plaintiff contended that the defendants should be liable for his fall due to the “inherently dangerous, slippery floor.”

Plaintiff’s fall occurred at his second trip to the buffet. While there was carpeting around his table, the area around the buffet islands was some kind of ceramic tile, which the plaintiff claimed was “brightly shiny, like marble or shiny tile” and was “highly polished.”

After serving himself his second helping, he was headed back to his table. The plaintiff claimed that he intentionally walked slowly on the tile floor because of how polished it was. He did not allege that there was any food, liquid, or any substance on the floor that caused him to fall. His allegation was that the defendants negligently maintained a dangerous condition, i.e., the slippery floor. Further, he contended that the mode of operation doctrine should apply and, hence, he should not be required to prove that the defendants had actual or constructive notice of the dangerous condition. Rather, their negligence should be inferred.

The plaintiff failed to provide any expert opinion that the floor itself was dangerous. The defendants filed for summary judgment based upon the plaintiff’s failure to proffer that any substance on the floor caused his fall and the lack of an expert report to opine that the floor was dangerous due to its slipperiness. The trial court agreed with the defendants’ arguments, rejected the plaintiff’s claim that the mode of operation would apply, and granted the motion for summary judgment.

Upon appeal, the Appellate Division affirmed, upholding the dismissal of the complaint. It noted that it is the plaintiff’s burden to prove negligence. While the defendants had a duty to maintain a safe premises for their customers, including discovering and eliminating dangerous conditions, the plaintiff failed to offer any proof that the defendants breached their duty. The Appellate Division ruled that expert testimony would be needed to opine that the floor was inherently dangerous due to its slippery condition. The mere fact that plaintiff slipped and fell was insufficient to establish this claim.

The Appellate Division also rejected the plaintiff’s claim that the mode of operation would apply. The Court pointed out that, while the mode of operation doctrine relieves the plaintiff of the need to prove that the defendants had notice of a dangerous condition, the plaintiff must still prove that there was a dangerous condition. Further, the plaintiff must prove that the dangerous condition arose from the defendants’ self-service nature of its business.

Here, the plaintiff failed to offer any proof that any food, debris, or liquid on the floor created a dangerous condition. Although plaintiff fell near the buffet islands, he presented no proof that the surface near the buffet islands was any different than any other area of the restaurant that had a hard surface. Hence, he was unable to present a nexus to the defendants’ self-service nature of its business and his injury – which was fatal to pursuing a mode of operation claim.

Bo Liu worked for 4D Security Solutions, Inc. as an engineer.  He was sent to test the company’s hardware and software at an army base in the United Arab Emirates (UAE). He worked alone on the base and after hours he would upload data to 4D in the United States using a company-issued Blackberry.  One of his job requirements was to respond to inquiries from 4D’s employees in the United States.

Not long after his arrival in the UAE, Liu decided to visit a local museum because he had no “field work” to do on Friday, December 2, 2011.  He was “on call” in the event that an employee in the United States might need assistance.  He took his Blackberry with him while touring the museum.  He testified that he visited the museum because he felt he needed to get to know the people and the culture he was working in.  He did not recall getting any messages from the United States while he was there.  After two hours in the museum, he fell and underwent surgery in the UAE.  He filed a claim petition for workers’ compensation benefits.

The Judge of Compensation dismissed the petition because N.J.S.A. 34:15-36 provides that one who is on a special mission is only covered when performing the duties assigned or directed by the employer.  Liu was merely touring a museum when he fell.  On appeal, Liu raised two arguments for the first time: namely that he was “on call” and therefore working while in the museum, and secondly that he was covered because of the “mutual benefit” doctrine.

The Appellate Division noted that the only cases supporting petitioner regarding the “on-call” argument were pre-1979 decisions.  The Court noted that the 1979 Amendments were designed to limit compensation to accidents occurring “when the employee is engaged in the direct performance of duties assigned or directed by the employer.”  The Court observed that there was no evidence that US employees were trying to reach Liu while he was in the museum.

As for the “mutual benefit” doctrine, the Court commented that Liu failed to raise this issue below but even so, the Court said that there is no post-1979 decision that has applied this doctrine.  The Court also said, “More importantly, Liu’s personal belief that a museum visit would help him understand the UAE’s history and culture so he could work better with those around him falls far short of demonstrating 4D would necessarily derive any tangible benefit from the museum visit.”

For these reasons the Appellate Division affirmed the dismissal of this case.  This case can be found at Liu v. 4D Security Solutions, Inc., A-3591-15T1 (App. Div. May 1, 2017).

Walter Aston worked for Tapco International for 20 years as a shipping and receiving clerk, display builder and a maintenance worker.  He suffered a heart attack in May 2010.  The company granted 12 weeks of FMLA leave as well as an additional 14 weeks of short-term disability leave.  The company policy was not to hold positions open for employees who are unable to return to work after their 26 weeks of absence.

Aston asked his doctor, Dr. Karabajakian, to complete a short-term pay extension form on November 4, 2010.  The doctor noted that Aston would have an impending implantable cardioverter defibrillator surgery and could not return to work until January 1, 2011.  However, Dr. Karabajakian checked “ok” next to all the job functions listed on page one of the job description with the exception of an inability to lift more than 30 pounds of weight.  Dr. Karabajakian later testified in his deposition that when he filled out this note, he neither knew nor spoke to Aston about the amount of time Aston engaged in different job activities.

Tapco’s HR Director got the note and read about the impending surgery, which involved implanting a device to prevent sudden death.  The HR Director, Ms. Brisson, told Aston that the company had pretty much decided to terminate his employment.  Brisson told Aston to take long-term disability and noted that the company would not likely return him to work with medical restrictions.

After hearing this, Aston contacted Dr. Karabajakian and advised him that he was going to lose his job if the doctor did not give him a full duty return-to-work note.  Dr. Karabajakian then turned around and wrote a completely different note stating that Aston could return to work immediately with only a 30 pound lifting restriction. Aston then called work and said he would be returning to the company on November 22, 2010.

The HR Director called Aston back and said the company was going to terminate him because the job would be too much for him to handle.  The company had decided that long-term disability was the best choice for Aston. On the following Monday, when Aston intended to return to work, Brisson called Aston and told him that his position had been terminated. They followed up that with a note stating that Aston was being dismissed for failure to return for work full duty.

On May 31, 2012, eighteen months later, the company wrote to Aston offering reinstatement on a full-time basis with a few additional duties.  Aston rejected the offer and sued under the ADA.  The District Court ruled for Tapco, and Aston appealed.

The Sixth Circuit Court of Appeals commented that Aston had been unable to perform his job from May 23, 2010 until January 2011.

Here, Aston’s own doctor advised Tapco of Aston’s impending ICD and later testified that the standing, walking, bending, climbing, and reaching demands of Aston’s job extended beyond Aston’s physical capability and that Aston would not have been able to perform nearly half his duties had he returned to work on January 1, 2011.  Therefore, had Aston returned to work on January 1, 2011 with or without accommodation, he would have been incapable of meaningfully completing any of the physical labor his job required of him.

The Court added that the relevant time frame in determining disability discrimination is at the time of discharge.  The Court reviewed the deposition of plaintiff’s doctor, who indicated that the standing, walking, bending, climbing and reaching demands of Aston’s job were beyond his capacity as of November 2010.  It ruled that since Aston was not able to perform the essential functions at that time, the discharge was not discriminatory.

The Court also commented that Tapco had a reasonable basis to question Dr. Karabajakian’s initial note saying that Aston could return to work on January 1, 2011.  “Just a few weeks before terminating Aston, Dr. Karabajakian informed Tapco of another impending major medical procedure that Aston needed to undergo.  This would doubtlessly require additional time for recuperation.  Aston had already been on an extended 26-week leave, once before, in 2006, and, at the time of his termination, Aston was on his second leave of unknown duration, despite the request for return on January 1, 2011.”  The Court said that Tapco had already provided a substantial leave to plaintiff and therefore additional leave would be an unreasonable accommodation.

The case is instructive on a number of levels.  For one thing, the case illustrates a fairly common scenario in which a treating doctor reverses himself on a fitness assessment for no apparent reason.  In this case, the reason for the reversal became apparent later in testimony, namely a phone call from the employee saying he was about to lose his job. Second, the case shows that employers have a reasonable basis to terminate when an employee simply cannot return to work and perform the essential job functions even after a period of substantial leave.  The case can be found at Aston v. Tapco International Corporation, 631 Fed. Appx. 292 (6th Cir. 2015).

When an employee returns to work following a work injury, in many states that ends the workers’ compensation case, but not in New Jersey.  In our state, that just moves the case to the final stage of permanency benefits for loss of function of the body member.  The availability of loss of function awards following temporary and medical benefits explains why so many workers whose injuries occur in other states try hard to file a claim petition in New Jersey.

New Jersey, like all states, has rules on when someone who is injured in another state can file a petition in the New Jersey Division of Workers’ Compensation.  The rules on jurisdiction are well explained in the recent reported decision in Williams v. Raymours Furniture Co., Inc., A-3450-15T4 (App. Div. April 19, 2017).

The case involved an injury to Keith Williams in the State of New York.  Williams lived in New Jersey but worked in Suffern, New York in a warehouse. He tripped over a hand truck in 2014 in the New York warehouse, fracturing his elbow.  The New York Workers’ Compensation Board directed the employer to provide medical treatment and indemnity benefits.  When these benefits ended, Williams filed a claim petition in New Jersey for partial permanent disability benefits based on loss of function in the arm.

Raymours Furniture Company answered the claim by denying jurisdiction in New Jersey.  Williams moved to strike the defense of lack of jurisdiction, but the Judge of Compensation ruled in favor of Raymours Furniture.  The Judge noted that the accident happened in New York State, and petitioner always worked in New York State.

Williams appealed to the Appellate Division and argued that he was hired in New Jersey and lived in New Jersey.  He pointed out that Raymours Furniture had called him at his home some time ago in Paterson, New Jersey to offer him a job as a warehouse worker.  Williams accepted the offer during the phone call while he was in his home in Paterson.  Williams therefore argued that New Jersey did have jurisdiction to entertain his permanency claim petition.

The Appellate Division agreed with Williams and reversed.  The Court noted that New Jersey recognizes jurisdiction when an injury occurs in New Jersey, when the employment takes place in New Jersey or when the employee is hired in New Jersey.  In this case the Court concluded that Williams was hired in New Jersey under the basic law of contracts.  An offer was made and it was accepted in New Jersey when Williams agreed to take the job.  That phone call established the place of contract in New Jersey.  Further, Williams lived in New Jersey, so these two contacts with the state were sufficient for New Jersey jurisdiction.

There are many claims like this in New Jersey where the claim was accepted and paid in New York or Pennsylvania, only for the claimant to file a formal claim petition in New Jersey after the end of medical and temporary disability benefits.  This is permitted so long as New Jersey has jurisdiction over the case.   The receipt of permanency benefits is not considered a duplicate of temporary disability benefits because they are completely different benefits:  temporary disability based on wage loss, and permanency benefits based on loss of function.

New Jersey’s medical marijuana program went into effect in 2007.  Since that time, more than 11,000 persons have been issued ID cards under The Compassionate Use Medical Marijuana Act (“Act’) permitting them to use medicinal marijuana and to obtain the drug at one of the state’s five (5) marijuana dispensaries.

One of the issues that has perplexed New Jersey employers since the time of the Act’s passage has been whether an employer can either fire, or refuse to hire, a medicinal marijuana user if the employer has a drug free workplace policy, or if hiring or continued employment would violate other commitments to provide a drug free workplace under related federal laws. This issue arises because the Act is silent as to whether medicinal marijuana users have job protection because of that status. While the Act states expressly that employers have no duty to accommodate the use of medical marijuana while on the job, the law also states very vaguely that users cannot be denied certain unspecified rights or privileges because of their user status. Because of this uncertainty, employees are now resorting to the courts to determine what their employment rights are under the Act, and New Jersey Courts are finally getting the chance to weigh in on this controversial issue.

In a recent decision issued by the New Jersey Federal Court in February, 2017, a wrongful discharge claim brought by a medicinal marijuana user was dismissed on the grounds that the complaint failed to state a legally cognizable claim under New Jersey state law.  In Barrett v. Robert Half Corporation, Civil Action No. 15-6245 (CCC), plaintiff was an accountant who also was a medical marijuana user.  He did so to relieve back pain suffered as a result of an auto accident.  Plaintiff was tested for drug use as part of the employer’s testing program and was subsequently terminated.  In filing his suit, the employee claimed that the New Jersey Law Against Discrimination was violated because the employer was notified that the plaintiff was in the medical marijuana program and therefore had a duty to accommodate the drug use as treatment for his back problem.  The court held that merely notifying an employer about an employee’s participation in the state medical marijuana program does not constitute a request for accommodation of the underlying condition that allows for the medicinal use of marijuana.  As a result, no accommodation duty was violated by the employer.

The Barrett case is one of a handful of cases that are now working their way through the New Jersey courts.  As more decisions are handed down, employers should have a better idea of what their rights and duties are in terms of addressing medicinal marijuana issues in the workplace.  As these cases are being processed through New Jersey’s courts, employers should also keep a close eye on what is similarly happening in the New Jersey legislature.  Proposed legislation now pending before both the Senate and Assembly would make it unlawful for an employer to take any adverse employment action against any employee enrolled in the New Jersey Medical Marijuana program.  Because of these continuing developments, employers facing issues with employee use of medical marijuana should seek sound legal advice whenever contemplating possible adverse employment action against such employees.

A popular argument that employees make regarding employer/employee agreements is that the employee should not be held to the terms of the agreement because the employee signed the agreement without actually reading the terms.  In a different twist, two employees claimed in a February 2017 case before the Third Circuit Court of Appeals, ADP, LLC v. Lynch, No. 16-3617, 2017 U.S. App. LEXIS 2159 (3d Cir. Feb. 7, 2017), that they were provided with a non-compete agreement by their employer, that they read the agreement but that they should not be held to the terms of the agreement because the employee never explicitly signed off on the requirement to comply with the agreement.  Instead, the employees clicked a button on a web page that only indicated that they had read the agreement.  The Court ultimately held that even though the employees only signed off on the fact that they had read the non-compete agreement, the agreement to comply was implied by the terms of the actual documents.

The Facts of the Case

Jordan Lynch and John Halpin worked as sales employees of ADP for six years before resigning to join ADP’s direct competitor, Ultimate Software Group. On five different occasions, both employees accepted incentive stock awards that were offered to certain employees based upon performance. To accept the stock incentives, the employees had to log on to a certain website containing award documents. The webpage stated that the employee must select the checkbox to indicate that he/she has read all associated documents before he/she can proceed. Next to the check box was a link to various documents, including an award document and a non-compete agreement. The first page of the award document stated that the acceptance of the award was conditioned upon acceptance of the non-compete agreement. The first page of the non-compete agreement reiterated this requirement and provided that for a period of 12 months after employment ended, the employee would not join an ADT competitor and would not solicit any business from current or prospective clients.

After the Lynch and Halpin resigned, ADP sued the employees claiming that they were soliciting current and prospective ADP clients and requested preliminary injunctive relief to enforce the non-compete agreement. The court granted the preliminary injunction in part.  The employees filed for reconsideration, which was denied.  The employees appealed.

The employees argued, on appeal, that they were never required to check a box on the webpage that said that they read and agreed to the terms of the documents.  Instead, the employees checked a box that stated that they had only read the documents. The Court rejected the employees’ argument. Even though the actual box that the employees clicked only stated that they had read the documents, the documents themselves explicitly advised that agreement with the non-compete agreement was a condition of accepting the stock award. Moreover, after checking the box that said that they had read the documents, the employees also clicked the “Accept Grant” button and entered their personal passwords. The employees were ultimately found to be bound by the employer’s non-compete agreements.

What Does this Mean?

This is a positive case for employers. It enforces the fact that as long as an underlying employment agreement states that the employees must abide by it, when the employee signs off that he/she has read the agreement, that employee is presumed to understand and consent to the terms of the agreement.

 

Plaintiff Jennifer Corona entered into a contract with defendant Stryker Golf, LLC to hold her wedding reception at defendant’s catering hall. The contract price for the entire event was $12,012. Plaintiff paid a deposit of $2500 and then an additional $6,891 in 2 installments for a total of $9,391. Six months before the wedding, she cancelled. The defendant refused to refund her monies, citing the contract’s cancellation clause. In Corona v. Stryker Golf, LLC, 2017 N.J. Super. Unpub. LEXIS 690 (App. Div. Mar. 20, 2017), the Court was asked to decide whether the contract’s cancellation clause was a valid liquidated damages clause or an unenforceable penalty.

Under the contract’s cancellation clause, cancellation was not permitted. In addition to forfeiting all deposits, the customer remained responsible for the balance of the contract. When the plaintiff cancelled the contract, the defendant catering hall claimed breach of contract and refused to return the monies paid. The plaintiff conceded that the defendant was entitled to keep the $2500 nonrefundable deposit but argued that the remaining funds should be returned to her.

Based upon well settled case law, the Court distinguished between an enforceable liquidated damages clause and an unenforceable penalty as follows:

Liquidated damages is the sum a party to a contract agrees to pay if he breaks some promise, and which, having been arrived at by a good faith effort to estimate in advance the actual damages that will probably ensue from the breach, is legally recoverable as agreed damages if the breach occurs.

A penalty is the sum a party agrees to pay in the event of a breach, but which is fixed, not as a pre-estimate of probable actual damages, but as a punishment, the threat of which is designed to prevent the breach.

Further, the Court noted that a stipulated damage clause “must constitute a reasonable forecast of the provable injury resulting from breach; otherwise, the clause will be unenforceable as a penalty and the non-breaching party will be limited to conventional damage measures.”

In this case, the Court found that the liquidated damages clause was “untethered” to any reasonable basis in determining the actual economic loss the defendant catering hall may have suffered as a result of a cancellation 6 months before the actual event. Coincidentally, the contract identifies the defendant’s cost for food and beverages at $9,680, which was almost the same as the $9,391 that plaintiff paid before the cancellation. Because the defendant no longer had this expense, permitting it to retain the entire $9,391 paid would constitute a windfall and an unenforceable penalty. Hence, the Court ruled that the defendant was required to return all monies but the $2500 deposit.

Capehart Blogs

Subscribe to Blog Updates

Choose the blogs and newsletters you would like to receive.

Categories