Leslie K. Jones v. Tennessee State University

Leslie K. Jones (“Mr. Jones”), an at-will support staff employee of Tennessee State University (“TSU”), appeals the termination of his employment. His at-will employment agreement provided for fourteen days-notice prior to termination of his employment. When he received a termination notice on March 1, 2012, Mr. Jones filed a grievance. TSU responded advising Mr. Jones that he could not grieve his termination because he was terminated under the terms of his at-will employment agreement “without cause.” Following extensive delays and a declaratory judgment action in a related proceeding, TSU was ordered to afford Mr. Jones a grievance hearing pursuant to Tenn. Code Ann. § 49-8- 117(a)(1). Following an evidentiary hearing, the Hearing Officer found that “[TSU] was not obligated to provide a reason for termination under the terms of the employment contract;” nevertheless, he found that good cause for his termination had been established. Therefore, the Hearing Officer ruled that his termination should be upheld. After TSU’s President upheld the Hearing Officer’s decision, Mr. Jones filed a petition seeking judicial review pursuant to Tennessee Code Annotated § 4-5-322. The chancellor affirmed and dismissed the petition with prejudice. Mr. Jones appeals. On appeal, TSU insists that its compliance with the notice provision of the employment agreement is the substantial and material evidence needed to uphold the Hearing Officer’s ruling. We disagree. As this court explained in Lawrence v. Rawlins, No. M1997-00223-COA-R3-CV, 2001 WL 76266, at *3 (Tenn. Ct. App. Jan. 30, 2001), “[w]hen the General Assembly enacted Tenn. Code Ann. § 49-8-117 in 1993, it modified the employment-will-relationship between the educational institutions in the . . . State University and Community College System [which includes TSU] and their ‘support staff.’” The statute requires these educational institutions to establish a grievance procedure for their support staff, which “must cover employee complaints relating to adverse employment actions[.]” Tenn. Code Ann. § 49-8- 117(b)(2)(A). Finding that Mr. Jones’s employment could only be terminated “for cause” or as part of “a bona fide reduction in force,” neither of which was the basis of Mr. Jones’s termination, we reverse the judgment of the chancery court and the Hearing Officer and remand with instructions for the Hearing Officer to, inter alia, ascertain the relief and benefits Mr. Jones is entitled to receive.