This Tennessee appellate case is instructive for banks located in Iowa and elsewhere regarding employees who claim they have been terminated for failing to violate banking statutes and regulations.
In VanCleave v. Reelfoot Bank, 2009 WL 3518211 (Tenn. App. 2009), the plaintiff, Mary Beth VanCleave, had been employed by Reelfoot Bank as an Assistant Vice President for approximately 14 years. A long-time customer of the bank asked VanCleave to open an account for him. VanCleave was aware that the customer had previously had overdue loans and that the customer’s other accounts had been subject to executions. In meeting with VanCleave about opening the new account, the customer explained he wanted to open the account in his employer’s name, with a check made payable to the employer, and that any checks written on the account could only be signed by the customer. The customer further explained the check “was really [his] money,” not the employer’s. VanCleave believed she would be violating banking laws by doing what the customer asked; therefore, she refused unless the customer would agree to sign a signature card and provide identification. The customer refused. After another bank employee set up the account at the direction of higher management (but only after the employer came in to set it up), VanCleave was terminated.
VanCleave sued the bank for retaliatory discharge, alleging that she did not open the account in the manner the customer requested because she was protecting the bank, complying with banking laws, and acting in accordance with how she had been trained to set up accounts. The trial court dismissed VanCleave’s case on the bank’s motion for summary judgment because the Court concluded the underlying purpose of VanCleave’s actions was not “to protect the public,” but only to protect the bank.
Under Iowa law, a cause of action for this type of claim requires that the plaintiff show: (1) the existence of a clearly defined public policy that protects employee activity; (2) the public policy would be jeopardized by the discharge from employment; (3) the employee engaged in the protected activity, and that this conduct was the reason for the employee’s discharge; and (4) there was no overriding business justification for the employee’s termination. Tennessee law is similar in most respects to Iowa law regarding this type of claim, and the Tennessee appellate court found that VanCleave’s case should not have been dismissed, because she presented evidence that she believed her refusal to do what the customer wanted involved an important public policy concern, not that she was somehow protecting the public by her actions. The Court further found that among the laws the employee believed were implicated was the Bank Secrecy Act. In addition, whether VanCleave believed she was protecting herself, the bank, or the “public good” was immaterial. The Court concluded it was sufficient that the basis for the refusal to participate was her belief that doing as the customer asked would violate banking regulations, go against her own training, and put the bank in jeopardy. This case is instructive generally for claims of “retaliatory discharge” or “discharge in violation of public policy”; however, other jurisdictions may have different standards.
If you have questions, please contact Rebecca Boyd Dublinske at 515-246-4505 or rdublinske@dickinsonlaw.com.