The opinion of the court was delivered by: Pollak, J.
This case stems from actions taken by defendants Pennsylvania Convention Center Authority ("PCCA") and Ahmeenah Young, then-Executive Vice President, External Affairs, of PCCA, in response to an act of vandalism that occurred in the Pennsylvania Convention Center ("Convention Center"). Plaintiffs Richard DiMucci and David Queroli have sued PCCA and Young, claiming that (1) their suspensions deprived them of a protected property interest in their employment without due process of law in violation of 42 U.S.C. § 1983, (2) defendants also violated § 1983 by depriving them of their liberty interest in their reputations without due process, and (3) defendants defamed them. On September 24, 2009, this court granted defendants' motion to dismiss the defamation claim on the ground of sovereign immunity, but declined to dismiss the due process claims. See DiMucci v. PCCA, No. 08-cv-4810, 2009 WL 3073827, at *3 (E.D. Pa. Sept. 24, 2009) ("DiMucci I"). In denying the motion to dismiss the property interest claim, this court held that (1) plaintiffs sufficiently alleged the existence of a constitutionally protected property interest in their employment, and (2) although defendants argued that plaintiffs received the requisite process from the grievance and arbitration procedure provided in the collective bargaining agreement ("CBA") between the National Electrical Contractors Association ("NECA") and Local 98, International Brotherhood of Electrical Workers ("Local 98"), the details of that procedure were not properly considered in deciding a motion to dismiss. See id. at *2-*4. Similarly, in allowing plaintiffs to proceed to discovery on their liberty interest claim, this court ruled that (1) plaintiffs sufficiently alleged the elements of a claim for an injury to their reputations, and (2) nothing properly before this court provided a basis for determining whether plaintiffs had received due process. See id. at *4-*5. Defendants now move for summary judgment on both § 1983 claims.*fn1
On September 11, 2007, electrical cords and a light fixture in the main ballroom of the Pennsylvania Convention Center were damaged in an apparent act of vandalism. Plaintiffs were master electrician members of Local 98, employed by Elliot-Lewis Corporation ("Elliot-Lewis") in its capacity as the sole labor supplier at the Convention Center at the time the vandalism occurred. In a letter sent on September 14, 2007 to Larry del Spechio, Local 98's business agent, Young described the incident and stated that an investigation by PCCA had discovered that plaintiffs were the employees working in the ballroom when the vandalism occurred. As a result, Young and PCCA ordered Elliot-Lewis to suspend plaintiffs from the Convention Center for one month. The suspension cost each of the plaintiffs at least 160 hours of pay and 1621/2 hours of overtime pay; plaintiffs also allege that they suffered "impairment to their reputations and credibility, personal humiliation, [and] mental anguish." Compl. ¶ 12.
On September 14, 2007, del Spechio sent a letter to Young grieving the decision to suspend plaintiffs and requesting a grievance hearing. Young Decl. ¶ 5. This letter initiated the grievance/arbitration process contained in the NECA/Local 98 CBA.
Pursuant to that process as described by Jefferey P. Scarpello, the Executive Director of NECA's Penn-Del-Jersey Chapter, if a grievance cannot be resolved between the employer and Local 98, it is referred to the NECA/Local 98 Labor-Management Committee ("LMC"), which consists of three members appointed by Local 98 and three members appointed by NECA. Scarpello Aff. ¶ 2. On October 12, 2007, the LMC met to consider the grievance concerning plaintiffs' suspension. Id. ¶ 4. Del Spechio represented plaintiffs at the hearing; an Elliott-Lewis representative also attended, but -- to plaintiffs' evident dissatisfaction -- PCCA was not present at the hearing. Grievance Decision at 1-2.
According to the LMC's Grievance Decision, plaintiffs denied committing the vandalism, and evidence was presented that employees besides DiMucci and Queroli also had access to the ballroom where the vandalism occurred. Id. at 1. Elliot-Lewis's representative also stated at the hearing that it had "no evidence linking DiMucci or Queroli to the alleged vandalism and it suspended them only because instructed to do so by PCCA." Scarpello Aff. ¶ 4. The LMC also noted that PCCA refused to rescind the suspensions and conduct a full investigation. See Grievance Decision. On the basis of this evidence, the LMC concluded that "there was insufficient evidence submitted of proper cause to suspend DiMucci and Queroli." Id. at 2. Accordingly, it ordered that plaintiffs be reinstated and awarded them back pay. See id.
Elliot-Lewis subsequently sued to vacate the grievance decision, but this court affirmed the award on the grounds that (1) the dispute was arbitrable, and (2) the arbitrator's decision drew its essence from the agreement. See Elliot-Lewis Corp. v. Int'l Bhd. of Elec. Workers, No. 07-4446, 2008 WL 4435925, at *8-9 (E.D. Pa. Sept. 30, 2008). Although they had been reinstated with back pay, plaintiffs separately brought this lawsuit, seeking both compensatory and punitive damages.
Summary judgment should be granted where "the pleadings, depositions, answers to interrogatories, and admissions on file, together with the affidavits, if any, show that there is no genuine issue of material fact and that the moving party is entitled to judgment as a matter of law." Fed. R. Civ. P 56(c). A genuine issue of material fact exists where the jury could reasonably find for the non-moving party, Anderson v. Liberty Lobby, Inc., 477 U.S. 242, 248 (1986), and a dispute over facts is material where it could affect the outcome of the case, Belitskus v. Pizzingrilli, 343 F.3d 632, 639 (3d Cir. 2003). "In considering the evidence, the court should draw all reasonable inferences against the moving party." El v. SEPTA, 479 F.3d 232, 238 (3d Cir. 2007).
In evaluating claims that state action resulted in "deprivations of life, liberty, or property without due process of law," courts apply "a familiar two-stage analysis." Robb v. City of Phila., 733 F.2d 286, 292 (3d Cir. 1984). At the first stage, this court must assess "whether the asserted individual interests are encompassed within the fourteenth amendment's protection[s]." Id. "[I]f protected interests are implicated," this court "then must decide what procedures constitute 'due process of law.'" Id. In denying defendants' motion to dismiss this claim, I determined that, although the Customer Satisfaction Agreement signed by PCCA, Elliot-Lewis, and Local 98 "grants extremely broad authority to . . . PCCA to resolve disputes," it "is not inconsistent with a protected property interest in employment at the Convention Center." DiMucci I, 2009 WL 3073827, at *3 (internal quotation marks omitted). Although "[t]his conclusion does not mean that the plaintiffs definitively enjoy a protected property interest in their employment," id., I will assume arguendo that plaintiffs have alleged facts sufficient to indicate that they enjoyed a protected property interest in their employment. I further assume that plaintiffs may assert a viable claim for the infringement of a protected property interest even though they were subsequently reinstated with back pay. See Dee v. Borough of Dunmore, 549 F.3d 225, 228-32 (3d Cir. 2008) (finding that a firefighter possessed a protected property interest in his employment even though he was reinstated after being suspended with pay for less than ten days). The question then to be addressed is whether plaintiffs have been accorded procedures that satisfy the constitutional standard of due process of law.
When an employee possesses a protected property interest in her job, the employee is generally entitled to a hearing or some related form of due process before being deprived of that interest. Cleveland Bd. of Educ. v. Loudermill, 470 U.S. 532, 542 (1985). Due process is satisfied "where an adequate grievance/arbitration procedure is in place and is followed." Dykes v. SEPTA, 68 F.3d 1564, 1572 (3d Cir. 1995). In Dykes, for example, a bus driver was terminated for refusing to submit to a body-fluids test. Following the bus driver's discharge, the union pursued three levels of grievance proceedings, determined that the tests requested were based on reasonable suspicion, and upheld Dykes's discharge. Id. at 1566. The Third Circuit held ...