Labor & Employment

This decision holds that an arbitration agreement in an employment contract was unconscionable and therefore unenforceable because (1) it did not explain and separately provide for waiver of the employee's right to sue in court to enforce his individual PAGA claim (as opposed to the non-waivable right to sue under PAGA for the benefit of other employees), and (2) in… Read More

Plaintiff raised a triable issue of fact precluding summary judgment on her disability discrimination claim.  Defendant fired her because she failed a physical exam which allowed an inference that defendant regarded plaintiff as disabled due to balance and strength deficits in her right leg as shown on the physical exam.  Plaintiff also raised a triable issue as to whether she… Read More

Under Lab. Code 925(a)(1), an employer may not require an employee to agree to adjudicate in another state a dispute arising in California.  This decision holds that the provision does not prohibit a court or arbitrator in another state from adjudicating whether section 925 applies.  Here, Zhang was a full partner of Dentons, so there was ample room for questioning… Read More

Following Light v. California Department of Parks & Recreation (2017) 14 Cal.App.5th 75 and looking holistically at the evidence, plaintiff raised a triable issue of fact precluding summary judgment on her sex discrimination and retaliation claims.  The defendant was not entitled to a presumption of nondiscrimination based on the same actor (hiring and firing) her since the hiring was tied… Read More

A school owes its minor students a duty to take reasonable measures to protect them against foreseeable harm from third parties.  So, while the school cannot be held vicariously liable for an employee's sexual abuse of a student (because sexual abuse is outside the course and scope of employment), the school may be held liable for negligent hiring, supervision, and… Read More

A school district is not a “person” who is in a “business, service, or professional relationship” with its students and so is not liable under Civ. Code 51.9 for sexual harassment of a student by a teacher. Read More

This decision holds that at least when the employer can and does capture time worked to the exact minute, it cannot justify not paying an employee for every minute worked by relying on a facially neutral policy of rounding time to the nearest 15 minutes.  California law requires payment of employees for all time worked, and disallows any de minimus… Read More

Reversing summary judgment on plaintiff's whistleblower retaliation claims under Lab. Code 1102.5, this decision holds that (a) the employee's reports to his supervisor and to the federal contracting officer that he thought he was being asked to prepare reports that violated NEPA was activity protected by section 1102.5--even though plaintiff claimed that the persons he reported to were wrong-doers. Read More

This decision reverses a judgment for the employee in a suit for unpaid overtime wages because of a botched special verdict question regarding the employer's affirmative defense that the employee was an exempt executive under Wage Order No. 5.  The question asked only if the employee spent more than 50% of her time on exempt duties.  The question overemphasized the… Read More

On remand after Bonni v. St. Joseph Health System (2021) 11 Cal.5th 995 held that 8 of Bonni's 10 retaliation claims arose from protected activity under CCP 425.16(e), this decision holds that the absolute litigation privilege precludes Bonni from proving a probability of success on those 8 claims.  Defendant's reports to the Medical Board are statutorily required and hence subject… Read More

Neither claim nor issue preclusion applies when the prior judgment was obtained against a person acting in a different capacity than the capacity in which he brings the second suit, at least so long as the second suit is also brought on a different right.  Here, the court applies that principle to hold that an arbitration award and judgment against… Read More

Plaintiff, a retired state government employee, sued the closed shop union for deducting dues from her wages even though she never joined the union.  The decision affirms dismissal for lack of jurisdiction as to her claims for prospective declaratory and injunctive relief because she was no longer employed and so not threatened with any future deduction of union dues from… Read More

Under Gov. Code 12965(c)(3), an action in which one cause of action is for violation of FEHA (even if joined with other claims) may be brought, among other venues, where the violation occurred or where the plaintiff would have worked but for the alleged violation.  This decision holds that venue in this pregnancy discrimination case was proper in Los Angeles… Read More

A Workers Compensation judge's finding that the employer did not discriminate against the employee based on her industrial injury under Lab. Code 132a does not necessarily preclude the employee's claims for disability discrimination under FEHA--at least when the Workers Comp. judge expressly refuses to decide whether the employer discriminated against the employee based on her disability as opposed to the… Read More

Following Naranjo v. Spectrum Security Services, Inc. (2022)  13 Cal.5th 93, this decision holds that penalty pay for missed rest and meal breaks is "wages" and failure to pay those wages triggers waiting time and wage statement penalties under Lab. Code 202 and 206, and liability for attorney fees under Lab. Code 218.5 which directs a fee award to a… Read More

An employer's decision not to renew an employee's employment contract is an adverse employment action that will support a claim for discrimination or retaliation. Read More

(The Federal Tort Claim Act's discretionary function immunity did not shield the United States from liability for the alleged conduct of its employees in maliciously instigating false state court criminal charges against plaintiff (in retaliation for her whistleblowing).  The employees' alleged conduct in knowingly lying under oath, tampering with witnesses, or fabricating evidence to support the false criminal charges had… Read More

Usually, any agreement to waive the employee's right to sue under PAGA is unenforceable.  But there is an exception for collective bargaining agreements that cover construction workers, provide for wages, hours and working conditions, set forth a grievance and arbitration remedy for Labor Code violations, allow the arbitrator to award all remedies authorized by the Labor Code and clearly waive… Read More

Enacted in 2002, Civ. Code 3339, Gov. Code 7285, Health & Saf. Code 24000, and Lab. Code 1171.5 each provide that all rights and protections of law are available to all without regard to immigration status, that immigration status is irrelevant to proof of liability for violation of state labor, employment, civil rights, consumer protection, and housing laws, and that… Read More

Silver, a Hollywood executive, took his chef and an executive assistant, Musgrove, with his family for their vacation on Bora Bora.  The chef met Musgrove after hours and gave her alcohol and cocaine, after which she went swimming and drowned.  This decision holds that Silver is not vicariously liable for the chef's after hours activities with Musgrove under any of… Read More