Labor & Employment

The Federal Motor Carrier Safety Administration's regulations under the Federal Motor Carrier Safety Act preempt California state laws governing meal and rest breaks for truckers, both long-haul and short-haul, in accordance with the Administration's interpretation of its own regulations to which deference is owed. Read More

The trial court did not abuse its discretion in denying class certification in this wage and hour case.  Insofar as plaintiff claimed that the employer's rounding of hours worked was illegal, the trial court properly found that noncommon issues predominated because it had no single rounding policy but left matters up to managers at its different locations.  Plaintiff's theory that… Read More

Following Rittmann v. Amazon.com, Inc. (9th Cir. 2020) 971 F.3d 904, this decision holds that drivers who drove goods from in-state warehouses to Domino's franchisees in California are workers engaged in interstate commerce within the meaning of the exception to the FAA's scope.  These drivers handled the last stage of transportation of the goods from out-of-state sources to the California… Read More

Mrs. Ek, while working at See's, caught COVID allegedly due to See's negligent failure to implement procedures to prevent spread of infection.  While Mrs. Ek was home sick, she infected Mr. Ek, who later died of COVID.  This decision holds that the Workers Comp. Act does not preempt Mr. Ek's heirs' wrongful death suit.  The derivative injury doctrine under which… Read More

A volunteer working for a charitable organization without the expectation of payment for his work is not an employee for purposes of state wage and hour laws.  The trial court did not abuse its discretion in denying certification of an alleged class of all workers for the defendant charity who did not receive pay for their work.  There was a… Read More

Affirming an order denying an employer's motion to compel arbitration of the worker's wage and hour, retaliation and discrimination in employment claims, this decision holds the agreement was at least minimally procedurally unconscionable as it was an adhesion contract.  It also holds two provisions substantively unconscionable, one requiring any claims to be brought within a year of discovery (despite statutes… Read More

Before filing a PAGA suit, a plaintiff must send a pre-suit notice to the Labor and Workforce Development Agency and the employer describing the facts and theories to support the alleged violation. Lab. Code 2699.3.  This decision holds that at least when the notice reveals a violation that is likely to have affected more workers than the individual prospective plaintiff… Read More

The plaintiff's alleged failure to give adequate pre-suit notice to the Labor and Workforce Development Agency and the employer before filing a PAGA suit is an affirmative defense which the employer waives either by not pleading it in the answer or by, even if so pleaded, not pursuing it as a defense by pretrial motion or at trial. Read More

Lab. Code 226.3 provides for heightened civil penalties in connection with an employer's violation of wage statement requirements of Lab. Code 226.  Disagreeing with Raines v. Coastal Pacific Food Distributors, Inc. (2018) 23 Cal.App.5th 667, this decision holds that by its plain language, section 226.3 allows for assessment of those heightened civil penalties only when the employer fails to provide… Read More

California's wage statement law (Lab. Code 226) applies to workers based in California who do not work half the time in a different state.  Here, the plaintiff airline crew members were based in California, beginning and ending each sequence of flights there.  They did not spend half their work  time in any other state, so California's wage statement law applied… Read More

In ruling on a motion for approval of a settlement of a PAGA claim, the trial court should apply the "fair, adequate and reasonable" standard applied to approval of class action settlements. Because many of the factors used to evaluate class action settlements bear on a settlement’s fairness—including the strength of the plaintiff’s case, the risk, the stage of the… Read More

Disagreeing with Turrietta v. Lyft, Inc. (2021) 2021 Cal. App. LEXIS 815, this decision holds that the plaintiff in one PAGA action is sufficiently aggrieved by an unfair settlement of a different plaintiff's parallel PAGA suit to have standing to appeal from the judgment following approval of settlement in the other action--so long as the appellant became a party to… Read More

A school owes a duty to protect students from sexual abuse by school employees, even if the school does not have actual knowledge of a particular employee’s history of committing, or propensity to commit, such abuse.  However, to hold a school liable for failure to report suspected child abuse as required by Pen. Code, § 11164 et seq., the plaintiff… Read More

The district court erred in dismissing plaintiff's sex discrimination/hostile working environment claim.  The employer failed to take immediate corrective action when a customer at the nail salon sexually propositioned plaintiff, a male pedicurist.  Instead of doing so, the employer sent plaintiff back to complete the pedicure of the offending customer.  Also, the later remarks by fellow workers about the incident… Read More

As in Turrietta v. Lyft, Inc. (2021) 2021 Cal. App. LEXIS 815, the plaintiff in a parallel wage and hour case appealed from an order approving a class action and PAGA claim settlement.  Contrary Turrietta, but without citing it, this decision holds that even though he opted out of the class, the objector had standing to appeal from the final… Read More

Lacy, an employee, filed a complaint with the state Department of Labor claiming her employer, Crestwood, had retaliated against her in violation of Lab. Code 98.7 for complaining about having been assaulted at work.  The DLSE commenced an investigation of the complaint.  Meanwhile, Crestwood filed a petition to compel arbitration under the arbitration clause in Lacy's employment contract.  The trial… Read More

Agreeing with decisions from many other districts, this decision holds that an employer cannot compel arbitration of its worker's PAGA claim, as the claim is by the state, not by the worker who signed the arbitration agreement.  Iskanian v. CLS Transportation (2014) 59 Cal.4th 348 remains good law and was not undermined by Epic Systems Corp. v. Lewis (2018) 138… Read More

In a FEHA suit, a prevailing defendant may not recover its fees and costs unless the court finds the action was frivolous, unreasonable, or groundless when brought, or the plaintiff continued to litigate after it clearly became so.” (Gov. Code, § 12965(b).)  The employer may compel arbitration of FEHA claims, but only if the arbitrator may award any remedy a… Read More

Because the employer did not keep adequate records to show how much of an employee's pay was based on commissions, the trial court correctly divided the entire compensation received by the employee during the week by 40 to determine his base pay for calculating the 150% of base pay owed for overtime work.  Had the employer kept better records, the… Read More

Under the Displaced Janitor Opportunity Act (Lab. Code 1060 et seq.) a successor janitorial company must hire the janitorial workers of a predecessor company at the same site for at least 60 days after taking over the site.  Here, the building owner supposedly terminated the janitorial service contract on the 13th of the month and claimed that there were no… Read More