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California's general rule requiring automatic disqualification of counsel involved in a simultaneous conflict of interest does not apply to or require disqualification of the counsel for plaintiffs in a class action who drafted a settlement that gave named class representatives an interest in conflict with unnamed class members’ interests.   Read More

In this mixed-motive wrongful termination case, the trial court did not err in giving a jury instruction that required the plaintiff to prove that the forbidden motive was "a substantial motivating reason" for the termination.  Read More

Arbitration clause in employment agreement was not unconscionable; its reservation of the right to seek injunctive relief pending arbitration merely restated a right conferred by statute, and a non-exclusive list of only employee claims did not make the otherwise bilateral arbitration clause one-sided.   Read More

The trial court correctly vacated the portion of the arbitrator's initial award which awarded attorney fees to defendant employer for defeating plaintiff employee's claims for overtime and meal break compensation which she claimed she was entitled to as a non-exempt employee under California's Labor Code.  Read More

When the public entity owner stopped deducting retention amounts midway through a project but did not pay the prime contractor retention amounts already withheld, prime contractor was not required to pay subcontractors retention amounts it had previously withheld.  Read More

When a testator’s trust provided the residue was to be split evenly among three children, but one of them was not to bear liability for taxes, the trial court erred in readjusting the children’s percentage shares of the residue to equalize the taxation burden.  Read More

The attorney and mental health care worker certificates of merit that an adult older than 26 must file to bring a claim for childhood sexual abuse need not be verified but must state facts as to each defendant sufficient to allow the trial court to assess the suit’s potential merit.  Read More

Statistical evidence may be used to prove liability in a class action if it would be admissible to prove liability in an individual suit on the same claim.  Read More

Plaintiff hospital adequately stated fraud and misrepresentation claims against defendant insurance company, after hospital sought and received assurances that a patient was insured, only to have insurance company retroactively deny coverage after more than $1 million worth of treatment had been administered.  Read More

A consumer cannot reasonably expect that 100% of the disclosed weight of a lip balm will be usable when the product’s dispenser is fully open, so a label disclosing the balm’s true weight is not deceptive though 25% of the balm is unusable.  Read More

Unless he moves to intervene, an unnamed class member lacks standing to appeal an attorney fee award to class counsel following entry of a class action judgment; mere objection to class counsel’s motion for a fee award does not suffice.  Read More

A court may decide the issue of class certification on demurrer when it is clear that, even taking the facts alleged in the complaint as true, there is no reasonable possibility that the requirements for class certification can be met.   Read More

A public entity’s inadvertent disclosure of a privileged document under the Public Records Act does not waive evidentiary privileges.  Read More

Unless the website prominently discloses that use of the site constitutes agreement to its terms, a “browsewrap” disclosure of terms is insufficient to bind the user to the arbitration clause in the site’s terms.   Read More

A notifier who sends a take-down notice to a website owner can be held liable to the poster of the taken-down content, if the notifier sends a take-down notice without first making a good faith determination that the content's use of copyrighted material is not protected by the fair use doctrine.  Read More

The EEOC is not required to conciliate with an employer on behalf of individual employees before bringing suit on behalf of a class of employees, but may conciliate on behalf of the class and then join to the suit particular individuals who fall within the specified class.  Read More

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