Disagreeing with Gavriiloglou v. Prime Healthcare Management, Inc. (2022) 83 Cal.App.5th 595, this decision holds that an arbitrator’s award finding that the employer did not violate the Labor Code as the employee alleged in his individual wage and hour claims operates as collateral estoppel, barring the employee’s PAGA claims based on the same alleged violations, for lack of standing. ) Contrary to Gavriiloglou, this decision concludes that the “same capacity” requirement applies only to res judicata, not collateral estoppel–and that in any event, collateral estoppel is appropriate because both individual and PAGA claims depend on the same factual question of whether the employer violated the Labor Code.