California Employment Law Blog

California Appeals Court Affirms Lower Court Decision in Wrongful Termination Case

Published on: February 21, 2023 | The Nourmand Law Firm, APC

In a recent case, the First District Court of Appeals Division 5 in California issued an opinion in an appeal involving a dispute between an employer and an employee. The plaintiff is a former organizer for the defendant, the National Union of Healthcare Workers (NUHW). The plaintiff contends that she was wrongfully terminated by the NUHW under numerous statutes, including the Age Discrimination in Employment Act (ADEA). The defendant filed a motion for summary judgment, and the trial court issued a written order granting NUHW summary judgment and dismissing all the causes of action in the plaintiff’s complaint.

Facts of the Case

As an employee of the NUHW, the plaintiff was hired in September 2015 as an internal organizer. The NUHW employs external organizers, who encourage non-unionized employees to join the union, and internal organizers, who develop and organize members to be active participants in the union. Although the plaintiff had some union experience, she did not have experience organizing union members in hospitals or organizing workers in technical job classifications. Nevertheless, she was assigned as an internal organizer to two hospitals in Sonoma County, Santa Rosa Memorial Hospital (SRMH) and Petaluma Valley Hospital (PVH).

During the trial, the plaintiff’s former supervisor testified that the plaintiff initially performed well. When she was hired, NUHW was negotiating with SRMH for a successor contract, and the plaintiff was able to communicate with Spanish-speaking union members and organize them to support the contract. The contract was ratified, and the plaintiff was given a positive skills assessment.

California Appeals Court Rejects Age Discrimination Appeal

Published on: January 21, 2023 | The Nourmand Law Firm, APC

The outcome of a case can turn on the evidence each party presents. As a result, parties to a lawsuit will seek to include their evidence and may object to the other party’s evidence. A recent opinion from the Second District Court of Appeals Division 4 in California demonstrates the importance of these evidence disputes to the strength of each party’s case. The case involved an appeal from a lower court decision granting an employer’s motion for summary judgment. The employee claims his former employer, Fox Digital Enterprises, Inc., eliminated his shifts as a finishing editor due to his age. At the time of his termination, the employee was 63 years old, the third-oldest finishing editor. The employee filed a lawsuit alleging age discrimination under the Fair Employment and Housing Act (FEHA) and wrongful termination in violation of public policy. Both parties objected to the opposing side’s evidence.

Facts of the Case

At Fox, the plaintiff had edited promotional videos since 1984. In 2018, his supervisor eliminated his and the oldest editor’s shifts. Later, Fox gave additional shifts to the youngest editor. A few months prior, Fox had informed employees of anticipated staffing cuts due to budgetary constraints. However, the plaintiff argued he was terminated because of his age. Fox countered by citing issues with his speed and tardiness. Several supervisors and editors testified that the plaintiff was one of the slowest editors in his department. The plaintiff countered that he produced meticulous, quality work, and Fox’s reported concerns were a pretext for age discrimination.

To support their claims, each party submitted several forms of evidence. The plaintiff claimed he heard a supervisor say that another editor was the slowest. He provided declarations from former Fox employees who attested to his high-quality work and punctuality. He also cited evidence of finishing editors’ average hourly wages to argue his above-average pay reflected strong performance. Fox objected to this evidence and provided its own pay data.

California Plaintiff Unsuccessfully Appeals Employment Discrimination Case

Published on: January 11, 2023 | The Nourmand Law Firm, APC

In a recent case, the Third District Court of Appeals Division in California ruled on an appeal involving a former Chief Financial Officer (CFO) who lodged wrongful termination allegations against Ampla Health, a nonprofit healthcare provider serving low-income families. The plaintiff sued her former employer for race and gender discrimination, retaliation, and wrongful termination after Ampla Health eliminated her CFO position and designated her responsibilities to other employees. Ampla Health filed a motion for summary judgment or, in the alternative, summary adjudication. The trial court granted the motion in full, and the plaintiff appealed. In its recent opinion, the Appeals Division affirmed the lower court’s decision.

Facts of the Case

Soon after the plaintiff was hired as CFO of Ampla Health in 2016, the CEO received complaints about the plaintiff’s attitude toward staff and expressed concern that she disclosed confidential and inaccurate information to the board. Ampla Health claimed the plaintiff repeatedly left work without requesting time off, resulting in a threat to dock her pay. After a poor annual review, she did not receive a raise. However, every other executive received a raise, despite negative findings in their performance audits. Finally, after she reported Ampla Health’s various financial woes to the board, the nonprofit eliminated her position to reduce costs. The CEO further cited poor performance and interpersonal skills as reasons for her termination.

On the other hand, the plaintiff alleged discrimination and retaliation. First, she lodged complaints of racial and gender bias against other high-level staff members. Second, she claimed CEO allowed non-Black employees to bypass attendance policies. She also noted that she was terminated while on paid family leave. She brought causes of action for race and gender discrimination, a hostile work environment, whistleblower retaliation in violation of the Fair Employment and Housing Act (FEHA) and retaliation under the California Family Rights Act (CFRA), among other claims.

California Appeals Court Hears Anti-SLAPP Employment Law Case

Published on: December 21, 2022 | The Nourmand Law Firm, APC

In a recent case, the Second District Court of Appeals Division 5 in California issued an opinion in an appeal involving a termination dispute between an employer and an employee. The employer, Phonexa Holdings, hired the employee, the former chief marketing officer, a few months prior to firing her after she raised concerns about the company’s compliance with COVID-19 public health measures. Following the termination, Phonexa filed a lawsuit claiming that the former employee and her husband stole proprietary information from the company. The former employee filed a cross-complaint asserting various employment claims, and both sides filed anti-SLAPP motions to strike the other’s lawsuits. The appeals court decision resolved the appeal from the trial court’s order denying Phonexa’s anti-SLAPP motion, with the appeals court ultimately denying the appeal, affirming the lower court’s decision to deny Phonexa’s anti-SLAPP motion.

Facts of the Case

Phonexa sued the former employee in August of 2020, alleging that her relationship with senior management at the company deteriorated after she took two days off of work starting on July 20, 2020, and copied the hard drive of her work computer onto a series of personal drives. Phonexa alleges that she copied the electronic materials at the direction of an executive at a competing company in order to steal Phonexa’s trade secrets. The former employee filed a cross-complaint asserting multiple employment claims, including that Phonexa’s chief executive officer (CEO) questioned and interrogated employees who were working from home and made statements that COVID-19 was a hoax and an attempt to disrupt the 2020 presidential election, among other claims. When the former employee shared concerns regarding the return to work policy with human resources in May 2020, the CEO demanded the complaining employees’ names and threatened retaliation.

The former employee worked from home for the duration of her time at Phonexa after advising them that she suffers from a preexisting medical condition that required her to be cautious about contracting COVID-19. Despite this, the CEO asked her numerous times when she planned to work from the office. During a phone call on July 20, 2020, the CEO berated and belittled her, and two days after the call when she submitted a formal written complaint about the company policy, the former employee was terminated.

California Appeals Court Denies Appeal in Wrongful Termination Case, Affirming Lower Court Decision

Published on: December 8, 2022 | The Nourmand Law Firm, APC

In a recent case, the Fourth District Court of Appeals Division 3 in California issued an opinion in an appeal involving a termination dispute between an employer and an employee. The employer, Airborne Systems North America of CA, Inc., terminated the employee after a coworker complained about inappropriate conduct towards her. Following the termination, the employee filed a lawsuit for, inter alia, wrongful employment termination and violation of the California Fair Employment and Housing Act against Airborne and Airborne’s human resource manager. At trial, judgment was granted in favor of Airborne, and the employee appealed the decision shortly thereafter.

Facts of the Case

In July 2017, the employee exhausted his administrative remedies by filing a complaint with the Department of Fair Employment Housing alleging that Airborne terminated his employment because of his age and because of his mental disability, resulting from the enormous stress from the hostile work environment. He further alleged in that complaint that during the time he was employed by Airborne he received excellent performance evaluations and maintained a great work record. After being terminated, the person that replaced him was younger and had significantly less experience.

The following year in July 2018, the employee filed a complaint against Airborne and specific individual defendants, making claims for wrongful termination in violation of public policy, defamation, harassment, retaliation, disability discrimination, race discrimination, age discrimination, marital status discrimination, and intentional infliction of emotional distress. In August 2019, after several amendments, the employee filed a third amended complaint. In December 2020, Airborne filed a motion for summary judgment, or in the alternative, for summary adjudication. The trial court granted the motion for summary judgment, finding that Airborne produced evidence showing, inter alia, the decision to terminate Forrester’s employment was based on a report of inappropriate conduct, and thus was made for a legitimate, nondiscriminatory reason. The burden then shifted to the employee, but he failed to meet his burden as he did not present evidence. He then appealed the decision in a timely manner.

California Appeals Court Partially Upholds Appeal in Wrongful Discharge Case

Published on: November 25, 2022 | The Nourmand Law Firm, APC

In a recent case, the Second District Court of Appeals Division 5 in California issued an opinion in an appeal involving a discharge dispute between an employer and an employee. The plaintiff is a former plant manager for the defendant, FlashCo, a manufacturer of prefabricated roof flashings. The plaintiff contends that he was discharged from his employment by the defendants in violation of the California Fair Employment and Housing Act (FEHA), the Moore-Brown-Roberti Family Rights Act, also known as the California Family Rights Act (CFRA), and public policy. In total, the plaintiff set forth nine causes of action, six for violations of the FEHA, two for violations of the CFRA, one for interference, one for retaliation, and one for violations of public policy. The defendant filed a motion for summary judgment, and the trial court granted the motion, ruling against the plaintiff.

Facts of the Case

As an employee of FlashCo, the plaintiff was hired in 2010 as a production worker. In March 2016, the plaintiff was then hired as a plant manager. During the trial, the plaintiff’s former supervisor testified that the plaintiff was “over his head” in the plant manager role, stating that he never developed into a competent plant manager. According to further testimony from the trial, the plaintiff’s supervisors stated that in 2016 and 2017, the plant managed by the plaintiff was not reaching production levels expected of a plant of that level. In February 2018, the plaintiff experienced neck and back injuries in an outside automobile accident. By April 2018, the plaintiff was advised that “the sales team was concerned about [his] plant performance” and around that time, he was sent a performance improvement plan (PIP). The plaintiff felt that the PIP set unrealistic expectations. Later that day, the plaintiff had a discussion with his manager and was given three options, (1) abide by the PIP, (2) accept a demotion to operations supervisor, or (3) voluntarily resign and receive a $10,000 payment from the company.

The plaintiff resigned and accepted the payment several days later. In March 2020, the plaintiff commenced his action by filing a complaint against the defendant, setting forth nine total causes of action, with six addressing violations of the FEHA, two addressing violations of the CFRA, one for interference, one for retaliation, and one addressing violations of public policy. The trial court dismissed the plaintiff’s claims on a motion for summary judgment from the defendant.

California Appeals Court Rejects Employer’s Arbitration Agreement

Published on: November 15, 2022 | The Nourmand Law Firm, APC

Many employers in California require employees to sign mandatory arbitration agreements before commencing employment. Despite California laws prohibiting some employers from requiring these agreements, many still require arbitration agreements. Although some of these are lawful, many contain terms that courts find to be unconscionable, or unenforceable because they do not give the employee meaningful choice. However, these agreements often have the effect of deterring employee lawsuits that have merit. Fortunately, tenacious litigants who pursue these claims often find themselves vindicated in California courts, like in a recent employment case.

Facts of the Case

An apprentice electrician brought two separate lawsuits against his employer for unfair practices. Of note, the employee signed an arbitration agreement upon hiring that subjected the employee to binding arbitration for any disputes with the employer. The arbitration agreement included, among other provisions, measures that limited discovery, waived the right to pursue class action lawsuits, and required the complaining employee to pay filing fees and other expenses.

In a previous case, the employee filed a lawsuit against his employer for disability discrimination under the Fair Employment & Housing Act (FEHA). In the FEHA case, the trial court granted the employer’s motion to compel arbitration after severing “substantively unconscionable” terms from the arbitration agreement.

California Plaintiff Unsuccessfully Appeals Lower Court’s Decision in Disability Discrimination Case

Published on: October 28, 2022 | The Nourmand Law Firm, APC

Earlier this month, an employee appealed the lower court’s decision in favor of his employer in a wrongful termination case. When the case was before the lower court, the plaintiff unsuccessfully argued that he should succeed because his employer engaged in disability discrimination. On appeal, the higher court agreed with the lower court, ruling again in favor of the company that had employed the plaintiff.

Facts of the Case

According to the opinion, the plaintiff began working as an assembler in 1989 for a fairly large company. In 2015, the plaintiff took an extended medical leave because he was having problems with his liver. These medical issues eventually led to a liver transplant in October 2016.

The plaintiff had been unable to work for approximately 13 months. In late October 2016, the plaintiff’s employer sent him a letter informing him that his unpaid medical leave had expired many months ago, and that he had one week to return to work before the employer would assume he had resigned. The plaintiff failed to return to work, and the company terminated his employment one week later.

In November 2018, the plaintiff filed a claim for disability discrimination. He alleged that the employer failed to provide reasonable accommodation given his medical condition.

California District Court Denies Plaintiff’s Claim After Termination from Medical Center Job

Published on: October 12, 2022 | The Nourmand Law Firm, APC

Recently, a federal district court in California denied a plaintiff’s appeal in a racial discrimination case. The plaintiff worked for a community medical center as a microbiologist, and according to the medical center, he was fired in 2018 for violating the center’s privacy policies. The lower court denied the plaintiff’s racial discrimination claim, and the plaintiff asked the higher court to re-examine the decision. On appeal, the district court agreed with the original decision, affirming the court’s denial of the claim.

Facts of the Case

According to the opinion, the employer in this case reported that the defendant was fired because he violated the center’s well-established privacy and confidentiality policies. In a deposition, the plaintiff admitted that he copied various medical records, removed the copied records from the workplace, and copied the records onto his personal computer at home. He also emailed documents that contained protected health information to his personal email account. This violation of the employer’s policy led to his firing in 2018.

The plaintiff told a different story. According to the defendant, he faced racial discrimination while in the workplace. At one point, for example, the plaintiff’s supervisor told him, “You stubborn Indian, do your job.” The plaintiff felt as if he was treated differently due to his race, and he felt that his race was ultimately a factor in his termination.

California Court Denies Plaintiff’s Appeal in Sexual Harassment Case, Citing Lack of Causal Link

Published on: September 20, 2022 | The Nourmand Law Firm, APC

Courts reviewing sexual harassment claims have the potential to award plaintiffs with significant monetary compensation; however, the legal claims have to establish certain causal links in order to be successful. Recently, a California court denied a plaintiff’s appeal in her employment discrimination case, concluding that there was no causal link between the sexual harassment that the individual faced and the consequences that she suffered while on the job. Thus, even though the plaintiff had conclusively established that she was a victim of sexual harassment, her case was ultimately unsuccessful.

According to the opinion, the plaintiff sued her employer for sexual harassment, retaliation, and failure to prevent harassment and retaliation. After her claim was denied by a lower court, the plaintiff appealed and hoped that a higher court would grant her a more favorable verdict.

The plaintiff was one of only three women serving as a lead public safety dispatcher for the city in which she resided. As a SWAT team member, the plaintiff was consistently subjected to sexually explicit jokes, nudity, and simulated sexual acts. What’s more, the plaintiff felt as if she could not refuse to participate in the sexually explicit culture, given it seemed necessary for her to advance as a member of the team.