Justia Labor & Employment Law Opinion Summaries

Jon Woods, a workers' compensation attorney, was convicted of 37 felony counts of workers' compensation fraud. Woods had engaged in unlawful kickback and referral fee arrangements, referring copy and subpoena work to companies that provided financial benefits to him and his firm. This corruption affected the workers' compensation system, as the employer's insurance company had to cover the costs.The Superior Court of Orange County reviewed the case, where Woods was found guilty on all counts and received a four-year prison sentence. He was also ordered to pay $701,452 in restitution. Woods appealed, arguing that the Williamson rule precluded convictions on counts 5 through 37, and that the court erred in limiting his cross-examination of certain prosecution witnesses.The California Court of Appeal, Fourth Appellate District, Division Three, reviewed the case. The court agreed with Woods that the Williamson rule applied, as his conduct fell under a more specific statute, Labor Code section 139.32, which criminalizes kickback schemes and is a misdemeanor. Therefore, the court reversed Woods's convictions on counts 5 through 37, the white-collar sentencing enhancement, and the restitution award based on these charges. However, the court found no error in the trial court's limitation of cross-examination of prosecution witnesses and affirmed the remainder of the judgment. View "People v. Woods" on Justia Law

Plaintiff Christian L. Johnson sued his employer, the California Department of Transportation (Caltrans), alleging discrimination, harassment, and retaliation. During the litigation, Caltrans attorney Paul Brown sent an email to Johnson’s supervisor, Nicolas Duncan, which Duncan then shared with Johnson. Johnson forwarded the email to his attorney, John Shepardson, who further disseminated it to several experts and individuals. Caltrans sought a protective order, claiming the email was covered by attorney-client privilege. The trial court granted the order and later disqualified Shepardson and three experts for non-compliance with the order.The Superior Court of San Joaquin County issued the protective order, finding the email privileged. Johnson and Shepardson were ordered to destroy all copies and cease further dissemination. Caltrans later filed a motion to enforce the order and subsequently a motion to disqualify Shepardson and the experts, arguing continued non-compliance and misuse of the privileged email. The trial court granted the disqualification, citing Shepardson’s breach of ethical duties and the potential prejudice to Caltrans.The California Court of Appeal, Third Appellate District, reviewed the case. The court affirmed the trial court’s decision, holding that the Brown email was protected by attorney-client privilege. The court found no merit in Johnson’s arguments that the privilege was waived or that the crime-fraud exception applied. The court also upheld the disqualification of Shepardson and the experts, concluding that Shepardson’s actions violated ethical obligations and posed a risk of unfair advantage and harm to the integrity of the judicial process. The court emphasized the importance of maintaining public trust in the administration of justice. View "Johnson v. Dept. of Transportation" on Justia Law

Catherine Kuo was killed while volunteering at a food distribution event organized by the Dublin Unified School District (DUSD). Her family and estate sued DUSD for negligence and premises liability, alleging failure to implement and communicate safety protocols. DUSD moved for summary judgment, arguing that Labor Code section 3364.5, which deems school volunteers as employees entitled to workers' compensation benefits, barred the plaintiffs' claims.The Superior Court of California, County of Alameda, granted DUSD’s motion for summary judgment. The court concluded that section 3364.5 applied, providing that workers' compensation was the sole remedy for any injury, including death, sustained by volunteers while performing their duties. The court found that the statute's plain language and legislative history supported this interpretation, and thus, it lacked jurisdiction to grant relief.The California Court of Appeal, First Appellate District, Division Four, reviewed the case. The court affirmed the lower court's decision, holding that the term "any injury" in section 3364.5 unambiguously includes fatal injuries. The court also determined that DUSD’s resolution, which declared volunteers entitled to workers' compensation benefits, satisfied the statutory requirement, even though it did not explicitly use the word "deemed." The court rejected the plaintiffs' arguments that the statute did not apply because DUSD did not treat its volunteers as employees in practice, noting that the statute did not require such conduct.The appellate court concluded that the trial court correctly granted summary judgment in favor of DUSD, affirming that workers' compensation was the exclusive remedy for the plaintiffs' claims. View "Kuo v. Dublin Unified School Dist." on Justia Law

Plaintiff Melissa Mandell-Brown filed a complaint against Novo Nordisk, Inc. and Zamaneh Zamanian, asserting 16 causes of action, including claims for discrimination, sexual harassment, and retaliation under the Fair Employment and Housing Act (FEHA) and the Labor Code, as well as common law claims for breach of contract, wrongful termination, and intentional infliction of emotional distress. Defendants filed a motion for summary judgment, supported by a separate statement of 161 undisputed facts, attorney declarations, and witness declarations. Plaintiff did not file an opposition to the motion or a separate statement.The Superior Court of Los Angeles County granted the defendants' motion for summary judgment after plaintiff failed to file the required opposition or separate statement, despite being granted two continuances. The court found no genuine issues of material fact and concluded that the plaintiff could not prove the elements of her causes of action. Plaintiff appealed the decision.The California Court of Appeal, Second Appellate District, Division Five, reviewed the case. The court held that the trial court did not abuse its discretion under Code of Civil Procedure section 437c, subdivision (b)(3), by granting the motion based on the plaintiff’s failure to file the requisite separate statement. The appellate court noted that the trial court had the discretion to grant the motion for summary judgment when the opposing party fails to comply with the requirement of a separate statement. Given the complexity of the case and the plaintiff's failure to submit any opposition or appear at the hearing, the appellate court affirmed the trial court's judgment. View "Mandell-Brown v. Novo Nordisk Inc." on Justia Law

Rachel Moniz and Paola Correa filed separate lawsuits against Adecco USA, Inc. under the Private Attorney General Act of 2004 (PAGA), alleging violations of the Labor Code. Moniz and Adecco settled their case, but Correa challenged the fairness of the settlement. The trial court approved the revised settlement over Correa's objections and awarded attorney’s fees to Moniz’s counsel. Correa's request for a service award and attorney’s fees for her own work was largely denied. Correa appealed, arguing the trial court's analysis of the revised settlement was flawed and that her request for attorney’s fees and a service award should have been granted.The San Mateo County Superior Court overruled Adecco's demurrer in Moniz's case, while the San Francisco Superior Court sustained Adecco's demurrer in Correa's case. Correa's motion to intervene in Moniz's suit was denied, and her subsequent appeal was also denied. The trial court approved Moniz's settlement with Adecco, awarding Moniz a service award and attorney’s fees, but denied Correa’s requests. Correa's motions for a new trial and to vacate the judgment were denied, leading to her appeal.The California Court of Appeal, First Appellate District, Division Four, reviewed the case. While the appeal was pending, the California Supreme Court decided Turrieta v. Lyft, Inc., which disapproved of the reasoning in Moniz II regarding Correa’s standing. The Court of Appeal concluded that Correa and her counsel lacked standing to challenge the judgment based on the Supreme Court's decision in Turrieta. Consequently, the appeals were dismissed. View "Moniz v. Adecco USA, Inc." on Justia Law

The Santa Ana Police Officers Association (SAPOA) and certain anonymous City of Santa Ana police officers (Doe Officers) sued the City of Santa Ana, alleging wrongful disclosure of confidential personnel records, failure to investigate a complaint about the disclosure, and denial of a request for related communications. The first amended complaint included four causes of action: violation of Penal Code section 832.7 and Evidence Code sections 1043 and 1045, negligence, failure to investigate under Penal Code sections 832.5 and 832.7, and violation of the Meyers-Milias Brown Act (MMBA).The Superior Court of Orange County sustained the City’s demurrer to the first amended complaint without leave to amend, leading to the dismissal of the case. The court found that the Doe Officers could not proceed anonymously without statutory authority or court authorization. It also concluded that the SAPOA lacked standing and that there was no private right of action for the alleged violations of the Penal Code and Evidence Code sections cited.The California Court of Appeal, Fourth Appellate District, Division Three, reviewed the case. The court affirmed the judgment as to the Doe Officers, agreeing they lacked authorization to proceed anonymously. It also affirmed the trial court’s decision regarding the first, second, and fourth causes of action, finding no private right of action for damages under the cited statutes and that the SAPOA failed to exhaust administrative remedies for the MMBA claim. However, the appellate court reversed the judgment concerning the third cause of action, holding that the SAPOA had standing to seek mandamus relief to compel the City to investigate the complaint and notify the SAPOA of the disposition, as required by Penal Code sections 832.5 and 832.7. The case was remanded for further proceedings on this cause of action. View "Santa Ana Police Officers Assn. v. City of Santa Ana" on Justia Law

Gerry Serrano, a police officer for the City of Santa Ana, took a leave of absence to serve as president of the Santa Ana Police Officers Association. The Public Employees’ Retirement System (CalPERS) determined that certain special pay additives Serrano received before and during his service as Association president could not be included in his pension. The Administrative Board of CalPERS and the Superior Court of Sacramento County affirmed the exclusion of most of these pay additives from Serrano’s pension. Serrano appealed, arguing that Government Code section 3558.8 mandates he cannot lose any compensation, including pensionable compensation, while serving as the Association president. He also challenged the specific exclusion of a confidential premium and holiday pay from his pensionable compensation.The Superior Court of Sacramento County denied Serrano’s petition for writ of administrative mandamus, which sought to vacate the Board’s decision and include all pay additives in his retirement calculation. Serrano then appealed to the California Court of Appeal, Third Appellate District.The California Court of Appeal, Third Appellate District, affirmed the lower court’s decision. The court held that section 3558.8 did not require the compensation Serrano earned as a police sergeant to be entirely pensionable while he served as Association president. The court concluded that the confidential premium was not pensionable because it constituted nonpensionable overtime and did not meet the regulatory definition for the confidentiality premium. Additionally, the court found that Serrano’s holiday pay was not pensionable because he was not required to work on holidays, as required by the relevant regulation. The court’s decision was based on the interpretation of the Retirement Law and the specific definitions and requirements for pensionable compensation under that law. View "Serrano v. Public Employees' Retirement System" on Justia Law

John Lowry, a harbor patrol officer, suffered physical and psychiatric injuries, including PTSD, from a workplace accident. His psychiatrist deemed him unfit to return to work, and the Port San Luis Harbor District (the District) indicated that his only option was retirement. Lowry applied for disability retirement, but the District denied his application, stating insufficient information to determine disability. The California Public Employees’ Retirement System (CalPERS) also denied his application, and the District terminated his employment, claiming he voluntarily resigned, which was later admitted to be untrue.The trial court granted summary judgment in favor of the District, concluding that Lowry was not eligible for relief under the California Fair Employment and Housing Act (FEHA) because he could not perform his essential job duties with or without reasonable accommodations. The court found that disability retirement does not qualify as a term, condition, or privilege of employment under FEHA.The California Court of Appeal, Second Appellate District, Division Six, affirmed the trial court's decision. The court held that the denial of disability retirement payments is not an adverse employment action under FEHA. Disability retirement payments serve as income replacement for employees who can no longer work and do not facilitate continued employment, job performance, or advancement opportunities. The court concluded that an individual who is not a qualified employee cannot bring a disability discrimination claim under FEHA for the denial of disability retirement payments. The judgment in favor of the District was affirmed. View "Lowry v. Port San Luis Harbor Dist." on Justia Law

Packers Sanitation Services Ltd., LLC (Packers) employed Jose A. Parra Rodriguez (Parra) in California from April 2019 to July 2021. In February 2022, Parra filed a complaint against Packers under the Labor Code Private Attorneys General Act of 2004 (PAGA), seeking civil penalties for alleged violations of the Labor Code and California Code of Regulations. Packers moved to compel arbitration based on an agreement Parra allegedly signed, which included a clause for binding individual arbitration. Parra opposed the motion, arguing he did not recall signing the agreement, his PAGA claims lacked an individual component, and the claims fell under exceptions to arbitration.The Superior Court of Imperial County held an evidentiary hearing and found Parra had signed the agreement. However, the court denied the motion to compel arbitration, interpreting "current law" to mean the law as it stood in 2019, when Iskanian v. CLS Transportation Los Angeles, LLC held PAGA claims were not subject to arbitration. The court concluded the parties had not agreed to arbitrate PAGA claims at all.The Court of Appeal, Fourth Appellate District, Division One, State of California, reviewed the case. Packers argued that under Viking River Cruises, Inc. v. Moriana, Parra’s individual PAGA claim should be compelled to arbitration, and non-individual claims should be dismissed. Parra contended his complaint did not include individual PAGA claims, citing Balderas v. Fresh Start Harvesting, Inc., which held a plaintiff could forgo individual relief and bring a representative PAGA action.The Court of Appeal affirmed the lower court's decision, agreeing with Parra that his complaint did not assert individual PAGA claims. The court found that Parra had not sought individual PAGA relief and thus, there were no individual claims to compel to arbitration. The court did not address whether a PAGA action must include an individual claim, as this issue was not ripe for consideration in this appeal. View "Rodriguez v. Packers Sanitation Services" on Justia Law

Angelica Ramirez sued her former employer, Charter Communications, Inc., under the California Fair Employment and Housing Act (FEHA) for discrimination, harassment, retaliation, and wrongful discharge. Charter moved to compel arbitration based on an arbitration agreement signed by Ramirez during her onboarding process. The trial court found the agreement contained unconscionable provisions and refused to enforce it.The Superior Court of Los Angeles County found the arbitration agreement to be a contract of adhesion and identified several substantively unconscionable provisions, including shortened filing periods for claims, improper allocation of attorney fees, and lack of mutuality in claims subject to arbitration. The court denied Charter's motion to compel arbitration. Charter appealed, and a different panel of the Court of Appeal affirmed the trial court's decision, agreeing that the agreement contained multiple unconscionable provisions.The California Supreme Court reviewed the case and concurred that three provisions were substantively unconscionable but remanded the matter to the Court of Appeal to reconsider whether the unconscionable provisions could be severed from the agreement. On remand, the Court of Appeal concluded that severing the unconscionable provisions would not further the interests of justice. The court found that the agreement's central purpose was tainted with illegality and that the multiple unconscionable provisions indicated a systematic effort by Charter to impose arbitration in a manner that favored the employer. Therefore, the Court of Appeal affirmed the trial court's refusal to enforce the arbitration agreement. View "Ramirez v. Charter Communications, Inc." on Justia Law