Justia Labor & Employment Law Opinion Summaries

An employee was hired by a security services company in 2012 and, as a condition of employment, signed an arbitration agreement requiring that any employment-related disputes be resolved through arbitration under the Federal Arbitration Act (FAA). In 2023, the employee was assigned to work at Oracle Park, where he was subjected to hostile and derogatory conduct by supervisors and coworkers based on his perceived sexual orientation, including intrusive questioning, mocking, and reduction of work hours. After formally complaining about this treatment, the employee was terminated. He then filed a lawsuit against his employer and two individuals, asserting multiple claims, including sexual harassment under California’s Fair Employment and Housing Act.The defendants sought to compel arbitration based on the prior agreement, arguing that all claims fell within its scope and that both federal and state law required enforcement. The plaintiff opposed the motion, challenging the agreement’s validity but not specifically referencing the Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act of 2021 (EFAA). The Superior Court of the City and County of San Francisco issued a tentative ruling, later adopted as final, finding that the EFAA rendered the arbitration agreement unenforceable because the plaintiff stated a valid sexual harassment claim. The court further found that the EFAA barred arbitration of the entire case, not just the sexual harassment claim, and that the plaintiff’s conduct showed he elected to pursue his claims in court.On appeal, the California Court of Appeal, First Appellate District, Division Three, affirmed the trial court’s denial of the motion to compel arbitration. The court held that the EFAA applies to cases involving sexual harassment claims and bars enforcement of predispute arbitration agreements for the entire case at the plaintiff’s election, without requiring an explicit invocation of the EFAA. The court also held that the trial court properly considered the EFAA’s applicability and provided due process, even without supplemental briefing. View "Quilala v. Securitas Security Services USA" on Justia Law

The case centers on an employee who brought multiple claims against her former employer, including several for violations of California’s Labor Code and a representative claim under the Private Attorneys General Act (PAGA). The employee had signed an arbitration agreement at the start of her employment. As a result, all non-PAGA claims were compelled to arbitration, while the PAGA claims (both individual and representative) were stayed. The arbitrator found in favor of the employer on all Labor Code violations, concluding that the alleged violations did not occur.Following the arbitration, the Superior Court of San Bernardino County confirmed the arbitrator’s award and granted judgment on the pleadings against the employee on her PAGA claim, ruling that the arbitration results established she was not an “aggrieved employee” under PAGA, and therefore lacked standing to pursue the PAGA claim. When the employee appealed, the California Court of Appeal, Fourth Appellate District, Division Two, affirmed the denial of her motion to vacate the arbitration award but reversed the judgment on the pleadings as to the PAGA claim, holding that the arbitration did not preclude her from pursuing PAGA penalties.Subsequently, the employer filed a renewed motion for judgment on the pleadings, arguing that subsequent appellate court decisions and the California Supreme Court’s decision in Adolph v. Uber Technologies, Inc., constituted an intervening change in the law, rendering the law of the case doctrine inapplicable. The trial court denied this motion, finding that its prior ruling remained law of the case. Reviewing this denial, the California Court of Appeal, Fourth Appellate District, Division Two, held that the law of the case doctrine properly applied because there had been no controlling intervening change in the law. The court denied the employer’s writ petition, confirming that the arbitrator’s findings on non-PAGA claims did not preclude judicial determination of the employee’s standing under PAGA. View "Prime Healthcare Management v. Super. Ct." on Justia Law

A firefighter employed by a county for over two decades reported safety violations concerning the maintenance of fire extinguishers on county fire engines. After raising these concerns with his superiors, he was barred from working in fire prevention, which he believed was retaliation for his whistleblowing activities. Although he filed internal complaints with the county’s Office of Human Resources and the Civil Service Commission, he withdrew his appeal after assurances that his concerns would be addressed. Later, he was investigated for alleged misconduct and ultimately terminated for violations of county rules. He then filed a claim under the Government Claims Act, which the county rejected.The Superior Court of Kern County granted the county’s motion for judgment on the pleadings, finding that the plaintiff’s failure to exhaust the internal administrative remedies—specifically, by not appealing his dismissal to the Civil Service Commission—barred his whistleblower retaliation lawsuit. The court denied the plaintiff’s request for leave to amend his complaint, holding that he could not allege exhaustion of remedies.The Court of Appeal of the State of California, Fifth Appellate District, reviewed the case. It held that the plaintiff was not required to exhaust the county’s internal administrative remedies before bringing his whistleblower retaliation claims because the county’s ordinances and rules did not provide a clearly defined process for submitting, evaluating, and resolving such claims. The court distinguished between general disciplinary appeals and procedures for discrimination or harassment claims, noting that there was no specific administrative remedy for whistleblower retaliation. Consequently, the appellate court reversed the judgment and remanded the matter with instructions to deny the county’s motion for judgment on the pleadings. The holding clarifies that, where an internal administrative process does not address a particular type of claim, exhaustion of that process is not required before filing suit. View "Romero v. County of Kern" on Justia Law

Manuel Contreras worked for Green Thumb Produce, Inc., primarily in the sanitation department, and became aware that he was earning less than other employees performing similar duties, some with less seniority. He repeatedly raised the pay disparity with management, but no action was taken. After consulting with the Labor Commissioner’s Office and reviewing a FAQ about the California Equal Pay Act (EPA), Contreras believed his employer was violating equal pay laws and presented these concerns, along with the FAQ, to human resources. Shortly thereafter, he was terminated, with Green Thumb citing violations of company policy.Contreras filed suit in the Superior Court of Riverside County, asserting three causes of action, including a claim under Labor Code section 1102.5(b) for whistleblower retaliation. At trial, the jury found in Contreras’s favor on all claims and awarded damages. Green Thumb moved for partial judgment notwithstanding the verdict (JNOV) on the whistleblower claim, arguing Contreras’s misunderstanding of the EPA—specifically, that he did not believe his pay disparity was based on sex, race, or ethnicity—was an unreasonable basis for a claim under section 1102.5(b). The Superior Court granted the JNOV motion, reasoning that Contreras’s belief did not relate to a violation of law.On appeal to the California Court of Appeal, Fourth Appellate District, Division One, the court addressed whether Contreras’s mistaken interpretation of the EPA defeated his whistleblower retaliation claim. The appellate court held that section 1102.5(b) requires only that an employee have an objectively reasonable belief that a violation of law occurred, not that the belief be legally correct. The court found that substantial evidence supported the jury’s conclusion that Contreras reasonably believed Green Thumb violated the EPA based on his consultation with the Labor Commissioner and the potentially misleading FAQ. The appellate court reversed the trial court’s JNOV ruling and instructed it to amend the judgment consistent with the jury’s verdict. View "Contreras v. Green Thumb Produce Inc." on Justia Law

The plaintiff, who worked as a truck driver for the defendants for approximately nine months in 2018, brought claims alleging that the defendants failed to provide required meal and rest breaks, failed to reimburse necessary work-related expenses, and violated California’s unfair competition law. The plaintiff also filed a representative claim for civil penalties under the Labor Code Private Attorneys General Act of 2004 (PAGA), all arising from his employment as a driver.The Superior Court of Sutter County denied the plaintiff’s motion for class certification on the meal break, rest break, expense reimbursement, and unfair competition claims. In particular, the court found that the plaintiff failed to present substantial evidence of a common policy of discouraging breaks or of a community of interest among the proposed class members. The court relied on declarations from other drivers indicating they were not discouraged from taking breaks and noting variability in their experiences. The court also granted the defendants’ motion to strike the PAGA claim on manageability grounds, reasoning that adjudicating the claim would require individual testimony from 75 drivers and would be unmanageable.The California Court of Appeal, Third Appellate District, affirmed in part and reversed in part. It affirmed the denial of class certification for the rest break and expense reimbursement claims, finding insufficient evidence of commonality. However, it reversed the denial of class certification for the meal break and derivative unfair competition claims, holding that the trial court failed to apply the burden-shifting framework required by Donohue v. AMN Services, LLC when time records show missed or unrecorded meal breaks. Additionally, the appellate court reversed the order striking the PAGA claim, holding that trial courts lack inherent authority to strike PAGA claims solely based on manageability concerns, as clarified in Estrada v. Royalty Carpet Mills, Inc. The case was remanded for further proceedings, including consideration of whether the PAGA claim is preempted by federal law. View "Dieves v. Butte Sand Trucking Co." on Justia Law

A former hourly employee brought a class action lawsuit against his former employer, a large wood products company, alleging various wage and hour violations under California law. The proposed classes included both employees who had signed arbitration agreements and those who had not. While some nonexempt employees had signed arbitration agreements requiring individual arbitration and waiving class actions, the named plaintiffs had not. The employer did not initially assert arbitration as a defense and, when ordered by the court to produce copies of signed arbitration agreements for putative class members, failed to do so for several years.During the course of discovery in the Superior Court of Shasta County, the employer repeatedly resisted requests to identify or produce arbitration agreements for employees who had signed them, leading to multiple discovery sanctions. The employer participated in extensive discovery and mediation involving employees who had signed arbitration agreements, without distinguishing them from other putative class members. Only after class certification did the employer finally produce thousands of signed arbitration agreements and immediately moved to compel arbitration for those employees. Plaintiffs opposed, arguing the employer had waived its right to arbitrate by years of litigation conduct inconsistent with an intent to arbitrate, and sought evidentiary and issue sanctions for delayed production.The California Court of Appeal, Third Appellate District, reviewed the case. Applying the California Supreme Court’s standard from Quach v. California Commerce Club, Inc., the appellate court held that the employer waived its right to compel arbitration by clear and convincing evidence. The employer’s prolonged failure to produce arbitration agreements and its conduct throughout litigation was inconsistent with an intention to enforce arbitration. The order denying the motion to compel arbitration was affirmed, and the appeal from the order granting evidentiary and issue sanctions was dismissed as nonappealable. View "Sierra Pacific Industries Wage and Hour Cases" on Justia Law

The plaintiff was an employee who brought claims for wrongful termination, Labor Code violations, and breach of contract against two defendants: the Los Angeles County Metropolitan Transportation Authority (MTA) and the Public Transportation Services Corporation (PTSC). MTA had created PTSC, a nonprofit public benefit corporation, to provide retirement and employment benefits to certain workers and to manage employees who support MTA’s transportation functions. The plaintiff did not file a prelitigation claim under the Government Claims Act (GCA) before suing these entities.The Superior Court of Los Angeles County first granted a motion for judgment on the pleadings in favor of both defendants, finding that the plaintiff had not alleged compliance with the GCA’s claim presentation requirements. The plaintiff was given leave to amend but continued to argue that PTSC was not a public entity subject to the GCA, and that even if it was, the claims presentation requirement should not apply because PTSC had not registered as required by statute. The trial court sustained a demurrer without leave to amend, finding both defendants to be public entities and that PTSC was not required to register separately from MTA. The court entered judgment for both defendants.On appeal to the California Court of Appeal, Second Appellate District, Division One, the plaintiff did not challenge the judgment in favor of MTA but contested the ruling as to PTSC. The appellate court held that PTSC qualifies as a public entity for purposes of the GCA’s claims presentation requirement, given its creation and control by MTA. However, the court found that if PTSC failed to register properly on the Registry of Public Agencies—including with county clerks where it maintains offices—this would excuse the plaintiff’s noncompliance with the GCA. The judgment for MTA was affirmed, but the judgment for PTSC was reversed and remanded to allow the plaintiff to amend his complaint. View "Black v. L.A. County Metropolitan Transp. Authority" on Justia Law

An agricultural company opposed a unionization effort initiated by the United Farm Workers of America, who sought certification as the exclusive bargaining representative for the company's employees under a new statutory procedure. The union filed a Majority Support Petition with the Agricultural Labor Relations Board, presenting evidence that a majority of employees supported union representation. The company responded by submitting objections and employee declarations alleging misconduct by the union during the signature collection process. The Board's regional director investigated and determined that the union had met the statutory criteria for certification, leading the Board to certify the union as the employees' representative.Following the certification, the company filed additional objections with the Agricultural Labor Relations Board, including constitutional challenges to the underlying statute. The Board dismissed most objections and set others for a hearing, but stated it could not rule on constitutional questions. While administrative proceedings were ongoing, the company filed a petition in the Superior Court of Kern County seeking to enjoin the Board from proceeding and to declare the statute unconstitutional. The Board and the union argued that the court lacked jurisdiction due to statutory limits on judicial review, but the superior court nonetheless issued a preliminary injunction halting the Board's proceedings. Appeals and writ petitions followed, consolidating the matter before the reviewing court.The Court of Appeal of the State of California, Fifth Appellate District, held that the superior court lacked jurisdiction to consider the challenge at this stage. The court reaffirmed that under California law, employers may not directly challenge union certification decisions in court except in extraordinary circumstances, which were not present here. The proper procedure is for employers to wait until an unfair labor practice proceeding or mandatory mediation is completed and a final order is issued before seeking judicial review. The court reversed the preliminary injunction and ordered dismissal of the company’s petition for lack of jurisdiction. View "Wonderful Nurseries v. Agricultural Labor Relations Board" on Justia Law

A nonprofit religious organization operates several Zen Buddhist temples in California, providing residential training programs where participants, known as Work Practice Apprentices (WPAs), live and work at the temples. Participants perform various tasks, including cleaning, cooking, and guest services, as part of their Zen training. Upon completing the WPA program, individuals may become staff members, continuing similar duties while residing at the temple. The plaintiff participated as a WPA and later as a staff member, performing duties such as guest services, food preparation, and facility maintenance. She received modest monthly stipends and room and board, but ultimately challenged the compensation as inadequate under California wage-and-hour laws.After her affiliation with the organization ended, the plaintiff filed a wage claim with the Labor Commissioner, seeking unpaid regular and overtime wages, meal period premium wages, and liquidated damages. The Labor Commissioner ruled in her favor against the organization and two individual leaders, holding the individuals personally liable as employers under Labor Code section 558.1, and awarded her $149,177.15. The defendants appealed to the Superior Court of San Francisco, posting an undertaking only on behalf of the organization, not the individual defendants. The trial court denied the plaintiff’s motion to dismiss the appeals by the individuals for lack of undertakings and granted summary judgment for all defendants, finding the ministerial exception under the First Amendment barred the wage-and-hour claims.The California Court of Appeal, First Appellate District, Division Five, reversed. It held that the ministerial exception does not bar wage-and-hour claims by ministers unless such claims would require judicial inquiry into ecclesiastical matters or religious doctrine. Because there was no evidence that adjudicating the plaintiff’s wage claims would entangle the court in religious concerns, the exception did not apply. The court also held that the trial court lacked jurisdiction over the individual defendants’ appeals due to their failure to post the required undertakings. View "Lorenzo v. San Francisco Zen Center" on Justia Law

Lauren Brown worked for a restaurant operated by Dave & Buster’s in Westchester, California, from November 2016 to April 2018. In June 2019, she filed a representative action under the Private Attorneys General Act (PAGA), alleging various Labor Code violations, including failure to provide meal and rest periods, vacation pay, and accurate wage statements. Brown’s lawsuit was one of several PAGA actions filed against the same employer between June 2018 and June 2019. The employer had previously settled with another PAGA plaintiff, Andrade, whose amended complaint included claims similar to Brown’s, including vacation pay violations.The Superior Court of Los Angeles County initially stayed Brown’s case, finding it substantially identical to an earlier action. After the Andrade action settled and the San Diego County Superior Court approved the settlement, Dave & Buster’s moved for judgment on the pleadings in Brown’s case, arguing that claim preclusion barred her claims and that she lacked standing to pursue violations occurring after the Andrade settlement. Brown opposed, arguing that Andrade had not properly exhausted administrative remedies for her amended claims because she filed her amended complaint only 35 days after submitting an amended notice to the Labor and Workforce Development Agency, rather than waiting the statutory 65 days.The California Court of Appeal, Second Appellate District, Division Eight, reviewed the trial court’s order independently. The appellate court held that Andrade’s failure to strictly comply with the 65-day waiting period was a harmless defect, as she substantially fulfilled the purpose of the pre-filing notice requirement and the Agency had an opportunity to object to the settlement but did not. The court found that all elements of claim preclusion were satisfied and affirmed the trial court’s judgment, dismissing Brown’s complaint with prejudice. View "Brown v. Dave & Buster's of California" on Justia Law