Justia California Court of Appeals Opinion Summaries

Plaintiff-appellant Sadie Curry brought a class action case against defendant and respondent Equilon Enterprises, LLC, doing business as Shell Oil Products US (Shell). Curry’s causes of action included: (1) failure to pay overtime compensation; (2) failure to pay for missed break periods; and (3) unfair business practices. The trial court found Shell was not Curry’s employer and therefore granted Shell’s motion for summary judgment. Curry contended the trial court erred in its finding and by granting summary judgment. Finding no reversible error, the Court of Appeal affirmed. View "Curry v. Equilon Enterprises, LLC" on Justia Law

After Jerald Glaviano interceded in a confrontation between two of his students, the Sacramento City Unified School District (the District) placed him on unpaid leave and issued an accusation and a notice of intent to dismiss or suspend him without pay. The Commission on Professional Competence (Commission) dismissed the accusation and ordered the District to reinstate Glaviano to his former position with back pay and benefits. Education Code section 449441 provided that if the Commission determines an employee should not be dismissed or suspended, the governing board of the school district shall pay “reasonable attorney’s fees incurred by the employee.” Glaviano requested fees based on the prevailing hourly rate for similar work in the community, but the trial court concluded the fee award must be based on the reduced hourly rate Glaviano’s counsel actually charged. The issue presented on appeal was whether the phrase “reasonable attorney’s fees incurred by the employee” in section 44944 necessarily limited a fee award to fees actually charged. The Court of Appeal concluded it did not. The Court found the lodestar method appropriate: reasonable hours spent, multiplied by the prevailing hourly rate for similar work in the community. View "Glaviano v. Sacramento City Unified School District" on Justia Law

Plaintiff and cross-defendant IIG Wireless, Inc. (IIG) obtained a judgment of $401,860 against defendant and cross-complainant John Yi. IIG also sued Lauren Kim, Yi’s fiancee, who moved for and was granted a nonsuit during trial. Yi obtained a judgment on his cross-complaint for $122,000, resulting in a final judgment of $279,860 in IIG’s favor. Yi appealed the judgment and the court’s denial of his motion for judgment notwithstanding the verdict (JNOV). Before IIG’s official formation, Yi had been doing business with MetroPCS and was the owner of several out-of-state dealers. Yi, Jimmy Hu, and Seung Lee founded IIG to become another dealer for MetroPCS with stores in southern California. Between June 2007, when IIG was formed, and the end of 2008, the company opened 30 stores. Yi signed personal guarantees with MetroPCS for product to sell, as well as the leases for the retail locations, while Hu and Lee did not. IIG claims Yi committed numerous other misdeeds during his time as CEO, including directing IIG to issue payments of $48,000 to Kim, who was his girlfriend at the time. In sum, Yi argued there was no substantial evidence to support the verdict, the court made numerous errors with respect to the introduction of evidence and its conduct of the trial, and the damage award of $122,000 on his crosscomplaint was inadequate. IIG argued there was substantial evidence to support the verdict, the JNOV was properly denied, and the damage award on the cross-complaint should be reduced. In its cross-appeal, IIG argued the trial court should not have granted nonsuit as to Kim. Further, IIG contended the trial court erred by denying its motion to amend the complaint and to admit certain expert testimony. After review, the Court of Appeal concluded neither the appeal nor the cross-appeal had any merit, and therefore affirmed the judgment in its entirety. View "IIG Wireless v. Yi" on Justia Law

Laine Hedwall filed a cross-complaint in the underlying action against CLP, Arcis, and PCMV, alleging claims for breach of contract, fraud, declaratory relief, and related causes of action. The trial court sustained CLP's demurrer to the cross-complaint with leave to amend, Hedwall filed a first amended cross-complaint (FACC), CLP then demurred to all but one of the claims against it in the FACC; and, while CLP's demurrer to the FACC was pending, Hedwall then filed a second amended cross-complaint (SACC). The Court of Appeal affirmed the trial court's decision to cancel the filing of the SACC on its own motion, sustain CLP's demurrer to the FACC without leave to amend, and grant of judgment on the pleadings in CLP's favor on Hedwall's sole remaining claim against CLP. The court also affirmed the trial court's denial of Hedwall's request for an order staying the proceedings relating to Arcis and PCMV. View "Hedwall v. PCMV, LLC" on Justia Law

Laine Hedwall filed a cross-complaint in the underlying action against CLP, Arcis, and PCMV, alleging claims for breach of contract, fraud, declaratory relief, and related causes of action. The trial court sustained CLP's demurrer to the cross-complaint with leave to amend, Hedwall filed a first amended cross-complaint (FACC), CLP then demurred to all but one of the claims against it in the FACC; and, while CLP's demurrer to the FACC was pending, Hedwall then filed a second amended cross-complaint (SACC). The Court of Appeal affirmed the trial court's decision to cancel the filing of the SACC on its own motion, sustain CLP's demurrer to the FACC without leave to amend, and grant of judgment on the pleadings in CLP's favor on Hedwall's sole remaining claim against CLP. The court also affirmed the trial court's denial of Hedwall's request for an order staying the proceedings relating to Arcis and PCMV. View "Hedwall v. PCMV, LLC" on Justia Law

Shapira sued his former employer, Lifetech, for breach of an employment contract. The parties presented their evidence at a bench trial and rested. Before Shapira submitted his closing argument brief, he requested that the court dismiss the case under Code of Civil Procedure, section 581(e), which provides, “After the actual commencement of trial, the court shall dismiss the complaint . . . with prejudice, if the plaintiff requests a dismissal.” The court denied Shapira’s request. After the parties filed their closing argument briefs, the court entered a judgment in Lifetech’s favor, held that Lifetech was the prevailing party under Civil Code section 1717, and awarded Lifetech costs and $137,000 in attorney fees. Shapira appealed the attorney fees award. The court of appeal reversed. The court should have dismissed the case under section 581(e), so the award of attorney fees was erroneous under Civil Code section 1717(b)(2), which states, “Where an action has been voluntarily dismissed or dismissed pursuant to a settlement of the case, there shall be no prevailing party for purposes of this section.” Section 581(e) provides a right to dismiss a case before the completion of trial. View "Shapira v. Lifetech Resources" on Justia Law

The Castillos were employed and paid by GCA, a temporary staffing company, to perform work on-site at Glenair. Glenair was authorized to and did record, review, and report the Castillos’ time records to GCA so that the Castillos could be paid. In a wage and hours putative class action, the Castillos characterized GCA and Glenair as joint employers. While their case was pending, a separate class action brought against, among others, GCA resulted in a final, court-approved settlement agreement, “Gomez,” which contains a broad release barring settlement class members from asserting wage and hour claims such as those alleged by the Castillos against GCA and its agents. The Castillos are members of the Gomez settlement class and did not opt out of that settlement. The Castillos claims against Glenair involve the same wage and hour claims, for the same work done, covering the same time period as the claims asserted in Gomez. The court of appeal affirmed summary judgment rejecting the Castillo suit. Because Glenair is in privity with GCA (a defendant in Gomez) and is an agent of GCA, the Gomez settlement bars the Castillos’ claims against Glenair as a matter of law. View "Castillo v. Glenair, Inc." on Justia Law

Google agreed with competitors, such as Apple, not to initiate contact to recruit each others' employees. In 2010, the Department of Justice filed a civil antitrust action, alleging that the agreements illegally diminished competition for tech employees, denying them job opportunities and suppressing wages. On the same day, the companies entered into a stipulated judgment, admitting no liability but agreeing to an injunction prohibiting the "no cold call" arrangements. Google posted a statement online announcing the settlement and denying any wrongdoing, with a link to a Department of Justice press release, describing the settlement terms. There was widespread media coverage. In 2011, class action lawsuits were filed against the companies by employees who alleged that the cold calling restrictions had caused them wage losses. A consolidated action sought over $3 billion in damages on behalf of more than 100,000 employees. A derivative suit, filed by shareholders in 2014, claimed that the company suffered financial losses resulting from the antitrust and class action suits and that the agreements harmed the company’s reputation and stifled innovation. Based on a three-year statute of limitations, the trial court dismissed. The court of appeal affirmed, finding the suit untimely because plaintiffs should have been aware of the facts giving rise to their claims by at least the time of the Department of Justice antitrust action in 2010. View "Police Retirement System of St. Louis v. Page" on Justia Law

In July 2007, NMG, a luxury fashion retailer, notified its employees that acceptance of the NMG Arbitration Agreement was a mandatory condition of employment which would be implied for all employees who continued to work at NMG beyond July 15, 2007. Tanguilig unsuccessfully tried to negotiate its terms. Tanguilig chose not to return to work after July 15, and sued alleging, among other things: wrongful termination in violation of public policy; wrongful retaliation; wrongfully requiring employees to agree to allegedly illegal terms, failure to provide 10-minute rest periods and 30-minute meal periods and to pay overtime wages and minimum wage in violation of the Labor Code; and failure to pay wages owed at the time of discharge. Early in the proceedings, the court dismissed Tanguilig’s wrongful termination and related claims. Several years later, it dismissed the remaining claims under California’s five-year dismissal statute, Code of Civil Procedure 583.310. The court of appeal affirmed, rejecting Tanguilig’s argument that the trial court erred in failing to toll the five-year clock under section 583.340(c), for the period during which an order compelling a co-plaintiff to arbitration was in effect. Tanguilig made no factual showing that she could not have brought her claims to trial while that order was in effect View "Tanguilig v. Neiman Marcus Group, Inc." on Justia Law

n 2008, Riske, a Los Angeles police officer from 1990 until his 2014 retirement, reported two fellow officers for filing false reports and testified against them. Afterward, Riske’s colleagues referred to him as a “snitch” and refused to work with him, even ignoring Riske’s requests for assistance in the field. From 2011-2013 Riske applied for 14 highly desirable detective positions. Notwithstanding his superior qualifications, each application was denied, in favor of less experienced or less qualified persons. Riske sued for unlawful retaliation, Labor Code 1102.5, and sought (Evidence Code 1043 and 10451) to obtain summary personnel records relied on by the city in making assignment and promotion decisions. Following a remand, the superior court conducted ordered the requested personnel records to be produced but, pursuant to section 1045(b)(1), which excludes from disclosure “[i]nformation consisting of complaints concerning conduct occurring more than five years before the event or transaction that is the subject of the litigation,” the court ordered redaction of all items concerning conduct that had occurred more than five years before Riske filed his 2014 complaint. The court of appeal again ruled in favor of Riske, holding that section 1045(b) has no application to the personnel reports sought in this case, which are not citizen complaints. View "Riske v. Superior Court" on Justia Law