Justia California Court of Appeals Opinion Summaries

Plaintiffs, heirs of a nursing home resident who died after wandering off-site and getting hit by a car, filed a lawsuit against the nursing facility, its director, and its manager, alleging negligence, willful misconduct, elder abuse, and wrongful death. The facility demurred to the complaint on the ground that it is barred by the two-year statute of limitations. Plaintiffs argued that the managers and director’s felony convictions revived the statute of limitations under section 340.3. Plaintiffs claimed that because the facility was liable under the doctrine of respondeat superior, the statute of limitations was also revived as to the facility.   The Second Appellate District affirmed the trial court’s ruling and held that the extended statute of limitations does not apply to the employer of the felon in an action based on the doctrine of respondeat superior. Further, the court held that Labor Code section 2802, which allows an employee to be indemnified by his or her employer, does not apply to third parties. The court reasoned that Plaintiffs’ reliance on the Victims’ Bill of Rights embodied in Article I, Section 28 of the California Constitution is misplaced. Under that section, victims have the right to seek restitution “from the persons convicted of the crimes causing the losses they suffer.”  Further, the court reasoned that Labor Code section 2802 allows an employee to be indemnified by his or her employer. It does “not provide access to the employer’s or its insurer’s pocketbook through a third-party suit against the employee.” View "Cardenas v. Horizon Senior Living" on Justia Law

The San Diego City Attorney brought an enforcement action under the California Unfair Competition Law, Business and Professions Code sections 17200, et seq. (UCL), on behalf of the People of California against Maplebear Inc. DBA Instacart (Instacart). In their complaint, the State alleged Instacart unlawfully misclassified its employees as independent contractors in order to deny workers employee protections, harming its alleged employees and the public at large through a loss of significant payroll tax revenue, and giving Instacart an unfair advantage against its competitors. In response to the complaint, Instacart brought a motion to compel arbitration of a portion of the City’s action based on its agreements with the individuals it hired (called "Shoppers"). The trial court denied the motion, concluding Instacart failed to meet its burden to show a valid agreement to arbitrate between it and the State. Instacart appealed, arguing that even though the State was not a party to its Shopper agreements, it was bound by its arbitration provision to the extent the State sought injunctive relief and restitution because these remedies were “primarily for the benefit of” the Shoppers. The Court of Appeal rejected this argument and affirmed the trial court’s order. View "California v. Maplebear Inc." on Justia Law

Vicki Hebert filed a putative class action against Barnes & Noble, Inc. (Barnes & Noble), alleging it willfully violated the Fair Credit Reporting Act (FCRA). According to Hebert, Barnes & Noble willfully violated the FCRA by providing job applicants with a disclosure that included extraneous language unrelated to the topic of consumer reports. The Act required employers like Barnes & Noble provide a job applicant like Herbert a standalone disclosure stating that the employer may obtain the applicant’s consumer report when making a hiring decision. Barnes & Noble moved for summary judgment, arguing that no reasonable jury could find its alleged FCRA violation was willful. The company asserted it included the extraneous information in its disclosure due to an inadvertent drafting error. The trial court agreed with Barnes & Noble, granted the company’s motion, and entered judgment in the company’s favor. The Court of Appeal disagreed with the trial court, determining a reasonable jury could have found that Barnes & Noble acted willfully because it violated an unambiguous provision of the FCRA, at least one of the company’s employees was aware of the extraneous information in the disclosure before the disclosure was displayed to job applicants, the company may not have adequately trained its employees on FCRA compliance, and/or the company may not have had a monitoring system in place to ensure its disclosure complied with the FCRA. Judgment was reversed and the matter remanded for further proceedings. View "Hebert v. Barnes & Noble, Inc." on Justia Law

Plaintiff was a floor supervisor at the Defendant hotel and casino. In 2015, Defendant required all employees to sign a new arbitration policy as a condition of employment. Plaintiff signed the new policy. The following year, Defendant fired Plaintiff after Plaintiff accepted counterfeit $100 bills during his shift. In 2019, Plaintiff obtained a right-to-sue letter from DFEH and brought causes of action under wrongful termination, age discrimination, retaliation and harassment.In 2020, Defendant responded to Plaintiff's claim, but failed to move to compel arbitration. However, on December 23, 2020, 13 months after Plaintiff filed his lawsuit, Defendant moved to compel arbitration. The trial court denied Defendant's motion, finding that the 13-month wait prejudiced Plaintiff and that Defendant had waived its right to compel arbitration.The Second Appellate District reversed, finding Plaintiff's allegations of prejudice were insufficient. Waiver does not occur merely by participating in litigation; the case must reach the point of judicial litigation before a court will find a party waived the right to compel arbitration. The court also rejected Plaintiff's claim that the arbitration agreement was unconscionable. View "Quach v. Cal. Commerce Club" on Justia Law

National Western Life Insurance Company (NWL) appealed after a jury found the company liable for negligence and elder abuse arising from an NWL annuity sold to plaintiff-appellant Barney Williams by Victor Pantaleoni. In 2016, Williams contacted Pantaleoni to revise a living trust after the death of Williams’ wife, but Pantaleoni sold him a $100,000 NWL annuity. When Williams returned the annuity to NWL during a 30-day “free look” period, Pantaleoni wrote a letter over Williams’ signature for NWL to reissue a new annuity. In 2017, when Williams cancelled the second annuity, NWL charged a $14,949.91 surrender penalty. The jury awarded Williams damages against NWL, including punitive damages totaling almost $3 million. In a prior opinion, the Court of Appeal reversed judgment, concluding that Pantaleoni was an independent agent who sold annuities for multiple insurance companies and had no authority to bind NWL. Williams petitioned the California Supreme Court for review, which transferred the matter back to the Court of Appeal to consider the agency relationship in light of Insurance Code sections 32, 101, 1662, 1704 and 1704.5, and O’Riordan v. Federal Kemper Life Assurance Company, 36 Cal.4th 281, 288 (2005). After the appellate court issued its opinion on transfer from the California Supreme Court, both Williams and NWL filed petitions for rehearing on various grounds. Upon consideration of those petitions, the Court of Appeal “remain[ed] confident” its prior opinion was correct and reissued that opinion with minor modifications. The Court affirmed the judgment finding NWL liable for negligence and financial elder abuse. However, punitive damages assessed against NWL were reversed. View "Williams v. National Western Life Insurance Co." on Justia Law

Seventeen retired city employees who receive retiree health benefits through CalPERS under the city’s Medical After Retirement (MAR) plan filed suit. Five were union members before their retirement. The memorandums of understanding (MOU) and other benefits documents applicable to each of the bargaining units state: “ The City shall pay the PERS required Minimum Employer Contribution (MEC) per month on behalf of each active and retired employee who participates in the City’s health insurance plans.” The city pays the MEC to CalPERS and then deducts that amount from the retiree’s premium reimbursement owed under the MAR plan.Plaintiffs alleged the practice amounted to improper use of their MAR benefits, resulted in improper reductions of benefits, and violated Government Code section 228923 and the applicable MOUs. The city argued the complaint was barred by issue preclusion based on a 2017 administrative proceeding between the city and the union, following a union grievance. The trial court dismissed, based upon issue preclusion, stating: “[T]he emphasis is not on a concept of identity of parties but on the practical situation.” The court of appeal reversed, citing due process requirements. There is no basis for concluding that the plaintiffs should reasonably have expected to be bound by, or were even aware of, the union’s grievance proceeding. The city has not demonstrated that the claims are barred for failure to allege exhaustion of administrative procedures. View "Bullock v. City of Antioch" on Justia Law

Daniel Schafer, a teacher at a high school in the Anderson Union High School District (District), had a sexual relationship on school premises with one of his students, plaintiff Jane Doe. Doe sued the District, principal Carol Germano, and superintendent Tim Azevedo for negligent hiring and negligent supervision. The trial court granted the District’s motion for summary judgment and entered judgment in favor of the District, finding that there was no evidence the District knew or should have known that Schafer posed a risk of harm to students. On appeal, Doe contended the trial court erred by granting summary judgment because the District had a duty to supervise and monitor Schafer and Doe, and whether the District breached its duty to Doe was a question of fact for the jury to decide. The Court of Appeal affirmed, finding that on the trial court record, the District did not have a duty to review alarm data and video recordings in order to constantly monitor all teachers, students, and campus visitors, nor did it have such a duty specifically with regard to Schafer and Doe. View "Doe v. Anderson Union High School Dist." on Justia Law

Plaintiffs claimed that BevMo's policy, requiring the presence of two persons in any store while open, regularly requires employees to forgo off-duty, uninterrupted meal and rest periods, or, alternatively, premium pay for non-compliant meal and rest periods. In their Contra Costa County representative suit under the Private Attorneys General Act (PAGA) (Lab. Code 2698), the plaintiffs gave notice to the Labor and Workforce Development Agency. More than a year before that suit, Paez had filed a PAGA representative action against BevMo in Los Angeles, concerning the two-person policy. While their petition for judicial coordination (Code Civ. Proc. 404) with the Los Angeles PAGA suit was pending, the Contra Costa trial court stayed the suit.After the petition for coordination was denied, the court denied a motion to lift the stay, concluding that the stay was warranted under the doctrine of exclusive concurrent jurisdiction. The court of appeal denied a petition of mandamus relief. The trial court did not err in applying the exclusive concurrent jurisdiction rule to this dispute. If that rule is mandatory, PAGA does not clearly abrogate the rule; if the court had discretion to weigh policy concerns in deciding whether to apply the rule, the court did not abuse its discretion. View "Shaw v. Superior Court of Contra Costa County" on Justia Law

Plaintiffs Nicole Leshane, Steve Garner, Justin Prasad, Isaac Saldana, and Maurice West sued defendants Tracy VW, Inc. and RJ Gill Ventures, Inc. alleging several Labor Code violations. Plaintiffs brought suit on behalf of themselves as defendants’ former employees, on behalf of others similarly situated, and on behalf of the state pursuant to the Private Attorneys General Act of 2004. After defendants filed a petition to compel arbitration, plaintiffs filed a first amended complaint alleging violations of the Labor Code solely as representatives of the state under the Private Attorneys General Act. Defendants continued to seek arbitration of plaintiffs’ individual claims and dismissal of their class-wide claims pursuant to the arbitration agreements each plaintiff signed. The trial court denied defendants’ petition to compel arbitration finding plaintiffs’ claim under the Private Attorneys General Act was not subject to arbitration citing Iskanian v. CLS Transportation Los Angeles, LLC, 59 Cal.4th 348 (2014). Defendants appealed the trial court’s order. Finding no reversible error in the trial court's judgment, the Court of Appeal affirmed. View "Leshane v. Tracy VW, Inc." on Justia Law

As a condition of Plaintiff’s employment, she agreed to be bound by Defendant’s Alternative Dispute Resolution Policy (“ADR Policy”), which provided that “final and binding arbitration” would be the exclusive means for resolving “covered disputes” between the employee and employer. Plaintiff provided the required notice of alleged Labor Code violations. The agency did not respond to her notice within the time provided by statute, allowing Plaintiff to file PAGA representative claims. Plaintiff’s lawsuit also alleged class claims. Relying on the ADR Policy, Defendant requested Plaintiff stipulate to arbitrate her individual claims, strike her class claims, and stay her PAGA claims pending the outcome of arbitration. Plaintiff refused; she instead amended her complaint to drop the class claims, leaving only the PAGA claims that were asserted on behalf of herself and all other similarly aggrieved employees. After an unsuccessful mediation, Defendant moved to compel arbitration of Plaintiff’s PAGA claims. The trial court denied the motion. On appeal, Defendant argued that there is no distinction between the agent binding the principal to arbitration under a power of attorney in Kindred Nursing and an employee binding the State of California in a PAGA action.   The Second Appellate Division affirmed the Superior Court’s order denying Defendant’s motion to compel arbitration. The court reasoned that both Epic Systems and Kindred Nursing involved private actions between private parties asserting private rights. It did not involve an action between an employer and a representative of the state to recover civil penalties on the state’s behalf to benefit the general public. View "Wing v. Chico Healthcare & Wellness Centre" on Justia Law