California Employment Law Update

California Court of Appeal holds that employer may lawfully terminate employee for filing an allegedly false sexual harassment complaint against his supervisor

Sally Handmaker — Thu, 02 Feb 2012 22:24:26 -0500

Joaquin v. City of Los Angeles (California Ct. App. 01/23/2012)

A Los Angeles Police Department officer filed a sexual harassment claim with the department against his supervisor, and after investigating the officer’s claim, the department determined the claim was unfounded. In response, the supervisor filed an internal complaint against the officer alleging that the officer had filed a false sexual harassment claim. Various internal investigations led the department to conclude that terminating the officer’s employment was the appropriate disciplinary measure for the officer’s filing the unfounded charge. The officer sued for reinstatement, which the superior court granted. The officer then filed an action against the City of Los Angeles claiming retaliatory termination for filing a sexual harassment claim in contravention of the Fair Employment and Housing Act (FEHA). A jury awarded the officer over $2 million for lost wages and emotional distress. The City appealed the verdict, and the Court of Appeal reversed the judgment, holding that the officer failed to introduce substantial evidence to support his contention that the department’s decision to terminate his employment was motivated by retaliatory animus or intent. Thus, in certain circumstances, an employer is permitted to discipline and/or terminate an employee for making false allegations, even if those allegations involve sexual harassment.

UPDATE: California Labor Commissioner Amends Recently-Issued Guidance Regarding Wage Theft Prevention Act

Natalie A. Rainforth — Wed, 04 Jan 2012 15:26:48 -0500

Last week, we reported that the California Labor Commissioner issued a template "Notice to Employee" as required by the Wage Theft Prevention Act of 2011 (the "Act"), which went into effect January 1. The Act requires employers to furnish specified wage information to certain non-exempt employees at the time of their hire.

As we also pointed out, the Commissioner's "Frequently Asked Questions," published December 30, 2011, stated that the Notice (or the information contained therein) must be given to all current employees, despite the fact that the statute calls only for employers to provide such data to employees "at the time of hiring." We placed a call to the DLSE shortly after the FAQs were issued, and the agency responded yesterday by updating its Web site. The FAQs, which can be found here, now reflect that the information required under new Labor Code § 2810.5 need only be provided at the time of hiring and within 7 days of a change in such information, if the change is not listed on the employee's pay stub for the following pay period.

]]>We expect the DLSE to encounter resistance from employers and their representatives even despite the issuance of the revised FAQs, as the agency's template arguably requires employers to disclose information beyond that mandated by the statute, such as the employer's business type (e.g., sole proprietorship, corporation, limited liability company, professional employer organization), whether there is an oral or written employment agreement, the employer's workers' compensation insurance policy number, and a statement that the employee's signature on the Notice "merely constitutes [an] acknowledgement of receipt." For now, though, the template is available on the DLSE's Web site in Word and pdf forms.

January 2012 California Employment Law Notes

Anthony Oncidi — Sun, 01 Jan 2012 22:43:06 -0500

We invite you to review our newly-posted January 2012 California Employment Law Notes – a comprehensive review of the latest and most significant developments in California employment law. The highlights include:

California Overtime Requirements Apply To Work Performed By Non-Resident Employees

Anthony Oncidi — Sun, 01 Jan 2012 22:40:31 -0500

Sullivan v. Oracle Corp., 2011 WL 6156942 (9th Cir. 2011)

Three Oracle instructors (all non-residents of California) filed this class action to recover allegedly unpaid overtime under California law for work they performed while in California. Two of the instructors were residents of Colorado and one was a resident of Arizona; all of them worked in their home states and, from time to time, in California. The district court granted Oracle’s motion for summary judgment, but the Ninth Circuit reversed in part, holding that the California overtime requirements (which are stricter than the overtime requirements of Arizona and Colorado) apply to work performed in California by residents of other states. The Court of Appeals affirmed dismissal of the claim made by two of the plaintiffs who asserted a violation of California’s Unfair Competition Law (Bus. & Prof. Code § 17200) for alleged violations of the federal Fair Labor Standards Act outside California on the ground that Section 17200 does not have extraterritorial application. (The Ninth Circuit cited and adopted the California Supreme Court’s determination of these legal issues in Sullivan v. Oracle Corp., 51 Cal. 4th 1191 (2011).)

Hirer Of Independent Contractor May Not Be Sued For Injuries Sustained By Worker

Anthony Oncidi — Sun, 01 Jan 2012 22:34:30 -0500

Gravelin v. Satterfield, 200 Cal. App. 4th 1209 (2011)

Gary Gravelin was injured while installing a satellite dish on the roof of a residence. Although Gravelin received workers’ compensation benefits from his employer, he sued the homeowners. The trial court granted summary judgment to the homeowners on the ground that in the absence of an exception to the doctrine enunciated in Privette v. Superior Court, 5 Cal. 4th 689 (1993), Gravelin was limited to the remedy provided by workers’ compensation. Gravelin argued that the “preexisting hazardous condition” exception applied, but the trial court disagreed. The Court of Appeal affirmed dismissal on summary judgment. Cf. Castillo v. Toll Bros., Inc., 197 Cal. App. 4th 1172 (2011) (minimum wage – not the prevailing wage – is the standard for determining whether hirer of independent contractor is liable for violating Labor Code § 2810).

Nonexclusive Insurance Agent Was An Independent Contractor

Anthony Oncidi — Sun, 01 Jan 2012 22:32:11 -0500

Arnold v. Mutual of Omaha Ins. Co., 2011 WL 6849652 (Cal. Ct. App. 2011)

Kimbly Arnold filed a complaint against Mutual of Omaha on her behalf and on behalf of a putative class of similarly situated “licensed agents” and “sales representatives” of the company, alleging violations of the California Labor Code, including provisions governing expense reimbursement of employees and timely payment of final wages to employees who have quit their employment. Mutual argued that Arnold was an independent contractor under the common law test, and the trial court agreed, granting Mutual’s summary judgment motion. The Court of Appeal affirmed, holding that the common law test (not the test found in Labor Code § 2750) is to be used to determine if a worker is an independent contractor or an employee. The Court further held that the trial court properly applied the common law test in determining that Arnold was an independent contractor (e.g., Arnold used her own judgment in determining whom to solicit as well as the time, place and manner of the solicitation; her appointment was nonexclusive, and she in fact solicited for other insurance companies during her appointment with Mutual; her Mutual manager did not evaluate her performance or monitor or supervise her work; training was voluntary except as required by law; and agents who used Mutual’s office were required to pay a fee for the workspace and telephone service).

Ministerial Exception Barred School Employee's Wrongful Termination Claims Against Church

Anthony Oncidi — Sun, 01 Jan 2012 22:30:06 -0500

Henry v. Red Hill Evangelical Lutheran Church, 201 Cal. App. 4th 1041 (2011)

Sara Henry taught preschool children at the Red Hill Evangelical Church of Tustin; she was also the director of the preschool. Henry, who is Catholic, was not required to be Lutheran (only a practicing Christian) and was aware of the “Christian-based, Bible-based values of the school.” Henry was married when she was hired but later divorced and gave birth to a child fathered by her boyfriend. The church terminated Henry’s employment because her “living arrangements were contrary to the religious beliefs of the church and school.” Henry sued the church for marital status discrimination under the Fair Employment and Housing Act and for violation of the public policy embodied in that statute, Title VII and the state constitution. The trial court bifurcated the trial and, after hearing the church’s defenses first, entered judgment in favor of the church because Henry was terminated for violating a church precept. The Court of Appeal affirmed, holding that the church is exempt from the FEHA and that the termination did not violate any public policy rooted in Title VII. The Court also held the ministerial exception doctrine barred Henry’s claims.

Claims For Reporting Time Pay And Split Shifts Were Properly Dismissed

Anthony Oncidi — Sun, 01 Jan 2012 22:22:30 -0500

Aleman v. AirTouch Cellular, 2011 WL 6383963 (Cal. Ct. App. 2011)

Daniel Krofta and Mary Katz filed this putative class action against their employer, alleging reporting time pay violations and seeking additional compensation for working split shifts. Krofta sought reporting time pay for days he attended meetings at work even though he was furnished work (and was paid) for at least half of the scheduled work time. (All of the meetings in question were listed on Krofta’s schedule, had certain start times, expected topics and durations and lasted at least half of the expected duration.) The trial court granted summary judgment to AirTouch because “when an employee is scheduled to work, the minimum two-hour pay requirement applies only if the employee is furnished work for less than half of the scheduled time.” The trial court also dismissed Krofta’s claim for split-shift compensation because every time Krofta worked a split shift (a work schedule interrupted by “non-paid, nonworking periods”), he was paid a total amount greater than the minimum wage for all hours worked plus one additional hour. The Court of Appeal affirmed summary judgment of Krofta’s claims (on the grounds relied upon by the trial court) and of Katz’s claims on the ground that she had entered into an enforceable settlement agreement and release. The appellate court reversed the award of $286,000 in attorney’s fees to AirTouch because plaintiffs’ claims were subject to Labor Code § 1194 (not section 218.5) and thus only a prevailing plaintiff could recover his or her fees.

Injunction Against Workplace Violence May Be Supported By Hearsay Evidence

Anthony Oncidi — Sun, 01 Jan 2012 22:18:15 -0500

Kaiser Found. Hospitals v. Wilson, 201 Cal. App. 4th 550 (2011)

The trial court considered hearsay evidence in issuing injunctions under Cal. Code Civ. Proc. § 527.8, prohibiting Jeff Wilson (the husband of a terminated Kaiser employee) from committing acts of violence or making threats of violence against two Kaiser employees. The trial court considered hearsay evidence that Wilson had threatened to “put [the Kaiser employees] down” and that he had threatened to shoot one of them. The Court of Appeal affirmed, holding that it was not error for the trial court to consider hearsay in determining whether to issue an injunction under this statute.

Teacher With Expired Teaching Certificate Was Not "Qualified" Within The Meaning Of The ADA

Anthony Oncidi — Sun, 01 Jan 2012 22:07:58 -0500

Johnson v. Board of Trustees, 2011 WL 6091313 (9th Cir. 2011)

Patricia Johnson, who had a history of depression and bipolar disorder, taught special education for a school district in Idaho for a decade. Before her teaching certificate expired in 2007, Johnson failed to take sufficient college courses to obtain a renewal of the certificate because she experienced a “major depressive episode.” As a result, the school district terminated Johnson’s employment. Johnson sued for discrimination under the Americans with Disabilities Act, claiming that her disability led to her inability to timely obtain the appropriate certification. The Ninth Circuit held that because Johnson was not a “qualified individual with a disability” under the ADA (because of her failure to obtain the certificate), the school district had no obligation to reasonably accommodate her alleged disability.

Supervisors Cannot Be Held Individually Liable For Military Leave Discrimination/Retaliation

Anthony Oncidi — Sun, 01 Jan 2012 21:52:57 -0500

Haligowski v. Superior Court, 200 Cal. App. 4th 983 (2011)

While employed by Safway Services, Inc., Lieutenant Mario Pantuso was called to active duty with the United States Navy. When Pantuso returned from his six-month deployment in Iraq and asked for his job back, his immediate supervisor and the regional manager informed him that he was terminated from employment. Pantuso sued Safway and the two managers for discrimination and retaliation in violation of Cal. Military & Veterans Code § 394. The two managers demurred to the complaint on the ground that only an employer could be held liable under the statute. The trial court overruled their demurrers, but the Court of Appeal granted the managers’ petition for writ of mandate, ordering the trial court to enter a new order sustaining the demurrers without leave to amend based on a similar interpretation of the California Fair Employment and Housing Act exempting supervisors from liability for discrimination and retaliation.

$160,000 Sexual Harassment Verdict And Attorney's Fee Award Of $677,000 Affirmed

Anthony Oncidi — Sun, 01 Jan 2012 21:51:40 -0500

Fuentes v. AutoZone, Inc., 200 Cal. App. 4th 1221 (2011)

Marcela Fuentes worked as a part-time customer service representative (cashier) for AutoZone. Fuentes alleged that two managers (Melvin Garcia and Gonzalo Carrillo) had spread rumors that Fuentes had sexually transmitted herpes; that she and a coworker were engaged in a sexual relationship; and that she could make more money working as a stripper. On one occasion, Garcia physically moved Fuentes to turn her around and display her buttocks to customers, while laughing and clapping and commenting that Garcia and Fuentes would be rich if they owned the store because all that Fuentes had to do was “just turn around and show them her butt.” Fuentes asked for and received a transfer to another store before quitting two years later for unrelated reasons. Garcia and Carrillo were terminated. At trial, the jury awarded Fuentes $160,000, and the trial court awarded her $677,000 in attorney’s fees. The Court of Appeal affirmed the judgment, finding substantial evidence to support the jury’s verdict in favor of Fuentes.

Employee-Attorney's $440,000 Verdict Against LA Housing Authority Is Affirmed

Anthony Oncidi — Sun, 01 Jan 2012 21:41:31 -0500

Cordero-Sacks v. Housing Authority of Los Angeles, 200 Cal. App. 4th 1267 (2011)

Ada Cordero-Sacks was terminated from her position as an attorney in the Los Angeles Housing Authority’s Office of Internal Control following her investigation of alleged internal misconduct and fraud within the Authority. Cordero-Sacks’s claim for retaliatory discharge under the California False Claims Act (the “FCA”) was tried to a jury, which resulted in a verdict in her favor in the amount of $440,000. The Court of Appeal affirmed the judgment on the grounds that Cordero-Sacks was a proper plaintiff under the FCA even though she was not pursuing a qui tam action when she was subjected to retaliation. The Court further held that Cordero-Sacks had not wrongfully disclosed confidential attorney-client information in prosecuting this case or that there was insufficient evidence in the absence of such privileged information. The Court further held that the Authority was properly barred from offering evidence of Cordero-Sacks’s alleged poor performance because the Authority had refused to produce such information during discovery based upon the attorney-client privilege. The Court also held that Cordero-Sacks’s self-employment was a reasonable, good faith exercise of diligence in attempting to mitigate her damages. Finally, the Court affirmed the trial court’s award of $415,000 in attorney’s fees to Cordero-Sacks.

Attorney Was Properly Denied Precertification Discovery To Find A New Class Representative

Anthony Oncidi — Sun, 01 Jan 2012 21:40:12 -0500

Pirjada v. Superior Court, 201 Cal. App. 4th 1074 (2011)

Putative class representative Obaidul H. Pirjada filed a complaint on behalf of himself and a putative class of all security guards who had been employed in California by Pacific National Security, Inc. during the preceding four years. The complaint alleged a failure to provide meal-and-rest periods and various other wage-and-hour violations as well as a claim under the Unfair Competition Law. After Pirjada settled his individual claims through direct negotiations with Pacific National’s CEO, Pirjada’s counsel was granted leave to amend the complaint to name a new class representative but his motion to compel precertification discovery in order to identify a suitable class representative was denied. The Court of Appeal denied Pirjada’s counsel’s petition for a writ of mandate challenging the discovery order and vacated the previously ordered stay of the order to show cause regarding dismissal. In so ruling, the Court held that the trial court did not abuse its discretion to deny precertification discovery to Pirjada’s counsel in light of the trial court’s granting leave for counsel to use “informal means to identify potential replacement class representatives.”

Insurance Claims Adjusters May Be Exempt Administrative Employees

Anthony Oncidi — Sun, 01 Jan 2012 21:38:18 -0500

Harris v. Superior Court, 2011 WL 6823963 (Cal. S. Ct. 2011)

Plaintiffs in this case are claims adjusters employed by two insurance companies. They filed four putative class actions, claiming they had been erroneously classified as exempt administrative employees and seeking damages based upon unpaid overtime. The court of appeal held as a matter of law that plaintiffs were non-exempt employees who were entitled to overtime pay. In this opinion, the California Supreme Court reversed the court of appeal and remanded the action with directions that the appellate court apply the appropriate legal standard. The Supreme Court stated that “[t]he precise question here is whether plaintiffs’ work as claims adjusters is encompassed by the expanded language of the statute, wage orders, and federal regulations that delineate what work qualifies as administrative.” The Court further held that while the “administrative/production worker dichotomy” (cited by the lower court) may be used as an “analytical tool,” it was improperly applied in this case as a “dispositive test.” Finally, the Supreme Court noted that it was “express[ing] no opinion on the strength of the parties’ relative positions.”

California Labor Commissioner Issues Long-Awaited Guidance On Wage Theft Prevention Act

Natalie A. Rainforth — Thu, 29 Dec 2011 17:12:10 -0500

Please visit the update to this entry, available here.

On the eve of the implementation of California’s Wage Theft Prevention Act of 2011, the California Labor Commissioner has made available to employers a template Notice (Word / pdf) that complies with the requirements of new Labor Code § 2810.5. Beginning January 1, 2012, Section 2810.5 requires employers to furnish specified wage information captured by the Notice to most non-exempt employees. All required information must be provided to employees in the language that the employer normally uses to communicate employment-related information.

]]>Just today, the California Division of Labor Standards Enforcement (“DLSE”) posted “Frequently Asked Questions” about the Notice on its website. It is important to note that although the text of Labor Code § 2810.5 only requires employers to provide the specified wage data to employees “at the time of hiring,” the FAQs state that notice should be given to all current employees, in addition to new employees as they are hired. Moreover, while employers are not required to use the Labor Commissioner’s template form, they must include all of the information requested by the template and not require their employees to “piece together” the information from several sources. Employers can furnish their notices electronically, provided that systems are in place for workers to acknowledge receipt of the notice and to print copies if desired. An employee’s signature on the notice constitutes merely an acknowledgement of receipt, and is not tantamount to any type of written agreement between the employer and employee.

California Governor Jerry Brown has signed into law a number of bills addressing a wide array of issues that could significantly impact employers in 2012. Click here to read more about the Wage Theft Prevention Act and other new laws.

Hourly Rates For Certain Computer Software Employees, Licensed Physicians Increase; San Francisco Minimum Wage Rises To $10.24 Per Hour In 2012

Natalie A. Rainforth — Wed, 28 Dec 2011 16:19:29 -0500

California Labor Code § 515.5 exempts computer software professionals from the overtime pay requirements imposed by Labor Code § 510, provided they meet certain requirements. To qualify as exempt, these professionals must perform the functions enumerated in the statute and receive a minimum hourly rate of pay. The California Department of Labor Standards Enforcement (“DLSE”) has announced that effective January 1, 2012, the minimum rate for qualifying computer software professionals will be $38.89 per hour (up from $37.94 per hour in 2011), with commensurate increases in the monthly and annual minimum rates. Certain licensed physicians and surgeons are similarly exempt from state overtime requirements, so long as they are compensated at a minimum pay rate; effective January 1st, this minimum rate increases from $69.13 to $70.86 per hour.

]]>Finally, also on January 1, 2012, the City of San Francisco’s minimum wage rate will rise from $9.92 to $10.24, nearly $3 per hour more than the federal minimum wage and almost 30% higher than the minimum wage in other parts of California, where the state minimum wage remains $8.00 per hour. The City’s updated minimum wage notice, which must be posted by San Francisco employers, can be found here.

California Wage Theft Prevention Act of 2011 Triggers New Disclosure Requirements That Go Into Effect January 1st, 2012

Adam Freed — Wed, 28 Dec 2011 14:36:27 -0500

Earlier this year, California Governor Jerry Brown signed into law AB 469 (pdf), entitled the “Wage Theft Prevention Act of 2011,” which adds Section 2810.5 to the Labor Code and requires employers to furnish to non-exempt employees, at the time of hiring, a notice specifying (among other things) the employee’s rate or rates of pay and the basis on which the employee’s wages are to be calculated. While the California Labor Commissioner had indicated that it would issue a notice template and guidance to employers by mid-December, it has yet to provide any such guidance. While employers wait for the Commissioner to act, Proskauer has prepared a notice form that companies can utilize in the interim. Proskauer attorneys have extensive experience in this area, as the firm has long assisted its clients in complying with similar requirements under New York state law. For further information on compliance with the California or New York statutes, please contact Enzo Der Boghossian at ederboghossian@proskauer.com (California) or Fred Leffler at fleffler@proskauer.com (New York).

National Association of Manufacturers and the National Labor Relations Board ("NLRB") to postpone the effective date of a controversial regulation

Laura Shovlowsky — Fri, 23 Dec 2011 23:42:44 -0500

In the wake of a challenge by the National Association of Manufacturers, the National Labor Relations Board ("NLRB") has again agreed to postpone the effective date of a controversial regulation that would require most employers to post a notice informing employees about their rights under the National Labor Relations Act.

]]>The NLRB postponed the implementation date -- which was set to go into effect on January 31, 2012 -- to April 30, 2012, at the request of the United States District Court for the District of Columbia, which is hearing the current challenge to the rule. The rule would require employers to post the notice (which is available for download from the NLRB's website at https://www.nlrb.gov/poster) in a conspicuous place, where other notifications of workplace rights and employer rules and policies are posted. The NLRB would also require that a link to the notice be posted on the employer's intranet, if the site includes other personnel policies or workplace notices.

City Of Redondo Beach's Day Laborer Ordinance Is Unconstitutional

Anthony Oncidi — Tue, 01 Nov 2011 12:43:07 -0500

Comite de Jornaleros de Redondo Beach v. City of Redondo Beach, 657 F.3d 936 (9th Cir. 2011) (en banc)

In May 1987, the City of Redondo Beach adopted an ordinance that prohibits any person to "stand on a street or highway and solicit…employment, business, or contributions from an occupant of any motor vehicle." In 2004, the city initiated the "Day Labor Enforcement Project" in which undercover officers, posing as potential employers, arrested 35 day laborers "for soliciting from stopped vehicles." In response to the arrests, the Comite de Jornaleros and the National Day Laborer Organizing Network filed suit, alleging that the ordinance is a facially unconstitutional restriction on day laborers' and others' first amendment rights. The Ninth Circuit affirmed the district court's judgment (over a "deep dissent" from Chief Judge Kozinski and Judge Bea), holding the ordinance to be facially unconstitutional because it was not narrowly tailored to achieve the city's goals.