As we previously reported, a Los Angeles jury awarded one of the largest verdicts in history in a sexual assault case in June 2024, doling out a massive $900 million verdict in favor of a plaintiff in a suit against billionaire Alkiviades David.  This week, however, a Los Angeles County Court found the damages award “shocked the conscience” and ordered the case to go to a new damages trial unless the plaintiff accepts a reduced award of $90 million dollars.

In its ruling, the Court acknowledged that the plaintiff “testified to a pattern of workplace harassment that culminated in an instance of rape, which is an obviously heinous act causing physical and emotional injuries.”  And, while the Court found the plaintiff’s testimony credible, it nevertheless concluded that an award of $100 million in noneconomic damages was excessive.  Indicating the jury was likely motivated by passion, the Court noted that “[b]ecause the issue of punitive damages was not bifurcated, the jury made its determination of noneconomic compensatory damages after it heard evidence of [d]efendant’s net worth, that plaintiffs in other cases had obtained multimillion dollar verdicts against [d]efendant, and that [d]efendant had publicly ridiculed the plaintiffs in other cases.”  While such evidence was relevant to the issue of punitive damages, it was not relevant to the issue of compensatory damages and “likely aroused the passion of jurors and incurably affected their determination of compensatory damages, such that their determination of compensatory damages was not only based on” testimony about the plaintiff’s “emotional and physical injuries, but also on evidence of [d]efendant’s economic power, mistreatment of other women, and history of losing multimillion dollar verdicts.”  Therefore, the Court ruled the evidence supported a finding of $10 million in compensatory damages.  The Court also found $80 million dollars as an appropriate amount of punitive damages, thus preserving the jury’s 8-to-1 punitive damages ratio.

Print:
Email this postTweet this postLike this postShare this post on LinkedIn
Photo of Mark Theodore Mark Theodore

Mark Theodore is a partner in the Labor & Employment Law Department. He has devoted his practice almost exclusively to representing management in all aspects of traditional labor law matters throughout the U.S. He is Co-Chair of Proskauer’s Labor-Management and Collective Bargaining Practice…

Mark Theodore is a partner in the Labor & Employment Law Department. He has devoted his practice almost exclusively to representing management in all aspects of traditional labor law matters throughout the U.S. He is Co-Chair of Proskauer’s Labor-Management and Collective Bargaining Practice Group.

Some recent highlights of his career include:

  • Successfully defended client against allegations that it had terminated a union supporter and isolated another. T-Mobile USA, Inc., 365 NLRB No. 15 (2017).
  • Successfully appealed NLRB findings that certain of client’s written policies violated the National Labor Relations Actions Act.  T-Mobile USA, Inc., 363 NLRB No. 171 (2016), enf’d in part, rev’d in part 865 F.3d 265 (5th Cir. 2017).
  • Represented major utility in NLRB proceedings related to organizing of planners.  Secured utility-wide bargaining unit. Bargained on behalf of grocery chain.  After negotiations reached an impasse, guided the company through lawful implementation of five year collective bargaining agreement.
  • Coordinated employer response in numerous strike situations including a work stoppage across 14 western states of the client’s operations.

Mark has extensive experience representing employers in all matters before the NLRB, including representation petitions, jurisdictional disputes and the handling of unfair labor practice charges from the date they are filed through trial and appeal. Mark has acted as lead negotiator for dozens of major companies in a variety of industries, including national, multi-unit, multi-location, multi-employer and multi-union bargaining. Mark has handled lockout and strike situations, coordinating the clients efforts.

In addition, Mark has handled hundreds of arbitrations involving virtually every area of dispute, including contract interest arbitration, contract interpretation, just cause termination/discipline, benefits, pay rates, and hours of work.

Photo of Jennifer McDermott Jennifer McDermott

Jennifer McDermott is an associate in the Labor & Employment Law Department and a member of the Employment Litigation & Arbitration Practice Group and Counseling, Training & Pay Equity Practice Group.  Jennifer defends employers in a variety of labor and employment matters in…

Jennifer McDermott is an associate in the Labor & Employment Law Department and a member of the Employment Litigation & Arbitration Practice Group and Counseling, Training & Pay Equity Practice Group.  Jennifer defends employers in a variety of labor and employment matters in both state and federal courts, including wage and hour single-plaintiff lawsuits and class, collective, and Private Attorneys General Act (PAGA) representative actions.

Jennifer received her B.A. from UCLA, where she graduated summa cum laude and was elected Phi Beta Kappa, and she earned her J.D. from UCLA School of Law. While in law school, Jennifer completed a judicial externship for the Honorable Richard A. Paez of the U.S. Court of Appeals for the 9th Circuit. She also served as a legal writing advisor to first-year students and worked as a legal advocate at the Lanterman Special Education Law Clinic. Jennifer received a Dean’s Merit Scholarship, the B. Epstein and C. Kim Tax Law Scholarship, and two Masin Family Academic Excellence Gold Awards for the highest grade in Legal Research & Writing and Disability Law.