Moran v. Selig, 447 F.3d 748 (9th Cir. 2006)
Seeking to make partial amends for its exclusion of African-American baseball players prior to 1947 (when Jackie Robinson “broke the color barrier”), MLB voluntarily decided to provide certain benefits, including medical coverage and a supplemental income plan, to qualifying African-Americans players who had been in the “Negro Leagues” prior to 1948. In this lawsuit, certain
Olinick v. BMG Entertainment, 138 Cal. App. 4th 1286 (2006)
Martin Olinick, a lawyer who is admitted to practice both in New York and California, began working for BMG’s predecessor, RCA Records in New York in 1971. In the last of a series of 3-year employment agreements between the parties, Olinick and BMG executed an 8-page employment agreement covering the period from July 1,
Jespersen v. Harrah’s Operating Co., 444 F.3d 1104 (9th Cir. 2006) (en banc)
Darlene Jespersen, a former bartender in the sports bar at Harrah’s Casino in Reno, filed this Title VII action, alleging the casino had discriminated against her on the basis of her sex when she was fired for refusing to comply with the casino’s appearance standards policy requiring all female beverage servers
Taylor v. Roseville Toyota, Inc., 138 Cal. App. 4th 994 (2006)
Derrick Lewis, a car detailer employed by Roseville Toyota, was driving a car owned by the dealership and was on a personal errand during his lunch break when he rear-ended another car that was stopped at a stoplight. The jury concluded that although Lewis was not acting within the scope of his employment
Sully-Miller Contracting Co. v. California OSHA Bd., 138 Cal. App. 4th 684 (2006)
Sully-Miller, an asphalt-paving company, leased one of its employees, Jeff Moreno, to Manhole Adjusting, Inc., as a roller operator. While working at Manhole’s worksite, Moreno was fatally injured when he was thrown from the roller because it lacked an operable seatbelt. OSHA cited Sully-Miller for a serious violation of the employer
Jenkins v. County of Riverside, 138 Cal. App. 4th 593 (2006)
Evelyn Jenkins worked as a full-time “Office Assistant II” for the County for six years before her employment was terminated. During the entire six years, Jenkins was classified as a “temporary employee.” After taking a workers’ compensation leave of absence and having surgery for carpal tunnel syndrome, Jenkins informed the County that she
Polone v. CIR, 499 F.3d 1041 (9th Cir. 2006)
Gavin Polone sued his former employer, United Talent Agency, alleging, among other things, wrongful termination and defamation. In settlement of the defamation claim, Polone agreed to accept $4 million in four equal, six-month installments, beginning on May 3, 1996. Congress amended Section 104 of the Internal Revenue Code in August 1996 (after the first but
Tien v. Superior Court, 139 Cal. App. 4th 528 (2006)
In this wage and hour class action litigation against Tenet Healthcare Corporation, plaintiffs sought from Tenet the names, addresses and telephone numbers of all of the putative members of the class, which Tenet estimated to be approximately 50,000 people. The parties subsequently agreed that a neutral letter would be sent to a random sample
The Estée Lauder Companies Inc. v. Batra, 430 F. Supp. 2d 158 (S.D.N.Y. 2006)
While working as Global General Brand Manager for Estée Lauder, Shashi Batra (a resident of San Francisco) signed a non-compete agreement that prohibited him from competing with the company anywhere in the world for a period of 12 months after his employment ended. Batra had worldwide responsibilities for two of
Lyle v. Warner Bros. Television Productions, 38 Cal. 4th 264 (2006)
Amaani Lyle was terminated after four months of working as a typist in the writers’ room of the producers of the television show “Friends.” Following her termination because she could not type (contended the producers), Lyle asserted, among other things, that she had been subjected to a hostile environment in the form of