Randolph v. Trustees of the Cal. State Univ., 2025 WL 3763384 (Cal. Ct. App. 2025)
Teresa Randolph sued her former employer for employment discrimination, whistleblower retaliation and termination of her employment. The trial court dismissed the action based on Randolph’s failure to bring the action to trial within the 5-1/2 year statutory deadline of Cal. Code Civ. Proc. § 583.310 and Judicial Council emergency
County of Los Angeles v. Niblett, 116 Cal. App. 5th 454 (2025)
The County obtained a three-year Workplace Violence Restraining Order (WVRO) pursuant to Cal. Code Civ. Proc. § 527.8 that protected “nonparty Samuel S.” from Neill Francis Niblett. Prior to the issuance of the WVRO, both men worked for the county’s fire department (Samuel was an assistant chief and Niblett was a
Roe v. Smith, 116 Cal. App. 5th 227 (2025)
Plaintiffs (Jane Roe and John Doe) sued defendants, a daughter and mother, pseudonymously as “Jenna Smith” and “Mother Smith.” Jenna and Mother Smith told other students that John had sexually assaulted Jenna and Jane. Following an investigation in which John voluntarily cooperated, the school determined John was not responsible with respect to any of
Contreras v. Green Thumb Produce, Inc., 116 Cal. App. 5th 1251 (2025)
Manuel Contreras mistakenly determined that his former employer (Green Thumb Produce) was violating the state’s Equal Pay Act (EPA) by paying him less than his coworkers who were performing similar duties. Contreras did not understand that the EPA prohibits variations in wages based on “gender, race, or ethnicity,” yet none of
Quilala v. Securitas Sec. Servs. USA, Inc., 2025 WL 3639429 (Cal. Ct. App. 2025)
Francisco Quilala alleged sexual harassment based on sexual orientation and other employment-related claims against his former employer (Securitas Security Services). In response to the complaint, the employer filed a motion to compel arbitration, which the trial court denied based on the federal Ending Forced Arbitration of Sexual Assault and Sexual
California employers face an important new compliance deadline under the state’s newly enacted Workplace Know Your Rights Act. By February 1, 2026, all California employers must distribute this mandatory “Know Your Rights” Notice to their employees – and, thereafter, must continue to do so annually. This requirement applies to all employers, regardless of size.
The California Labor Commissioner has issued a template of the
Los Angeles has claimed the top spot on the American Tort Reform Foundation’s (ATRF) annual list of “Judicial Hellholes.” The Report claims that “lawsuit abuse in Los Angeles . . . has propelled the jurisdiction to the very top of the list.” According to the ATRF, the plaintiffs’ bar resorts to various litigation tactics that drive Los Angeles’ notorious nuclear verdicts (i.e., those exceeding $10
Atlanta Falcons v. WCAB, 114 Cal. App. 5th 1268 (2025)
Wayne Gandy spent 15 years as a professional football player with the NFL. He played with the Los Angeles Rams during the 1994 season before the team moved to St. Louis, but never again played for a California team. Six years after his retirement from the Atlanta Falcons in 2009, Gandy filed a
Galarsa v. Dolgen Cal., LLC, 115 Cal. App. 5th 1 (2025)
This case involves the (much-litigated) issue currently pending before the California Supreme Court in Leeper v. Shipt, Inc., 107 Cal. App. 5th 1001, rev. granted (2025): Does the version of PAGA in effect from 2016 to mid-2024 authorize an aggrieved employee to bring a PAGA action that seeks recovery of