Alamo v. Practice Mgmt. Info. Corp., 2012 WL 4450066 (Cal. Ct. App. 2012)

Lorena Alamo sued her former employer Practice Management Information Corp. (“PMIC”) for pregnancy discrimination and retaliation in violation of the California Fair Employment and Housing Act (“FEHA”) and wrongful termination in violation of public policy. Alamo was terminated for poor work performance after she returned from maternity leave. Following a jury

Gross v. FBL Fin. Servs., Inc., 557 U.S. 167, 129 S. Ct. 2343 (2009)

Jack Gross worked for FBL as a claims administration director until he was reassigned to the position of claims project coordinator. At the time of his reassignment, many of Gross’s job responsibilities were transferred to a newly created position (claims administration manager) that was filled by Lisa Kneeskern, one of

CalMat Co. v. United States Dep’t of Labor, 364 F.3d 1117 (9th Cir. 2004)

Robert Germann had worked at CalMat for nearly 20 years when he was elected to be the local union’s shop steward. After a fellow employee told Germann that three of the company’s drivers had worked more than 15 hours the previous day in violation of state and federal safety regulations,