Judd v. Weinstein – filed July 29, 2020
California Civil Code §51.9 plainly encompasses the relationship between an influential, well-connected Hollywood producer and a young aspiring actress; this relationship consisted of an inherent power imbalance where the producer was uniquely situated to exercise coercion over the actress.

Frlekin v. Apple – filed Sept. 2, 2020
The time spent on the employer’s premises waiting for, and undergoing, required exit searches of packages, bags, or personal technology devices voluntarily brought to work purely for personal convenience by employees was compensable as hours worked within the meaning of California Industrial Welfare Commission Wage Order 7.

Blue Fountain Pools and Spas v. Superior Court (Arias)
The continuing violation doctrine provides a way for employees to escape the effects of the statute of limitations and reach back in time to base liability on earlier acts; it doesn’t provide employers a way to expand the scope of the statute of limitations to reach forward to bar claims based on acts within the statutory period. Even if the conduct of prior management made a worker’s further complaints of harassment futile, the arrival of new management created a new opportunity to seek help, and a worker can establish a continuing violation of the Fair Employment and Housing Act with respect to all the conduct that occurred after the change.

Ward v. United Airlines, Inc. – filed June 29, 2020
Whether workers entitled to California-compliant wage statements depends on whether their principal place of work is in California; for pilots, flight attendants, and other interstate transportation workers who do not perform a majority of their work in any one state, this test is satisfied when California serves as their base of work operations, regardless of their place of residence or whether a collective bargaining agreement governs their pay.

Oman v. Delta Airlines, Inc. – filed June 29, 2020
California’s wage statement laws apply only to flight attendants who have their base of work operations in California, and that the same is true of California laws governing the timing of wage payments.

Grande v. Eisenhower Medical Center (Flexcare) – filed Feb. 6, 2020
The fact that two parties are joint and several obligors is not enough to put them in privity for purposes of issue or claim preclusion. Joint employers are not vicariously liable for each other’s Labor Code violations, but liable for their own conduct. Res judicata may bar a claim brought against an indemnitee where the same claim has already been pursued against the indemnitor, but that rule applies only when the indemnitor is, in the first action, acting in its capacity as indemnitor; if the indemnitor is sued for its own actions and is not sued as an indemnitor for the acts of another, the rationale favoring preclusion no longer holds.

Horne v. Ahern Rentals, Inc. – filed June 10, 2020
A defendant who had hired an independent contractor was entitled to summary judgment dismissing a lawsuit asserting that its negligence was responsible for the death of the contractor’s employee where the plaintiff failed to present evidence that the defendant affirmatively contributed to decedent’s injuries.

Trejo v. County of Los Angeles – filed June 9, 2020
The Los Angeles County Civil Service Rules do not authorize a county employer to extend an employee’s probationary period by re-assigning the employee into a modified position.

Jarboe v. Hanlees Auto Group – filed May 8, 2020, publication ordered May 28, 2020
To enforce an arbitration agreement as a third-party beneficiary, a party must show the agreement was made expressly for its benefit. A corporate relationship alone is not sufficient to bind a nonsignatory to an arbitration agreement; the fact that a plaintiff’s claims against the nonsignatories are related to the claims he is arbitrating against a signatory does not compel application of equitable estoppel.

International Brotherhood of Teamsters Local 396 v. NASA Services, Inc. – filed May 1, 2020
Under California contract law, language stating that the terms of an agreement only become operative if certain conditions are met establishes a condition precedent to formation rather than a condition precedent to performance.

International Alliance of Theatrical Stage Employees, Local 15 v. National Labor Relations Board – filed April 29, 2020
An unwillingness to pay a union’s demands during negotiations is different than asserting a financial inability to pay; an employer asserting only an unwillingness to pay does not have a duty to produce information about its financial viability upon request from the union; whether an employer asserted an inability-to-pay claim not based on the use of magic words but on whether the essential core of the employer’s bargaining posture as a whole, as expressed to the union, was grounded in assertions amounting to a claim that it could not economically afford to pay for the union’s proposals; a retraction is effective if the employer makes it unmistakably clear to a union that it has abandoned its plea of poverty.

Tilkey v. Allstate Insurance Company – filed April 21, 2020
For purposes of Labor Code §432.7, a conviction does not require an entry of judgment of guilt—it merely requires the entry of a guilty plea; §432.7’s reference to diversion programs excludes out-of-state domestic violence programs. Compelled self-published defamation is a viable tort theory.

Anthony v. TRAX International Corporation – filed April 17, 2020
After-acquired evidence cannot establish a superseding, non-discriminatory justification for an employer’s challenged actions, but it can be used to show that an individual was not qualified for a position for purposes of the Americans with Disabilities Act.

Ducksworth v. Tri-Modal Distribution Services – filed April 7, 2020
A staffing company cannot be held liable for harassment with which it was entirely uninvolved. An abuse of discretion standard applies to evidentiary objections made in connection with a summary judgment motion.

Babb v. Wilkie – filed April 6, 2020
The plain meaning of 29 U. S. C. §633a(a) demands that personnel actions be untainted by any consideration of age; to obtain reinstatement, damages, or other relief related to the end result of an employment decision, a showing that a personnel action would have been different if age had not been taken into account is necessary, but if age discrimination played a lesser part in the decision, other remedies may be appropriate.

Alexander v. Community Hospital of Long Beach – filed Feb. 13, 2020
A group of plaintiffs failed to exhaust their administrative remedies against their former employer where they failed to name their employer in their Fair Employment and Housing Act complaint; there is no equitable exception to the rule that a FEHA defendant must have been named in a Department of Fair Employment and Housing complaint where the defendant received actual notice of the complaint and an opportunity to participate in the administrative process. Although a discrimination plaintiff must be permitted to prove the pretextual nature of the employer’s justification for terminating the plaintiff’s employment, evidence that the plaintiff was acquitted of charges raised by the employer is inadmissible for that purpose.

Scalia v. Employer Solutions Staffing Group, LLC – filed March 2, 2020
Where a company’s payroll processing agent admitted that she knew the recruited employees were not being paid overtime owed to them, the district court correctly found no dispute of material fact as to the company’s liability under the Fair Labor Standards Act; a company that recklessly disregarded the very possibility that it was violating the FLSA has acted willfully for purposes of extending the statute of limitations, and a company that has acted willfully cannot have acted in good faith. There is no indication Congress intended to create a right to contribution or indemnification for employers under the FLSA.

Rizo v. Yovino – filed Feb. 27, 2020
Based on the text and purpose of the Equal Pay Act, the factor other than sex affirmative defense comprises only job-related factors; prior pay does not qualify as a job-related factor that can defeat a prima facie Equal Pay Act claim.

Public Employment Relations Board v. Bellflower Unified School District – filed Dec. 4, 2018
When it is undisputed that the Public Employment Relations Board followed its procedures prior to issuing a decision, substantial evidence necessarily supports a trial court’s finding that the decision was issued pursuant to the board’s established procedures. The PERB’s general counsel’s post-decision actions cannot be raised as a defense to an enforcement action.