|
|
|
| ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
|
|
 Arias v. Superior Court, No. S155965 (June 29, 2009) Littler Mendelson, P.C. - August 06, 2009 In Arias v. Superior Court (Angelo Dairy)1 (2009) the California Supreme Court held that an "aggrieved employee" may bring an action for civil penalties on behalf of other employees in a representative action pursuant to the California Labor Code Private Attorneys General Act of 2004 (PAGA) without complying with California class action procedure. Unfortunately, the court in Arias did not elaborate on the nature of a PAGA representative action, leaving open questions of how PAGA representative actions can be tried or settled. Without such guidance, California employers may expect to see plaintiffs bringing more PAGA representative actions, either by themselves or as companions to class actions, in which they argue that such class action due process safeguards as "typicality" or "predominance" are no longer relevant.  SUPREME COURT MAKES IT HARDER FOR EMPLOYEES TO FILE CLASS ACTIONS FOR UNFAIR COMPETITION AND PENALTIES UNDER THE STATE’S PRIVATE ATTORNEYS GENERAL ACT.Ballard Rosenberg Golper & Savitt - August 05, 2009 In Arias v. Superior Court, the California Supreme Court ruled that employees cannot bring "representative actions" against employers for unfair competition unless they satisfy all of the onerous procedural requirements for class action lawsuits. However, the Court also ruled these procedures do not apply to actions initiated under the State's Private Attorneys General Act. California Supreme Court: No Class Action Requirements for Private Attorneys General Act Claims.Jackson Lewis LLP - July 01, 2009 The California Supreme Court has allowed an employee to proceed with his claim to recover penalties on behalf of himself and non-party employees under the California Private Attorneys General Act of 2004 (“PAGA”) without satisfying class certification requirements. Arias v. Superior Court, No. S155965 (June 29, 2009). However, the Court ruled that the plaintiff cannot bring claims in a representative capacity under California’s unfair competition law without meeting class certification requirements.
|
Employment Law Seminars
2010 Ushers In Many Important Changes to Workplace Laws
Columbia
November 20, 2009 Fisher & PhillipsANNUAL EMPLOYMENT LAW UPDATESacramento
December 1, 2009 Shaw ValenzaMonthly Webinar: Preventing Workplace Harassment (California and National)Webinar
December 1, 2009 LittlerCalifornia Legally Required Sexual Harassment Training: It's Never Too Late to ComplySan Francisco
December 1, 2009 Fisher & PhillipsThe Constangy Management Training Center "Employment Law 201"Tampa
December 2, 2009 ConstangyCalifornia Legally Required Sexual Harassment Training: It's Never Too Late to ComplyOntario
December 2, 2009 Fisher & PhillipsAudio Conference: Employee Caregivers Dealing With DementiaAudio Conference
December 2, 2009 Young ConawayClients, Adversaries and Witnesses: The Ethics of Communication in a Fast-Paced Legal World Web CastWebinar
December 4, 2009 Ford & HarrisonTaking Executive Compensation Hostage; What To DoWebinar
December 8, 2009 Baker HostetlerPREVENTING HARASSMENT AND OTHER EEO ISSUES AT WORK: IT’S ALL ABOUT RESPECT (AB 1825 COMPLIANCE)Sacramento
December 9, 2009 Shaw Valenza |
|
| ||
|
Terms of Use
|
Privacy
|
Advertising
|
About
|
Contact
|
For Law Firms
|
Partners
Copyright © 2009 elinfonet.com, llc.
The use of this site, and the terms and conditions for our providing information, is governed by our Terms of Use, including the disclaimers contained therein. By using this site, you acknowledge that you have read the Terms of Use and that you accept and will be bound by the terms thereof.
This site is designed for lawyers concentrating in employment law and human resource professionals who specialize in employee relations. As more fully set forth in the terms of use, the information provided on or through this site is for general information purposes; it is not a determination of your legal rights, nor your responsibilities under the law. None of the information contained on this site is, or should be construed as, legal advice. The information should not be relied upon for legal advice. We are not engaged in the practice of law and no attorney-client relationship is being created. Any information communicated to any lawyer via this site does not have the confidentiality protection of the attorney/client privilege. If you are seeking legal advice, find a qualified lawyer in your area. If you need help finding a lawyer, call your local, county or state bar association. All logos and trademarks on this site are property of their respective owners. | ||
Federal Article Feeds