Total Articles: 8
Jackson Lewis P.C. • May 16, 2017
A class action waiver in an arbitration agreement is unenforceable under the National Labor Relations Act, Judge Gonzalo P. Curiel has ruled. Neal Pataky et al. v. The Brigantine, Inc., No. 3:17-cv-00352 (S.D. Cal. May 3, 2017).
Ogletree Deakins • December 08, 2016
Statistical sampling has always been an effective and efficient way for plaintiffs to establish class action liability in California. After some hope that a 2011 decision by the Supreme Court of the United States might hamper that ability, a California appellate court has reaffirmed statistical sampling as a viable method available to class action plaintiffs to prove their cases.
Jackson Lewis P.C. • December 11, 2015
Denying class certification in an action for alleged meal period violations under the California Labor Code and Industrial Welfare Commission Wage Order No. 5-2001 (“Wage Order 5”), the California Court of Appeal ruled that a 24-hour residential care facility for developmentally disabled individuals did not have a policy that violated wage and hour laws common to the class members. Palacio v. Jan & Gail’s Care Homes, Inc. Specifically, the Court ruled that the residential care facility did not need to inform employees whom it required to waive their right to uninterrupted meal periods and eat their meals with the residents under Section 11(E) of Wage Order 5, that the employees could revoke the waiver at any time under Section 11(A).
FordHarrison LLP • July 08, 2015
Executive Summary: In a case of first impression, the California Court of Appeals recently held that, unlike cases where only class allegations are asserted, California's "death knell" doctrine does not apply to cases where class certification is denied and representative claims under California's Private Attorney General Act (PAGA) move forward. See Munoz v. Chipotle Mexican Grill, Inc., Los Angeles Superior Court Case No. BC447232 (June 30, 2015). The court's decision means the plaintiffs cannot appeal the denial of class certification until after litigation of their representative PAGA claims.
Fisher Phillips • July 07, 2014
The California Supreme Court recently handed down a landmark decision on class actions. The trial judge lost control of the certification and evidentiary presentation of the case resulting in a $15 million verdict against U.S. Bank National Association (USB). In this long-awaited decision, the California Supreme Court acknowledged the blatant errors perpetrated by the trial court and class counsel, and provided valuable guidance for employers and their attorneys in defending class actions. Duran v. U.S. Bank National Association.
Ogletree Deakins • July 01, 2014
On June 30, 2014, the California Supreme Court issued a decision addressing how trial courts should determine the appropriateness of class certification in cases where workers claim they were improperly classified as independent contractors. In a case brought by a group of newspaper carriers claiming that a newspaper company illegally treated them as independent contractors and deprived them of wage and hour protections, the state supreme court held that their employment relationship with the newspaper can be determined on a class-wide basis. Ayala v. Antelope Valley Newspapers, Inc., No. S206874 (June 30, 2014).
FordHarrison LLP • March 04, 2014
Executive Summary: The U.S. Supreme Court has vacated the decision of a California state court, which held that a trial court should apply the factors set out in the California Supreme Court's 2007 decision in Gentry v. Superior Court to determine whether a pre-employment arbitration agreement containing a class-action waiver is enforceable. The U.S. Supreme Court remanded the case to the state court for further consideration in light of the Supreme Court's decision in American Express Co. v. Italian Colors Restaurant (2013). See CarMax Auto Superstores California v. Fowler, No. 13-439 (February 24, 2014).
Ogletree Deakins • June 21, 2011
California appellate courts have recently offered some relief to employers issuing wage statements that fail to comply with the stateâ€™s hyper-technical content requirements. At the same time, California courts have given the green light to class action lawsuits based on violations of relatively obscure provisions of the stateâ€™s Wage Orders. Californiaâ€™s 17 Wage Orders, which are industry or occupation specific, govern workplace conditions ranging from temperature to seating. The good news is that compliance with Californiaâ€™s wage statement and Wage Order requirements can be easily targeted for auditing.