California Supreme Court Expands Scope of Discovery in Representative Actions under Private Attorneys General Act

JohnQuieroLE - resized [45] 170504_0034_1a_square2Guest Commentary

By John F. Querio, a Partner, and Lacey L. Estudillo, an Appellate Fellow, with Horvitz & Levy LLP.

On July 13, 2017, the California Supreme Court decided Williams v. Superior Court, which expanded a plaintiff’s discovery rights in actions brought pursuant to California’s Private Attorneys General Act (PAGA).  PAGA permits an employee to bring a representative action “‘on behalf of himself or herself and other current or former employees’ to recover civil penalties” for wage-related violations of California’s Labor Code—penalties that were previously recoverable solely by the state’s labor-law enforcement agencies.  Amalgamated Transit Union, Local 1756 v. Superior Court, 46 Cal. 4th 993, 1003 (2009). Continue reading “California Supreme Court Expands Scope of Discovery in Representative Actions under Private Attorneys General Act”

FEDERAL REGULATORY READING LIST: Resources for New Employment and Workplace Agency Leaders

*Note: This is the first in a planned series of  posts compiling Washington Legal Foundation papers, briefs, regulatory comments, and blog commentaries relevant to critical legal and constitutional issues facing new senior leaders at specific federal regulatory agencies.

For the past eight years, employers have faced a dizzying array of new employment and workplace-safety regulations, guidance documents, and enforcement policies from the Department of Labor (DOL), the Occupational Safety and Health Administration (OSHA), the Equal Employment Opportunity Commission (EEOC), and the National Labor Relations Board (NLRB). Some of those new rules and directives departed dramatically from decades-old agency policies and practices.

Through its public-interest litigating, publishing, and communications capabilities, WLF influenced debates over those agencies’ policies and actions with timely papers and blog commentaries, and weighed in directly through regulatory comments and amicus briefs.  Those activities have resulted in an impressive body of reference materials that are instructive for new leadership in those agencies.  We provide a summary of and links to those documents below to simplify access to relevant work product from WLF in each of those areas. Continue reading “FEDERAL REGULATORY READING LIST: Resources for New Employment and Workplace Agency Leaders”

Ninth Circuit Continues its “Judicial Hostility” to Arbitration in Trio of Rulings

9thCirDespite its past losses in the U.S. Supreme Court, the plaintiffs’ bar’s crusade against individualized arbitration marches on. In the past year, powerful allies in federal agencies, such as the National Labor Relations Board and the Consumer Financial Protection Bureau, as well as friendly media outlets like the New York Times, have helped to advance the backward notion that arbitration is anti-consumer. Federal and state courts in California— trial lawyers’ favorite state—continue to be sympathetic to this anti-consumer argument, as evidenced by the decisions a trilogy of cases recently decided by the U.S. Court of Appeals for the Ninth Circuit: Sakkab v. Luxottica Retail North America, Inc., Hopkins v. BCI Coca-Cola Bottling Co., and Sierra v. Oakley Sales Corp. Continue reading “Ninth Circuit Continues its “Judicial Hostility” to Arbitration in Trio of Rulings”

Update: NLRB Continues its Opposition to Class-Action Arbitration Waivers

NLRBA December 10, 2015 WLF Legal Pulse post, Rebuffed Twice in Texas, the NLRB Takes its Crusade Against Arbitration to California, highlighted a pattern of National Labor Relations Board (NLRB) decisions holding that binding class-action arbitration agreements violate the National Labor Relations Act (NLRA), even though the U.S. Court of Appeals for the Fifth Circuit has twice overruled such a decision.

It seems as though the NLRB’s determination to march forward has not wavered. Just two weeks ago, in In re: Samsung Electronics America, Inc., the NLRB upheld a decision by an administrative law judge that Samsung violated the NLRA by requiring its employees to waive their rights to pursue collective claims and then attempting to enforce that agreement.

It is clear that the NLRB does not respect federal courts’ differing legal opinion as to the interpretation of the NLRA. Unfortunately, employers will now need to invest energy and resources to appeal individual NLRB decisions until the Board changes its current aggressive anti-arbitration stance.

DirecTV Inc. v. Imburgia: The Supreme Court’s Latest Word on Arbitration and Federal Preemption

Cruz-Alvarez_FFeatured Expert Contributor – Civil Justice/Class Actions

By Frank Cruz-Alvarez, Shook, Hardy & Bacon L.L.P. (co-authored with Rachel A. Canfield, an associate with the firm)

Last week, in a 6-3 decision, the U.S. Supreme Court reversed and remanded a California Court of Appeal’s interpretation of and refusal to enforce an arbitration agreement.  Justice Breyer delivered the Court’s well-reasoned opinion, which concluded that the California court’s arbitration-specific interpretation of contractual language was preempted by the Federal Arbitration Act (“FAA”). DirecTV Inc. v. Imburgia, et al.

Petitioner DirecTV entered into service agreements with certain customers. Although governed by the FAA, the agreement’s arbitration provision contained a class-action waiver which rendered the entire provision unenforceable if the waiver clause was deemed unenforceable under the law of the customer’s state.  Seeking damages for early termination fees that allegedly violated California law, respondents Amy Imburgia and Kathy Greiner filed suit against DirecTV in California state court.   Continue reading “DirecTV Inc. v. Imburgia: The Supreme Court’s Latest Word on Arbitration and Federal Preemption”

Rebuffed Twice in Texas, the NLRB Takes its Crusade Against Arbitration to California

NLRBAfter successive defeats at the hands of the U.S. Court of Appeals for the Fifth Circuit, the National Labor Relations Board (NLRB) has taken its crusade against class-action arbitration agreements to California. In a recent decision, Bristol Farms, the NLRB once again held that an arbitration agreement that would require individual arbitration violated the National Labor Relations Act (NLRA).

Over a strong dissent, the NLRB reasoned that an agreement requiring individual arbitration—even if the agreement was optional—prevents employees from engaging in protected activities (collective action) and thus is an unfair labor practice in violation of NLRA § 8(a)(1): “[A]n arbitration agreement that precludes collective action in all forums is unlawful even if entered into voluntarily, because it requires employees to prospectively waive their Section 7 right to engage in concerted activity.” Continue reading “Rebuffed Twice in Texas, the NLRB Takes its Crusade Against Arbitration to California”

The California Supreme Court’s Iskanian Opinion: Two Steps Forward, One Step Back

jenkinsGuest Commentary

by Kirk C. Jenkins, Sedgwick LLP*

On June 26, 2014, the California Supreme Court issued its long-awaited opinion in Iskanian v. CLS Transportation Los Angeles LLC. The decision was something of a mixed bag for the defense bar: two major steps forward in the California Supreme Court’s class action jurisprudence, but one step back of uncertain significance.

The plaintiff in Iskanian worked as a driver for the defendant in 2004 and 2005. Halfway through his employment, he signed an agreement providing that “any and all claims” arising out of his employment would be submitted to binding arbitration before a neutral arbitrator. The plaintiff agreed not to bring a representative action either in court or before the arbitrator.

A year after leaving his employment, the plaintiff filed a putative class action complaint, alleging failure to pay overtime, provide meal and rest breaks, reimburse business expenses and various other violations of the Labor Code. The defendant moved to compel arbitration and the trial court granted the motion. But while the matter was pending before the Court of Appeal, the California Supreme Court decided Gentry v. Superior Court, holding that most class action waivers were unenforceable in employment cases. The defendant dropped its motion to compel. Continue reading “The California Supreme Court’s Iskanian Opinion: Two Steps Forward, One Step Back”