California employment case index

Inglewood’s elected city treasurer accused the mayor of misappropriating public funds, then saw her monthly salary cut from $8,000 to $1,404 and her duties stripped away. Her whistleblower retaliation suit under Labor Code section 1102.5 failed at the threshold: a unanimous Supreme Court held that elected officials are not “employees” within section 1106’s definition. Finding the statutory text inconclusive, the court rested on legislative history and context — section 1106 protects rank-and-file public workers, not officials who answer to the electorate — while noting that other remedies, including the First Amendment, may remain available.

The employee bears the burden of proving he or she is a qualified individual under the FEHA — that is, able to perform the essential duties of the position with or without reasonable accommodation — just as the federal ADA requires; it is not the employer’s burden to disprove qualification.

The FEHA requires only that a physiological disease or condition affecting a body system “limit” — not “substantially limit” — the plaintiff’s ability to participate in a major life activity, a standard broader than the federal ADA; the later Poppink Act merely clarified, and did not change, that existing “limits”…

Reeves v. Sanderson Plumbing Products, Inc.A plaintiff’s prima facie case combined with sufficient evidence that the employer’s stated reason is false can, without more, sustain a finding of intentional discrimination.Reeves v. Sanderson Plumbing Products, Inc. (2000) 530 U.S. 133Parallel citations: 120 S.Ct. 2097; 147 L.Ed.2d 105. Supreme Court of the United States. Argued March 21, […]

In McKennon v. Nashville Banner Publishing Co. (1995) 513 U.S. 352, a 62-year-old secretary discharged in what the employer conceded for summary-judgment purposes was age discrimination admitted in deposition that she had copied confidential company documents during her final year. The lower courts held this after-acquired evidence barred all ADEA relief. A unanimous Supreme Court, per Justice Kennedy, reversed. Such evidence does not bar liability — the ADEA violation that prompted the discharge cannot be disregarded — but it bears on the remedy: as a general rule it forecloses reinstatement and front pay, and back pay runs only from the date of the unlawful discharge to the date the employer discovered the wrongdoing. And the employer must first prove the wrongdoing was so severe that it would in fact have discharged the employee on that ground alone.

In Western Air Lines, Inc. v. Criswell (1985) 472 U.S. 400, the Supreme Court adopted the two-part age-BFOQ test for the Age Discrimination in Employment Act: the age limit must be reasonably necessary to the essence of the employer's business, and the employer must show either reasonable cause to believe that all or substantially all older workers cannot perform the job safely or that it is impossible or highly impractical to assess older employees individually. The Court rejected a deferential “rational basis” standard.