Justia Civil Rights Opinion Summaries

After the Department discharged plaintiff based on her failure to report another deputy's use of force against an inmate and her failure to seek medical assistance for the inmate, the Commission affirmed the discharge. However, the trial court granted plaintiff's petition for writ of mandate and directed the Commission to set aside plaintiff's discharge, award her back pay, and reconsider a lesser penalty.The Court of Appeal reversed and remanded, holding that the Commission did not abuse its discretion in upholding plaintiff's discharge. In this case, plaintiff committed a more egregious violation of Department policy that went beyond a failure to report the use of force or to seek medical attention by perpetuating a code of silence among deputies in the jail, which encouraged other deputies to ignore their responsibilities and brought embarrassment to the Department. Therefore, plaintiff's conduct also violated the general behavior policy, which requires a deputy "not act or behave privately or officially in such a manner as to bring discredit upon himself or the Department." Given the Department's reasoned explanation that discharge was necessary in light of plaintiff's furtherance of the code of silence and the resulting embarrassment and loss of trust in the Department, the court held that this is not the exceptional case where reasonable minds cannot differ on the appropriate penalty. View "Pasos v. Los Angeles County Civil Service Commission" on Justia Law

Plaintiff-appellant Virginia Arnold appealed the grant of summary judgment in favor of her employer, defendant-respondent Dignity Health (Dignity) and other individually named defendants. Arnold was employed as a medical assistant. She alleged defendants engaged in discrimination, harassment, and retaliation based on her age and her association with her African-American coworkers, including by terminating her employment in violation of the Fair Employment and Housing Act (FEHA). On summary judgment, the trial court concluded defendants provided evidence of legitimate reasons for plaintiff’s termination and, in rebuttal, plaintiff failed to offer any evidence that defendants’ actions were discriminatory, harassing, or retaliatory. The Court of Appeal concurred with the trial court's findings and affirmed summary judgment. View "Arnold v. Dignity Health" on Justia Law

According to the complaint, “Plaintiff/Petitioner the People for the Ethical Operation of Prosecutors and Law Enforcement . . . is an association of residents of Orange County that includes at least one member who pays property taxes to Orange County.” People for the Ethical Operation of Prosecutors and Law Enforcement was a watchdog group seeking to ensure Orange County law enforcement agencies complied with their constitutional and statutory duties. The other plaintiffs were three individuals who were Orange County residents, and who had various interests in ensuring the integrity of the criminal justice system. The defendants were Todd Spitzer and Don Barnes who were the elected District Attorney and Sheriff, respectively. The gist of the complaint was that defendants operated an illegal and clandestine confidential informant (CI) program. The basic structure of the alleged CI program was that the Sheriff recruited confidential informants from among the prison population, moved those informants near a criminal defendant to facilitate a surreptitious interrogation, notwithstanding that the defendant was represented by counsel, which rendered the interrogations illegal under Massiah v. United States, 377 U.S. 201 (1964). The Sheriff allegedly kept extensive logs of these interactions, but kept those logs secret, even from the courts. The District Attorney used information from these interrogations, despite knowing their illegality, and did not disclose information about the CI program to defendants, in violation of their discovery duties. This appeal stemmed from a dismissal following a sustained demurrer in plaintiffs’ taxpayer suit against the Orange County officials. The trial court ruled that plaintiffs did not have standing to pursue taxpayer claims for waste under Code of Civil Procedure section 526a, nor a petition for a writ of mandate under Code of Civil Procedure section 1085. The Court of Appeal reversed, finding that the point of taxpayer standing, as well as the related doctrine of public interest standing in mandamus proceedings, was to confer standing on the public at large to hold the government accountable to fulfill its obligations to the public. "The fundamental rights at stake fit comfortably within the doctrines of taxpayer and public interest standing." View "People for the Ethical Operation of Prosecutors etc. v. Spitzer" on Justia Law

Daisy Arias suffered sustained, egregious sexual harassment for most of the time she was employed by defendant-petitioner, Blue Fountain Pools & Spas, Inc. The primary culprit was defendant-petitioner, Sean Lagrave, a salesman who worked in the same office as Arias. Arias says Lagrave did everything from repeatedly asking her for dates to grabbing her and describing "his own sexual prowess." Arias complained about Lagrave’s conduct repeatedly over the course of her employment, but things came to a head on April 21, 2017: Lagrave yelled at Arias in front of coworkers, used gender slurs, and then physically assaulted her, bumping her chest with his own. Arias called the police and later left work. Arias told the owner, defendant-petitioner, Farhad Farhadian, she wasn’t comfortable returning to work with Lagrave. Farhadian did nothing initially, refused to remove Lagrave, then terminated Arias’s health insurance, and finally told Arias to pick up her final paycheck. Though Farhadian claimed Arias had quit, she says she was fired. Arias filed a complaint with the Department of Fair Employment and Housing and received a right to sue letter on August 14, 2017. She then filed this lawsuit alleging, relevant to this appeal, hostile work environment sex discrimination and failure to prevent sexual harassment. Petitioners moved for summary judgment, seeking, among other things, to have the hostile work environment claim dismissed as time-barred and the failure to prevent harassment claim dismissed as having an insufficient basis after limiting the allegations to the conduct that wasn’t time-barred. The trial court concluded Arias had created a genuine issue of material fact as to all her causes of action and denied the motion. Petitioners brought a petition for writ of mandate, renewing their statute of limitations argument, claiming Arias could not establish a continuing violation because she admitted she had concluded further complaints were futile. The Court of Appeal concluded Arias has shown she could establish a continuing violation with respect to all the complained of conduct that occurred during Farhadian’s ownership of the company. Further, the Court determined there was a factual dispute over whether and when Arias’s employer made clear no action would be taken and whether a reasonable employee would have concluded complaining more was futile: "that question must be resolved by a jury." The Court denied petitioners' request for mandamus relief and remanded the matter for further proceedings. View "Blue Fountain Pools and Spas Inc. v. Superior Court" on Justia Law

GSS filed suit for malicious prosecution and unfair business competition against defendant and his attorney, alleging that the attorney filed a prior lawsuit against GSS on behalf of his client, knowing that he lacked probable cause to bring the action. GSS also alleged that the attorney maliciously refused to dismiss the prior action and engaged in unfair business practices. The attorney filed an anti-SLAPP motion, which the trial court denied.The Court of Appeal affirmed the trial court's denial of the anti-SLAPP motion and the attorney's motion for reconsideration. The court held that, although the malicious prosecution and unfair business competition causes of action are based on conduct that is protected activity, GSS has met its burden of showing a probability of prevailing on the merits of these causes of action. Finally, the court held that the attorney's arguments regarding the motion for reconsideration are waived. View "Golden State Seafood, Inc. v. Schloss" on Justia Law

Shelton, serving a life sentence for a 1991 second-degree murder, sought habeas corpus relief after being denied parole in 2016, and again in 2018, arguing that the Board of Parole Hearings failed to apply controlling legal principles in finding him unsuitable for parole. Shelton was 62 years old in 2018. He is designated “Permanently Mobility Impaired” and “Permanently Blind/Vision Impaired.”The court of appeal vacated and remanded for a new parole suitability hearing. The court explored Shelton’s military service, during which he reportedly saw “horrible death, destruction” including “killing children, cutting babies out of women’s stomachs.” The court noted Shelton’s traumatic brain injury and the family history that led to the murder. The parole denials were based on the panels’ conclusions that Shelton’s lack of insight into his criminal conduct left him vulnerable to repeating that conduct but the record suggests Shelton’s cognitive condition will never allow him to achieve the kind of insight the panels have been demanding. Shelton’s risk assessments (save one in 2006) have consistently determined he poses a low risk of future violence. He did not have a violent history before the offense, he has not been involved in violence during his prison term, and his increasing age attenuates a propensity toward violence. View "In re Shelton" on Justia Law

After plaintiff was injured while performing work in the Adult Offender Work Program (AOWP), he filed suit against the county for its failure to accommodate his preexisting physical disability and failure to engage in the interactive process under the Fair Employment and Housing Act (FEHA).The Court of Appeal affirmed the trial court's grant of summary judgment in favor of the county. The court held that an individual sentenced to perform work activities in lieu of incarceration in the absence of any financial remuneration, is precluded, as a matter of law, from being an "employee" within the meaning of the FEHA. The court explained that, while remuneration alone is not a sufficient condition to establish an individual is an employee under the statute, it is an essential one. Because plaintiff earned no sufficient financial remuneration as a result of participation in the AOWP, he could not be deemed an employee under the FEHA. The court did not reach plaintiff's remaining arguments. View "Talley v. County of Fresno" on Justia Law

Plaintiffs filed suit alleging that the City of Santa Monica's system of at-large voting to elect its City Council discriminated against Latinos. The trial court agreed and ordered the City to switch to district-based voting.The Court of Appeal reversed and entered judgment for the City, holding that the City violated neither the California Voting Rights Act nor the Constitution. In this case, the City correctly notes that plaintiff offered no valid proof of dilution in order to prove that the City's at-large method impaired Latinos' ability to elect candidates of their choice or to influence the outcome of an election as a result of the dilution of Latino voting rights. Furthermore, plaintiffs failed to prove that the City adopted or maintained its system for the purpose of discriminating against minorities. View "Pico Neighborhood Assoc. v. City of Santa Monica" on Justia Law

Abelardo Martinez, who was blind, brought an action against San Diego County Credit Union (Credit Union) claiming its website was incompatible with software permitting him to read website content. He alleged this defect denied him equal access to, and full enjoyment of, the Credit Union's website and its physical locations. Martinez asserted a single cause of action under the Unruh Civil Rights Act based on two alternate theories: (1) Credit Union's website violated the American Disabilities Act (ADA); and (2) Credit Union's actions constituted intentional discrimination prohibited by the Unruh Civil Rights Act. On the day scheduled for jury selection, the court dismissed the action on its own motion based on its understanding Martinez was intending to pursue only the ADA theory, and the court's finding Martinez had not sufficiently alleged Credit Union's website constitutes a "public accommodation" within the meaning of the ADA (although the court characterized its ruling as a nonsuit, the parties agree it was a conclusion based solely on Martinez's pleadings). Martinez appealed. The Court of Appeal found the trial court erred in dismissing the action at the pleadings stage based on the ADA's public-accommodation element: a disabled plaintiff can state a viable ADA claim for alleged unequal access to a private entity's website if there is a sufficient nexus between the claimed barriers and the plaintiff's ability to use or enjoy the goods and services offered at the defendant's physical facilities. Under this standard, the Court found Martinez alleged a sufficient nexus to state an ADA violation. The Court rejected the Credit Union's alternate argument that the dismissal was proper because the United States Congress has not enacted specific website accessibility standards. View "Martinez v. San Diego County Credit Union" on Justia Law

Bauer, an entertainment magazine publisher, appealed the denial of its special motion to strike the amended complaint of plaintiffs, Richard Simmons and Teresa Reveles. Simmons is a self-described health and fitness guru and Reveles is Simmons's live-in caretaker. Plaintiffs filed suit against Bauer after discovering that a private detective hired by Bauer unlawfully attached an electronic tracking device in Reveles' car. Plaintiffs also filed suit against the detective and the detective's sole proprietorship, LA Intelligence.The Court of Appeal affirmed the denial of the special motion and held that Bauer failed to demonstrate the conduct at the heart of the lawsuit — the unlawful use of the tracking device — is, as Bauer contends, conduct in furtherance of its exercise of the right of free speech in connection with issues of public interest under the anti-SLAPP statute. View "Simmons v. Bauer Media Group USA, LLC" on Justia Law