Labor And Employment Law

A Los Angeles jury sided entirely with former Director Christian Tetrault against financial giant Capital Group, finding the company liable on all five claims, including whistleblower retaliation, wrongful termination, and breach of contract. The verdict awarded Tetrault $843,391.91 for lost compensation and $50,000 for emotional distress, totaling over $893,000. Crucially, the jury also determined that the company’s conduct warranted punitive damages, setting the stage for the next phase of the trial. This landmark decision reinforces California’s strong protections for employees who report unlawful activity.

The employment dispute Rina Beltran v. California Coast Credit Union began as a proposed class action in the Superior Court of California, San Diego, alleging systematic violations of the California Labor Code. Plaintiff Rina Beltran, on behalf of a class of current and former hourly employees, claimed the financial institution failed to provide legally mandated meal and rest breaks, resulting in significant statutory penalties. The lawsuit further alleged that the credit union failed to properly track and compensate for all hours worked, leading to unpaid overtime and inaccurate wage statements. The defendant, California Coast Credit Union, denied all claims and asserted that it had acted in good faith. Rather than proceed to a risky, protracted trial, the parties reached a final, binding settlement. California Coast Credit Union agreed to pay $950,000 to resolve all wage and hour claims for the class members, bringing the litigation to a conclusion without a finding of fault.

The lawsuit Damien Hendricks v. BGDS LLC concluded with a $350,000 settlement, resolving a class action filed in Sacramento County Superior Court on October 12, 2022. The Plaintiff, representing current and former hourly employees across California, alleged that BGDS LLC had systematically violated the California Labor Code. The core claims centered on the company's failure to provide mandatory, uninterrupted meal and rest breaks, and requiring employees to work off-the-clock, which resulted in unpaid overtime and lost premium pay. The Plaintiffs' argument focused on "functional denial," contending that operational pressure and understaffing made it practically impossible for workers to take legally compliant breaks. The defense firmly denied the claims, stating its written policies complied with the law, and that any missed breaks were due to employee choice or failure to use internal reporting procedures. Following the initial stages of litigation and discovery, which included analysis by Labor Economists and Statistical Sampling Analysts, the parties entered mediation. The settlement was reached to avoid the significant costs and risks of a trial, providing the class members with compensation for all claimed unpaid wages, statutory penalties (including waiting time penalties), and associated attorneys' fees.

The class action lawsuit, Valencia King, et al. v. Leisure Care, LLC, et al., culminated in a $2,400,000 settlement against the operators of Livermore Senior Living and other facilities. The complaint, filed in May 2021 in Alameda County Superior Court, alleged that Leisure Care, LLC and its related entities systematically violated the California Labor Code, primarily by failing to provide legally mandated, uninterrupted meal and rest periods, and by failing to accurately compensate employees for all hours worked, including overtime. Plaintiff Valencia King, representing hundreds of current and former employees, argued that operational demands in the senior living environment effectively forced workers to remain on duty during their breaks, resulting in a loss of premium pay. The lawsuit also sought damages for failure to issue proper wage statements and for unreimbursed business expenses. The defense, throughout the proceedings, maintained that it had compliant policies in place and that any violations were isolated, not systemic. However, after extensive discovery and the class being certified, the defendants chose to resolve the entire matter through a substantial settlement, avoiding the risk and cost of a jury trial. The resolution provides compensation to the class members for the alleged unpaid wages, penalties, and interest.

The labor action of Julian Santana vs. Lion Raisins, Inc. concluded with a final settlement agreement totaling $800,000. The suit was filed under the California Private Attorneys General Act (PAGA), authorizing Santana to pursue penalties on behalf of numerous aggrieved employees. The core claims alleged that Lion Raisins systematically failed to comply with multiple California Labor Code statutes, specifically regarding proper provision and payment for meal and rest breaks, accurate wage statements, and timely payment of all earned wages, including final paychecks. Lion Raisins denied all allegations but ultimately agreed to the settlement amount to fully resolve the contentious, months-long litigation, thereby closing the book on claims related to alleged financial injury and systemic record-keeping issues.

After 25 years of service, Senior Assistant District Attorney Tracy Miller filed a landmark lawsuit against the County of Orange, District Attorney Todd Spitzer, and Chief Assistant DA Shawn Nelson. Miller alleged the two top officials intentionally created a hostile work environment and subjected her to retaliation after she defended junior female colleagues who had reported sexual harassment by a close associate of Spitzer. Miller claimed this systematic campaign of humiliation and marginalization forced her into early retirement—a constructive termination. The San Diego jury ultimately sided with Miller, holding the defendants liable and awarding a total verdict of $3.025 million, including $25,000 in punitive damages personally paid by Todd Spitzer.

Former employee Hector Leon initiated a class action lawsuit against Insurance Auto Auctions, Inc., alleging the company systematically failed to follow California’s stringent wage and hour laws, resulting in substantial financial losses for a large group of current and former non-exempt employees. The primary claims involved the non-payment of minimum and overtime wages, failure to provide mandatory meal and rest periods, and issuing inaccurate wage statements. The defendant, Insurance Auto Auctions, Inc., denied the claims but ultimately agreed to a negotiated, binding settlement, establishing a total gross settlement fund of $1,500,000 (One Million Five Hundred Thousand Dollars) to resolve all claims made by the class.

The long-running legal feud between family members at The Herman Law Group, P.A. came to an end when a Broward County jury ruled in favor of attorney Peter G. Herman and his firm, Peter Herman, P.A. The jury found that The Herman Law Group failed to return funds owed to Herman from multiple client cases, including Flipface and Farkas, totaling $414,043.52 in damages. The case began after Herman left the Fort Lauderdale firm in 2020, sparking claims and counterclaims over unpaid fees, alleged mismanagement, and breach of contract. The verdict issued on August 12, 2025, concluded that the firm wrongfully withheld Herman’s earnings from several matters, bringing a close to a years-long dispute over attorney compensation and firm finances.

Walmart employees and Jane Doe 7083 filed class actions alleging systemic labor law violations, including wage, overtime, and meal break claims. Plaintiffs sought unpaid wages, penalties, and restitution. The San Leandro Unified School District denied liability, citing statutory immunities, constitutional issues, and third-party fault. On April 18, 2025, the Alameda Superior Court noted a Notice of Settlement and scheduled a Case Management Conference to confirm dismissal.

Teodoro Curameng Deguzman sued Millennium Health, LLC over alleged wage, break, and reimbursement violations affecting hourly, non-exempt California employees. The San Diego Superior Court approved a $299,433.61 class action and PAGA settlement, awarding $99,811.20 in attorney’s fees, $17,252.64 in litigation costs, and $8,000 in administration costs. The plaintiff’s service award was reduced to $7,500, with the difference allocated to the settlement fund.

Former employees Nancy Jaylene Cruz and Janco Barboza sued Los Compadres Restaurant, alleging multiple California labor law violations, including unpaid wages, missed breaks, and unreimbursed expenses. The Court approved a class action and PAGA settlement, ordering payments to class members, $75,750 in attorney fees, and a $10,000 PAGA allocation, binding all covered individuals to the releases, and entering judgment with prejudice.

Med-Legal Associates, Inc. filed suit to protect its ERISA retirement plans from collection efforts by judgment creditors. The company sought declaratory and injunctive relief, arguing that the plans were legally shielded under federal law. The court agreed, issuing a final judgment and permanent injunction that barred the defendants from attempting to seize the funds. The ruling upheld key ERISA protections and awarded costs to Med-Legal.