Jury Awards $2M in Dababneh v. Doja Sexual Harassment Case
Table of Contents
Case Background
This employment litigation originated in San Bernardino County, California, involving a dispute between an individual employee and a collective of business entities. The Plaintiff, Tania Dababneh, filed suit against her former employers, which included Doja, Inc., Doja Properties, LLC, AJ1 Development, LLC, the Jaber Family Trust, and individual Defendant Ayad Jaber. The corporate Defendants were identified as California entities operating out of Ontario, California.
The legal conflict centered on the employment relationship between Ms. Dababneh and these entities. The case was formally brought before the Superior Court of California for the County of San Bernardino, assigned to the Civil Division under Judge Corey G. Lee in Department S15. The matter commenced with the filing of the initial complaint on December 7, 2022, followed by an amended complaint to which the Defendants responded in November 2023. The proceedings moved through the judicial system for nearly three years, culminating in a jury trial in late 2025. The core of the legal action involved allegations of statutory violations regarding workplace conduct and employment practices under California state law.
Cause
Ms. Dababneh initiated legal action on December 7, 2022, alleging a pattern of illegal conduct in her workplace. Her complaint detailed serious accusations centered on gender-based mistreatment. She asserted that the Defendants had subjected her to sex discrimination and sexual harassment during her employment. Furthermore, she claimed that the workplace environment had become hostile and that the employers retaliated against her, violating the California Fair Employment and Housing Act (FEHA). Beyond the harassment claims, Ms. Dababneh alleged she was wrongfully terminated in violation of public policy and retaliated against for acting as a whistleblower under the Labor Code.
Injury
As a result of the alleged misconduct, Ms. Dababneh contended she suffered various forms of harm. The complaint indicated that the Defendants' actions caused her to lose employment and the associated income. Additionally, the nature of the allegations—involving harassment, discrimination, and retaliation—suggested significant non-economic injuries, such as emotional distress and reputational harm, which typically accompany such claims in civil litigation. The Plaintiff also claimed financial injury stemming from the Defendants' alleged failure to furnish accurate wage and hour statements as required by law.
Damages Sought
In her pursuit of justice, Ms. Dababneh sought a broad range of monetary and equitable relief. She demanded compensatory damages to cover her financial losses and emotional suffering. Due to the alleged severity of the Defendants' conduct, she also sought punitive damages, intended to punish the Defendants and deter similar future behavior. The lawsuit also requested liquidated damages and injunctive relief to prevent further violations. The specific monetary demand exceeded $25,000, placing the case within the jurisdiction of the unlimited civil division.
Key Arguments and Proceedings
Legal Representation
Plaintiff(s): Tania Dababneh, an individual and on behalf of Aggrieved Employees.
· Counsel for Plaintiff(s): Jonathan P. LaCour | Lisa Noveck | Jameson Evans
Defendant(s): Doja, Inc | Doja Properties, LLC | AJ1 Development, LLC | Jaber Family Trust | Ayad Jaber.
· Counsel for Defendant(s): George Bilal
Key Arguments or Remarks by Counsel
Claims
The Plaintiff's legal team constructed a case built on multiple statutory violations. They argued that the Defendants created and maintained a workplace culture rife with sex discrimination and sexual harassment. A central pillar of their argument was the existence of a hostile work environment that violated government codes.
Counsel for Ms. Dababneh further contended that when she attempted to address these issues or exercise her legal rights, the employers retaliated against her rather than correcting the behavior. This retaliation allegedly culminated in her wrongful termination. They also accused the Defendants of violating the Business and Professions Code through unfair business practices and failing to comply with wage and hour laws regarding employee statements.
Defense
The defense team, led by George Bilal, vigorously denied all allegations. In their Answer filed on November 15, 2023, they issued a general denial, refuting that the Plaintiff sustained any damages or injuries for the reasons alleged.
The defense presented numerous affirmative defenses to counter the Plaintiff's narrative. They argued that Ms. Dababneh’s employment was "at-will," meaning she could be terminated at any time with or without cause, which they claimed negated her wrongful termination assertions. They also introduced the concept of comparative fault, suggesting that if any harm occurred, the Plaintiff contributed to it entirely or to some degree.
Further defensive arguments included the doctrine of "unclean hands" and "laches," implying the Plaintiff delayed in bringing her claims or acted improperly herself. They asserted that the Defendants had exercised reasonable care and acted in good faith, relying on valid business justifications for all employment decisions. The defense also argued that Ms. Dababneh failed to mitigate her damages and did not utilize the available channels of communication to report her grievances while employed. Finally, they claimed that any actions taken were consistent with business necessity and that they had policies in place to prevent discrimination and harassment.
Jury Verdict
The trial concluded on November 14, 2025, in the Superior Court of San Bernardino County, Department S35. The jury returned a verdict decisively in favor of the Plaintiff, Tania Dababneh, finding the Defendants liable on multiple counts.
Regarding the specific claims, the jury found that Doja, Inc. had engaged in discrimination based on gender and sexual harassment against Ms. Dababneh. They also determined that Doja, Inc. subjected her to a hostile work environment and failed to prevent the discrimination or harassment from occurring. Consequently, the jury found that Doja, Inc. was liable for wrongfully terminating Ms. Dababneh in violation of public policy.
The jury also addressed the liability of the individual Defendant, Ayad Jaber. While they found in his favor regarding the specific claim of sexual harassment, they determined that he was liable for creating a hostile work environment.
Significant findings were made regarding the structure of the employment relationship. The jury determined that AJ1 Development, LLC, the Jaber Family Trust, and Ayad Jaber were all joint employers of Ms. Dababneh alongside Doja, Inc.. However, they found that Doja Properties, LLC was not a joint employer.
In terms of damages, the jury awarded Ms. Dababneh a total of $1,100,000 in compensatory damages. This sum included $300,000 for past noneconomic damages and $800,000 for future noneconomic damages. Furthermore, the jury found that Doja, Inc. had engaged in conduct that was malicious, oppressive, or fraudulent. As a result, they imposed an additional $900,000 in punitive damages against the corporation. The jury did not find that Ayad Jaber acted with malice, and thus no punitive damages were assessed against him personally.
The total judgment awarded to the Plaintiff amounted to $2,000,000, reflecting both the compensatory and punitive measures decided by the jury. The verdict form was signed and dated by the foreperson on November 14, 2025.