Justia Legal Ethics Opinion Summaries

In 2004, Trzaska became the head of L’Oréal ’s regional patent team. Rules of Professional Conduct (RPC) bar attorneys from filing frivolous or bad-faith patent applications. L’Oréal established quotas for patent applications. Management stated that, if the team failed to meet that quota, “there would be consequences which would negatively impact their careers and/or continued employment.” L’Oréal also adopted an initiative that resulted in fewer invention disclosures submitted to the team for vetting. With competing policies—one requiring a minimum of applications and one effectively reducing the invention disclosures being evaluated— Trzaska’s team did not believe it could meet the quota without filing applications for products that it did not in good faith believe were patentable. Trzaska told management that his team would not do so. L’Oréal offered Trzaska severance packages, with the alternative of “get back to work.” After he rejected both severance packages, L’Oréal fired Trzaska. Trzaska sued for wrongful retaliatory discharge under the Conscientious Employee Protection Act, N.J. Stat. 34:19-1, which protects an employee from retaliatory termination following his refusal to participate in illegal activity at the employer's request, including practices that the employee believes contravene public policy. The district court dismissed. The Third Circuit reversed, stating that the allegations were not “skin deep.” The basis of the claim is not L’Oréal’s violation of the RPCs; it is the instruction that would result in the employees' disregard of their RPC duties and violate a public policy mandate. View "Trzaska v. LOreal USA Inc." on Justia Law

Galveston County Commissioners Court may set a salary range for a county judicial employee while letting Galveston County district judges decide if compensation within that range is reasonable. While the judicial branch may direct the Commissioners Court to set a new range, it cannot dictate a specific salary outside that range.The Supreme Court reversed the court of appeals’ judgment in this long-running dispute over who has the authority to set the compensation of a county judicial employee, holding that, in this case, the trial court lacked the authority to require a county judge to reinstate a county judicial employee at a specific salary, thus encroaching on the county’s legislative branch - the Commissioners Court. View "Honorable Mark Henry v. Honorable Lonnie Cox" on Justia Law

This case arose from the unemployment compensation claim filed by appellee Gary Powell. The Unemployment Compensation Service Center determined appellee was ineligible to receive benefits pursuant to Section 402(b) of the Unemployment Compensation Law (the UC Law) because he voluntarily quit his job with Joe Krentzman & Sons (employer), without “cause of a necessitous and compelling nature.” The Supreme Court granted discretionary review to consider whether an attorney who has been suspended from the practice of law by the Supreme Court could represent a claimant in unemployment compensation proceedings. A divided three-judge panel of the Commonwealth Court determined the claimant was entitled to his choice of representative, even if that representative was a suspended attorney, and remanded for a new hearing. The Supreme Court affirmed the decision to remand, but reversed the Commonwealth Court’s holding that a suspended attorney may represent claimants in unemployment compensation proceedings. View "Powell v. UCBR" on Justia Law

After the Labor Commissioner awarded Anthony Stratton approximately $6,000 in unpaid wages and penalties against Thomas Beck, Stratton's former employer, Beck unsuccessfully appealed the award to the superior court under Labor Code section 98.2, subdivision (a). The superior court awarded Stratton $31,365 in attorney's fees. The court rejected Beck's contentions that the motion for attorney's fees was untimely because the case was a limited civil case, and that, even if the motion was timely, the fee award was unreasonably high and unsupported by competent billing evidence. In this case, the superior court found that, although Beck initially acted in good faith, Beck continued to refuse to pay Stratton, which the trial court reasonably concluded was an intentional withholding meriting penalties—and attorney's fees when challenged in superior court. Accordingly, the court affirmed the judgment. View "Beck v. Stratton" on Justia Law

Plaintiffs in this putative class action case, Stacey and Tyler Walker, appealed the trial court's order disqualifying their counsel, Hogue & Belong (the Firm), in this putative class action suit against their former employer, Apple, Inc. The trial court found automatic disqualification was required on the basis the Firm had a conflict of interest arising from its concurrent representation of the putative class in this case and the certified class in another wage-and-hour class action pending against Apple. Specifically, based on the parties' litigation strategies and evidence Apple submitted in support of its disqualification motion, the trial court concluded that to advance the interests of its clients in this case, the Firm would need to cross-examine a client in the Felczer class (the Walkers' store manager) in a manner adverse to that client. After review of plaintiffs' arguments on appeal, the Court of Appeals concluded that the trial court did not err in finding the Firm represented the store manager and that a disqualifying conflict existed between her interests and the Walkers' interests. View "Walker v. Apple, Inc." on Justia Law

Waters began working as a Petaluma firefighter and paramedic in 2008. She was the first and only woman to hold that position. She claims she was immediately subjected to harassment and discrimination based upon her sex. According to Waters, she was subjected to retaliation when she complained. The city maintains that Waters never complained. In February 2014, Waters went on leave; in May, the city received notice from the Equal Employment Opportunity Commission, that Waters had filed a charge alleging sexual harassment and retaliation. Days later, Waters voluntarily resigned. The city retained outside counsel, Oppenheimer, to investigate. Oppenheimer provided her report to the city only; every page contained an indication that it was confidential and attorney-client privileged. During discovery in Waters’ lawsuit, the court granted a motion to compel production of the report. The court of appeal reversed. The dominant purpose of Oppenheimer’s investigation was not fact-finding, but to provide legal services in anticipation of litigation. She was not required to give legal advice as to what course of action to pursue in order for the attorney-client privilege to apply. The privilege was not waived by the employer’s assertion of an avoidable consequences defense; the city does not seek to rely on the post-employment investigation as a defense, nor could it. View "City of Petaluma v. Superior Court" on Justia Law

CRST trucking company requires its drivers to graduate from its training program before becoming certified drivers. In 2005, new driver Starke filed an EEOC charge, alleging that she was sexually harassed by male trainers during her training (42 U.S.C. 2000e–5(b)).The Commission ultimately informed CRST that it had found reasonable cause to believe that CRST subjected Starke and “a class of employees and prospective employees to sexual harassment.” In 2007, having determined that conciliation had failed, the Commission filed suit. During discovery, the Commission identified over 250 allegedly aggrieved women. The district court dismissed, held that CRST was a prevailing party, and awarded the company over $4 million in fees. The Eighth Circuit reversed the dismissal of two claims and vacated the award. On remand, the Commission settled Starke’s claim and withdrew the other. The district court again awarded more than $4 million, finding that CRST had prevailed on more than 150 claims because of the Commission’s failure to satisfy pre-suit requirements. The Eighth Circuit reversed, stating that dismissal was not a ruling on the merits. A unanimous Supreme Court vacated. A favorable ruling on the merits is not a necessary predicate to find that a defendant is a prevailing party. A plaintiff seeks a material alteration in the legal relationship between the parties; a defendant seeks to prevent that alteration, and that objective is fulfilled whenever the plaintiff ’s challenge is rebuffed, irrespective of the precise reason for the decision. Title VII’s fee-shifting statute allows prevailing defendants to recover whenever the plaintiff ’s “claim was frivolous, unreasonable, or groundless.” Congress must have intended that a defendant could recover fees expended in such litigation when the case is resolved in the defendant’s favor, whether on the merits or not. View "CRST Van Expedited, Inc. v. Equal Employment Opportunity Comm'n" on Justia Law

Ling's employment as a Monterey restaurant manager was terminated. Her position was classified as exempt under Industrial Wage Order 5-2001(1)(B)(1), from overtime compensation and mandated meal periods. Ling sued, seeking unpaid overtime wages, waiting time penalties, and premium pay for failure to provide meal and rest periods; she alleged unfair competition and sought attorney‘s fees and costs. An arbitrator rejected Ling’s claim that she was wrongly classified and her contention that chronic staffing shortages required her to spend time performing nonexempt hourly work. Based on nine weeks when she attended training, Ling was compensated $1,038 for missed meal periods and $7,668 in waiting time penalties. The arbitrator deemed employer the prevailing party on all but that minor issue, awarded employer $29,046 in costs and $212,685 in attorney‘s fees based on the dominant contention of erroneous classification.The court corrected and remanded. The court of appeal agreed that the arbitrator exceeded his power by awarding statutory attorney‘s fees to an employer for work performed in defeating inextricably intertwined claims, contrary to public policy embedded in the Labor Code‘s one-way fee shifting provision. The court upheld the trial court‘s remedy and subsequent order confirming an award to plaintiff of costs but not attorney‘s fees based on intervening California Supreme Court authority. View "Ling v. P.F. Chang's China Bistro, Inc." on Justia Law

Case voluntarily enrolled in a three-year, employer-sponsored educational program, agreeing, in writing that if he quit his job within 30 months of completing the program, he would reimburse his employer, UPI, a prorated portion of program costs. Two months after completing the program, Case went to work for another employer. He refused to reimburse UPI, which sued for breach of contract and unjust enrichment. Case cross-complained, asserting the reimbursement agreement was unenforceable and UPI violated the Labor Code and other statutory provisions in seeking reimbursement. The trial court granted UPI summary judgment on both its complaint and Case’s cross-complaint, and subsequently granted UPI’s motion for attorney fees for defeating Case’s wage claims. The court applied the version of Labor Code section 218.5 in effect at the time of the summary judgment proceedings, rather than the version in effect at the time it awarded fees, which permits fees to a prevailing employer only when the employee’s wage claims have been brought in “bad faith.” The court of appeal affirmed summary judgment, but reversed the attorney fees award. Under California Supreme Court precedent, statutory provisions that alter the recovery of attorney fees are deemed procedural in nature and apply to pending litigation. View "USS-POSCO Indus. v. Case" on Justia Law

Petitioner was awarded benefits under the Longshore and Harbor Workers’ Compensation Act, 33 U.S.C. 928(a), for injuries he sustained while working for PacificRim. On appeal, petitioner challenged the Board's decision affirming an ALJ's award of attorney's fees under the Act. The court concluded that the proxy market rate relied upon by the ALJ does not adequately reflect market rates for Portland, Oregon, the relevant community, because it is based entirely on data not tailored to Portland, even though reliable information about attorney billing rates in Portland was readily available. Therefore, the court held that the Board erred in affirming the attorney’s-fee award based on a proxy market rate not tailored to the “relevant community.” Accordingly, the court granted the petition for review, vacated the judgment, and remanded for further proceedings. View "Shirrod v. OWCP" on Justia Law