The U.S. Magistrate in San Diego Federal Court called the jury award of $186 million to a woman who accused AutoZone Inc of wrongful termination record breaking in the annals of U.S. employment discrimination cases. The jury reached its verdict after deliberating for under two days after an eight-day trial. Damages awarded to the 43-year-old woman were $870,000 plus $185 million to punish her employer.
Getting fired from a job is a painful and stressful experience. That is even more true if you feel that the termination was not justified. Fortunately, California law defines specific reasons that cannot be used for termination. If your employer fires you for one of these reasons, you may be able to pursue compensation from them in court. You can also pursue litigation if specific terms of an employment contract were not met or if they did not follow proper procedures during the termination process.
Los Angeles employees may be interested in some information about a settlement in a wrongful termination lawsuit against the City of Newport Beach. The lawsuit had already begun when the parties agreed to dismiss the claim in exchange for a cash settlement.
People in California may be interested in the ongoing litigation between a former "Price is Right" model and the show. The woman, who worked on the show as a model from 2002 until 2009, claims she was fired in 2009 upon informing the show she was pregnant with twins. She had previously been awarded a jury verdict of $8.5 million in the case, but a district court judge set aside the award. Upon taking her case upon appeal, the appellate court ruled that she will have a second trial.
Two brokers in California were awarded $7.6 million on Dec. 5 by a Financial Industry Regulatory Authority arbitration panel. Unless they are able to appeal the ruling, Goldman Sachs Group, Inc. must pay the award for damages to settle complaints of wrongful termination and other transgressions.
A complaint was filed on Oct. 9 by a former city manager in California who claims that he was fired for investigating suspected illegal activities by city officials. According to the plaintiff, he was wrongfully discharged from his position because members of the city council in Colton wanted to cover up issues that he was investigating, including the misappropriation of public funds.
The state labor commissioner determined that a Berkeley parking contractor fired an employee because of verbal complaints about his working conditions, which is not a legal justification for termination. The company was ordered to pay the former employee $1,517.94 for lost wages. This comes after a 2013 ruling from the state Division of Labor Standards Enforcement awarded the same employee $3000 for denied rest breaks and unpaid wages. The man also brought a violation of the living-wage ordinance to the city's attention, but the city found that the company did not owe him any wages.
An employee in California may wonder about the state's at-will rules, especially if faced with the possibility of being released from a job. At-will employment is defined as an employment relationship that does not have a specified duration. An employer in this scenario may terminate that relationship at any time whether or not there is cause. However, there are exceptions to consider.
According to a recent California ruling, two former Los Angeles police officers faced retaliation after reporting alleged wrongdoing, forcing both men to early retirements. The courts sided with the police officers and awarded both men over $1 million in damages.
The president and CEO of a nonprofit center of services for homeless and low-income men, women and children in California was sued for wrongful termination by his administrative assistant on Feb. 25 in San Bernardino County Superior Court. The former employee sought compensatory damages, attorney fees, cost of suit, exemplary punitive damages according to proof and any other reparations the court may determine to be appropriate for her circumstance in a trial-setting conference on Tuesday, Aug. 19.