Jury Verdict For Plaintiff On FEHA Harassment Claim Is Reversed For Insufficient Evidence, Because It Was Based On Conduct Within The Scope Of Supervisor’s Business And Management Responsibilities.
A Class Action Waiver In An Employee Arbitration Agreement Is Enforceable Where Plaintiff Failed To Prove The Action Involved Only Small Amounts Of Individual Damages.
Doctor Who Refused To Comply With His Supervisor’s Directive To Be Less Wasteful Of Hospital Resources Was Terminated For Insubordination, Not In Retaliation For Advocating Medically Appropriate Health Care For His Patients.
Employee May Count Previous Service With Employer Toward FMLA’s 12-Month Requirement
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