Bruce Nye Is An Arbitroskeptic

Here’s CalBizLit’s comment on Justice Gilbert’s reworked opinion on arbitration finality.

I find this interesting because what I have termed in the past “arbitroskepticism” seems to be a contrarian point of view, but it is increasingly gaining traction among lawyers who blog. The simple logic was always this: if the forum really was so advantageous for employers (or any one side, whoever) how long could it really be before the courts and/or legislature took notice. Added to that was, where’s the data?

And of course, the Courts took notice long ago.

After Ricci

I know it was a big political thing, but as I said it was damned-if-you-do damned-if-you-don’t:

Firefighter Disparate Impact Suit Filed against New Haven

So, the upshot of the politicized Ricci decision is that there can be more racial demagoguing completely out of the context of Title VII, and that’s fun for cable news. But this puts employers in the position of not being able to remedy a mistake in EEO compliance without being liable to someone, one way or another. Good thing the U.S. Chamber of Commerce is spending its membership’s dollars arguing that the earth is flat instead of lobbying on this nuts and bolts kind of thing that will affect everyone subject to Title VII.

Nazir v. United Airlines, Inc.

You have to read this opinion. Basically, the Court of Appeal destroys the parties (and the trial court) for their voluminous summary judgment motions, which added up to about 4,000 pages, and for the blanket acceptance of the objections by the trial court.

The thing is, are you willing to be the first lawyer that goes really lean on your briefs? Are you a partner?

Until there is a massive state-wide trial-court-level implementation of the demands in this decision, we don’t dare risk it. Do we?

[Doc file] Nazir v. United Airline

Religion in the Workplace

Employers:

Please remember that Rosh HaShanah begins on Friday night and that Yom Kippur is Monday, September 28. Please also remember that you don’t get to set the level of observance for your employees, so just because you see them eating a bacon cheeseburger while carrying fists of cash around on Saturday doesn’t mean that they can’t observe these days. (You want Christmas off, right? When was the last time you were in church?)

As I said, levels of observance vary. Just in case, I should also mention that Friday October 9 is a day that traditional Jews would not do any work for sukkot, or the Feast of Tabernacles.

L’shanah tovah.

Comments Disabled

Comments are a source of spam, processor overhead, and don’t produce the intended civil discussion. I am happy to correspond and debate with readers at any time. Send me a Tweet or an e-mail. I will post your comment (if you wish) and my response.

TRG v. Galante

Go read Greg on TRG v. Galante.

My only comment is that the courts could eliminate a lot of so-called “trade secrets” litigation and other back-door attempts to create and enforce covenants not to compete in California by continuing with the trend of cases we’ve seen this summer, including TRG and Flir.

The Legislature is free to reconsider Bus. & Prof. Code 16600 at any time. It can also add more teeth to the UTSA if it wishes. But as written, those statutes allow for employee mobility, but with remedies for intellectual property theft. They do not provide for entrepreneur-killing bad faith lawsuits. I’m glad to see the Court of Appeal is going to make people think twice about that.

The Legislature; Brandeis

Dan Walters complains that they haven’t done anything except the budget this session. The LA Times reports that prisons and water are the main issues left on the agenda. Not much in the way of labor and employment issues this year.

I thought I’d point out this quote from Justice Louis Brandeis:

Stare decisis is usually the wise policy, because in most matters it is more important that the applicable rule of law be settled than it be settled right.

Burnet v. Coronado Oil & Gas Co., 285 U.S. 393, 406 (1932) (Brandeis, J., dissenting). Some people might find this disturbing. Brandeis was talking about the federal Constitution and he was actually arguing against relying on stare decisis in that instance. There are a lot of objections you can make to this statement. In many circumstances, it’s better to get it right than have it settled. But in the domain of the California law as it relates to employers and employees in their relationship as such, the helter-skelter pace at which significant changes in the law occur both from the courts and the legislature puts us squarely in a position where we need things to be settled more than we need them to be settled “right”—whichever your view is.

The costs of compliance are one thing. The cost of re-complying, or attempting to comply with unclear rules, are another.

Hernandez v. Hillsides

At long last, we have an opinion from the California Supreme Court.

My analysis will be forthcoming shortly.

UPDATE:

The Court correctly identifies the distinguishing factor that made Saunders such a useless precedent: the “invader” in that case was not a co-worker. (Slip Op. 19-20.) The Court then lays out a spectrum between highly “public” areas of the workplace, and highly private areas, such as locker rooms (the latter are subject to an express statutory protection). But do employees have some reasonable expectation of privacy in a closed office? Yes.

Such a protective setting generates legitimate expectations that not all activities performed behind closed doors would be clerical and work related.  As suggested by the evidence here, employees who share an office, and who have four walls that shield them from outside view (albeit, with a broken “doggie” flap on the door), may perform grooming or hygiene activities, or conduct personal conversations, during the workday.  Privacy is not wholly lacking because the occupants of an office can see one another, or because colleagues, supervisors, visitors, and security and maintenance personnel have varying degrees of access.

(Slip Op. 21-22.) So, you would be mistaken—as I was—to go with the Court of Appeal in Saunders and suggest as a blanket rule that employees have no expectation of privacy in the workplace from their employers only, except for those areas specifically designated by statute. The Court apparently finds this kind of privacy in a “penumbra” analysis (i.e., the opposite of limiting the circumstances to an enumerated list) of legislative acts, such as those prohibiting changing room and other “peeping tom” behavior. The Court hints in dicta that a properly drawn policy might have abolished the expectation of privacy. Of course the problem here is that notice of surveillance basically destroys its utility.

The Court then engages in a lengthy factual analysis and concludes that because Hillsides was very careful about what they spied on and how, that even though this wasn’t necessarily the least intrusive means, because it served a legitimate purpose it was ok.

Privacy rights in California have always been all about balancing tests, which means that it’s very hard to know what to do in any given situation. Here, it looks like the message is that you can monitor an office to catch someone breaking the rules if you don’t create too much of a dragnet. How egregious the violation must be and how careful you have to be aren’t 100% clear to me.

It’s also not clear to me what would have happened if the Plaintiffs had been caught on tape in the following different circumstances: (1) doing nothing important; (2) doing something like changing; or, (3) being caught as the guilty party. Nor is it clear to me what effect scenario #3 would have on the liability for scenarios #1 or #2.

My sense is the Court did not like this case because it saw the Plaintiffs making a mountain out of a molehill. So, instead of taking the opportunity to expound some law in detail, they engaged in a fact-intensive analysis in order to dispose of this case. Oh well.

More on Court Closures

Just to follow up on my speculation yesterday that the court closures will cause backlogs and possibly blow up Track I:

A Sacramento judge who fought the once-a-month court closures approved earlier this week by the state Judicial Council said Thursday the action is unwarranted locally and will result in monstrous new backlogs.

From the Bee.

Court Furloughs And Fast Track

So, the courts are closing one Wednesday per month thanks to the latest budget deal.

This will affect all of your filing deadlines, because these will not count as court days. At least they settled on a uniform day, state-wide. Our local presiding judge explained to us that Wednesday was chosen due to criminal arraignments needing to be processed in a certain amount of time.

So, this will slow down the law and motion calendar in civil. It may be just a little, but it seems to me like the idea of filing to trial in one year for unlimited civil cases is getting less and less realistic. I know some judges don’t mind going to Track II, but some really, really don’t want continuances.

I think it’s time to reconsider these time lines and the civil law and motion filing deadlines based on this.

UPDATE: Apparently, the furlough days will be treated as holidays, extending deadlines by a day.

Irony?

Paging Alanis. Is this ironic?

Frank Ricci got his job by suing under the ADA for discrimination against his dyslexia.

“In a confidential settlement, struck two years later, Mr. Ricci withdrew his lawsuit in exchange for a job with the fire department and $11,143 in attorney’s fees.”

Upcoming 5th Anniversary

This blog is rapidly approaching its 5th anniversary. It’s hard for me to believe that it’s been that long. This is the third different software platform I’ve used, staring with Blogger, then TypePad, and finally WordPress. I have gone through numerous design changes and used different hosting companies. I’ve even changed law firms. I’m proud to say, though, that I’ve more or less been able to preserve my original concept: information about legislation and court cases in California, with original reporting from time to time. Instead of just stenography, I’ve provided analysis; yet, I believe I have provided that analysis without delving too far into politics or favoring one side of the bar too much over the other.

I’m also proud to say that this site was the first one to focus on issues of California’s specific employment law world. In fact, this is one of the earliest legal blogs period. Before I began this site, I did legal blogging back almost 10 years ago when people first started transitioning from directly editing webpages to using software to keep “logs.”

Despite that long history, this site has always been about the issues. I only put up advertisements very briefly, and this has never been primarily about marketing my services. That is something that is even more rare in the blogging world, and I would say it correlates more directly to age. The people who have been doing this the longest seem to be the most likely to be doing it for its own sake instead of trying to keep up with the latest way to market overheard at a CLE conference on seen on TV.

Thanks for reading. I have no plans to change the core mission of this site or to stop doing this any time soon.

However, I do have plans for a companion site in the works. We’ll see.

FLIR Systems v. Parrish

This is not the decision I was hoping for. It’s close, but it’s not quite there.

Here’s the problem with this case: the facts are so overwhelmingly good for Parrish that it’s wishful thinking to assume this will happen to you. FLIR filed their case based on “inevitable disclosure” of trade secrets. That isn’t the law in California, even though it is the majority rule. FLIR engaged in all kinds of rough litigation tactics, but, though that’s mentioned, something tells me that’s hardly a sufficient element of what happened here. What is significant is that the Court of Appeal repeats that the CEO of FLIR testified that he did not “think it would be good, healthy for them [respondents] to go and directly compete with us.”  Lewis stated that FLIR “couldn’t tolerate a direct competitive threat by [respondents] because it would fly in the face of everything that we spent 200 million dollars to buy.”  (Slip. Op. at 5 and 16.) Derivative shareholder lawsuit on your mind, Mr. Lewis? Oy.

Better, there was no evidence of any threatened misappropriation. The best FLIR could muster was that Parrish had downloaded some information while working for them and had made some comments about patent filings after he departed. In the IP world, that has to ring absurd, because the whole point of patents is that you get the ability to prevent others from using your patent in exchange for disclosing what you did. Trade secrets, on the other hand, are things you keep secret, but it someone figures it out fairly, you can’t stop them from using it.

In the end, the award in favor of Parrish for $1,641,216,78 in attorneys’ fees and costs was affirmed, with an order for the trial court to have a hearing on costs and fees on appeal. Coupled with the fact that Parrish now appears to have a slam dunk collaterally estopped case for malicious prosecution based on this opinion—and FLIR’s actions, according to the Court, caused Raytheon to stop doing business with Parrish—and the fact that they have their own attorneys to pay, this is not a good day for FLIR. Or is it?

If FLIR is a $200 million dollar company as their CEO claimed (more or less, roughly, in that area, etc.), then they can probably take this hit, and, regardless of what else happens, they were successful in keeping Parrish and his partner from starting a competing business. (Slip. Op. at 3.) Now they just have a better idea of whether that was worth it or not.

The factual strength of Parrish’s case, combined with the fact that, at the end of the day, FLIR succeeded in what they wanted to do, is another reason why I’m not entirely satisfied with this case. FLIR takes the hit here, in theory, but what they do is more or less standard practice. Most defendants can’t afford to hire Wilson, Sonsini to defend them, and, if they can, they don’t have hundreds of thousands to spend on fees. In a run-of-the-mill case, the issue is not actually some scientifically advanced high tech thing like infrared scopes, but the highly dubious “customer list,” which are not, of course, in and of itself a trade secret. Ironically, this law is often used as a substitute for California’s unique objection to noncompete agreements. It is ironic because those were abolished to foster competition, but the result has been even scarier litigation under the UTSA which has much more powerful remedies than your average noncompete agreement gives rise to.

It’s simply an anticompetitive trick, and, apparently, even when the Court of Appeal throws the book at you and you have terrible facts, you can still get the outcome you want: no competition.

Finally, I would add that of course I support an employer’s right to protect its trade secrets. But just as employers make the case that frivolous litigation under the FEHA and wage/hour laws hardens the hearts and minds of the courts to the actual real and worthy cases, I think the same is true here. FLIR doesn’t make filing a bona fide trade secrets claim legally harder that it was last week, but it shows you the depths of the abyss you stand on if things go bad, which probably does chill its use for legitimate claims more than anticompetitive ones. How can I say that? The latter group know what they want to do and just need a price tag. The former face a cracked egg problem of their own, and this may go into their worst case cost calculus regardless. In other words, instead of pricing what you have to pay to achieve the goal of putting your competitor out of business, your are pricing what it takes to protect your secrets. Should a legitimate claimant worry about this case? Arguably no, but I guess it at least functions as a bookend.

Having said that, I’m hopeful that the Court of Appeal will deliver an even stronger blow in a case with very different facts, but arising under the same law and for the same anticompetitive reasons coming up in July.

CA Unemployment at 11.5%

According to KQED. And remember, this is a U3 like number, meaning it doesn’t include underemployed or people who have stopped looking for work.

As such, the economic impact isn’t fully captured by this number, though my cursory look at BLS data shows a pretty strong correlation between this number and the other measures.

Great Blog

I worked in a bankruptcy court as a Judicial Extern in 2003, but otherwise, I don’t have much connection with the field. I am a newsie though, and I have to say, while reading up on the Chrysler sale, I came across Steven Jakubowski’s brilliant blog The Bankruptcy Litigation Blog. It’s one of the best of any kind out there. Take a look.

He even found a way to work Rashi in, recently. How can I top that?