Cal-Peculiarities: How California Employment Law is Different 2022 Edition

©2022 Seyfarth Shaw LLP  www.seyfarth.com 2022 Cal-Peculiarities | 179 And even those prevailing California defendants who can show that a plaintiff’s FEHA claim was frivolous may face still further obstacles to the recovery of attorney fees. First , the Court of Appeal has held that awarding attorney fees to a prevailing defendant was an abuse of discretion absent proof regarding the plaintiff’s ability to pay for them: “The trial court should also make findings as to the plaintiff’s ability to pay attorney fees, and how large the award should be in light of the plaintiff’s financial situation. ” 276 Second , in a FEHA decision that affirmed summary judgment for the two defendants—the plaintiff’s employer and her supervisor—the Court of Appeal affirmed the trial court’s decision to award only $1.00 in attorney fees to the prevailing individual defendant, even though the suit against her was “frivolous and vexatious. ” 277 T he Court of Appeal upheld the decision to give only a nominal fee award, because any fee award would benefit the corporate employer, which had paid for the individual’s defense, and because the suit against the employer itself, while lacking merit, was not frivolous. In a more welcome development, a Court of Appeal decision upheld an order requiring the plaintiff to pay a prevailing FEHA defendant $100,000 in attorney fees, where (1) the trial court made express oral findings when it ruled on defendant’s motion, (2) the trial court properly considered plaintiff’s financial condition, and (3) the trial court did not abuse its discretion in finding that the action was “unreasonable, frivolous, meritless, or vexatious. ” 278 6.13.2 Costs Under federal and California law, the prevailing party in a lawsuit generally is entitled to recover its costs of suit (filing fees, court reporter fees, etc.). But California has instituted a double standard to favor FEHA plaintiffs. The Supreme Court held that prevailing defendants in FEHA cases are not automatically entitled to their cost s. 279 Rather, prevailing FEHA defendants seeking costs must show that the action was objectively without foundation when brought, or that the plaintiff continued to litigate after the lack of foundation had become clear . 280 That result obtains even when a FEHA defendant made a pre-trial offer—rejected by the plaintiff—and then prevailed at trial: the defendant cannot recover its post-offer costs unless the FEHA plaintiff brought or maintained a frivolous action . 281 The same kind of double standard has extended to awards of expert witness fees in FEHA cases, even where the defendant has made an offer of judgment that was more generous than what the plaintiff achieved in a verdict, and thus ordinarily would be entitled to recover its expert witness fees (see § 5.16.) More generally, in 2021, the California Supreme Court held that “[a]n appellate court may not award costs or fees on appeal to a prevailing FEHA defendant without first determining that the plaintiff’s action was frivolous, unreasonable, or groundless when brought, or that the plaintiff continued to litigate after it clearly became so. ” 282 6.14 No Meaningful Duty to Exhaust Administrative Remedies A Title VII plaintiff must, before suing, exhaust administrative remedies by filing a personally verified charge with the EEOC, which can investigate, conciliate, and possibly avoid litigation. California, meanwhile, has systematically removed exhaustion requirements to the point that they have become a mere ministerial formality. First , employment discrimination complainants can bypass any administrative process simply by filing a form with the DFEH to “elect court action” and obtain an immediate right to sue. Second , California complainants need not even sign the administrative paperwork; the complainant’s attorney may sign instea d. 283 Third , the complainant’s attorney need not even bother with a physical signature; the signature can be electronic . 284 M oreover, although the attorney is supposed to give notice of the administrative complaint to the employer, the attorney’s failure to do so will not bar a lawsui t. 285 So it is that California employers often learn of an employee’s claim of discrimination only once a lawsuit is served.