3/3/26
Court of Appeal, First Appellate District, Division Four
The Rule of Sorokunov v. NetApp is that an arbitration award finding that a plaintiff did not suffer individual Labor Code violations can preclude the same plaintiff from claiming standing as an "aggrieved employee" in a PAGA action based on the identical violations, under circumstances where the plaintiff fully litigated the Labor Code violations in arbitration with a final award against them.
April 2, 2026 (modified); January 14, 2026 (original)
Court of Appeal of the State of California, Fourth Appellate District, Division Two
The Rule of The Merchant of Tennis is that when putative class members rescind individual settlement agreements obtained through fraud or duress to join a class action lawsuit, they must be notified in the curative notice that they could be responsible for repayment of settlement consideration at the conclusion of litigation pursuant to Civil Code sections 1689, 1691, and 1693, under circumstances where an employer has obtained nearly 1,000 individual settlement agreements from employees during pending class certification proceedings through misrepresentations about the litigation.
5/1/26
Court of Appeal of the State of California, Second Appellate District, Division One
The Rule of Vela v. Harbor Rail Services is that a railcar repairman who repairs decommissioned freight cars withdrawn from service at a railroad yard is not a "railroad employee" or "transportation worker" exempt from the Federal Arbitration Act, under circumstances where the worker is employed by an independent contractor company, has no direct employment relationship with the railroad, and performs repair work on rail cars that are temporarily out of service and not actively engaged in transporting goods.
5/5/26
Court of Appeal, First Appellate District, Division Four
The Rule of Robert Toothman v. Redwood Toxicology Laboratory, Inc. is that a nonsignatory employer cannot compel arbitration under a temporary employment agency's arbitration agreement when the employee's claims arise exclusively from direct employment with the nonsignatory employer that occurred after the agency employment ended, under circumstances where the arbitration agreement defines "Company" to include only the agency and its affiliates, subsidiaries and parent companies, and the claims do not arise out of or relate to employment with the temporary agency.