Costs May Not Be Awarded To Prevailing FEHA Defendants Unless Plaintiff’s Action Was Frivolous, Unreasonable, Or Groundless When Brought Or Continued, But A Trial Court May Award Costs To A Prevailing Defendant For Non-FEHA Claims Litigated With FEHA Claims.
In Jones v. Quality Coast, Case No. B297425 (2d Dist., Div.5 February 22, 2021) (unpublished), plaintiff had worked as a janitor for approximately 11 years at an air traffic control facility administered by the FAA – being employed by various janitorial companies which contracted with the FAA during those years. When defendant became the janitorial service provider, it did not hire plaintiff.
Plaintiff sued – claiming race and gender discrimination pursuant to FEHA, and a violation of the Displaced Janitor Opportunity Act (DJOA) (Labor Code § 1060 et seq.) which obligated defendant to hire “employees” of the predecessor company for a 60-day period following termination of predecessor company’s contract with the FAA.
When plaintiff’s FEHA claims were defeated by jury verdict, and plaintiff advised the trial court that he had presented at trial all of the evidence he would present in the DJOA claim, defendant successfully moved for judgment on the basis that plaintiff was a supervisor, not an employee as defined by the DJOA, and, therefore, not entitled to protection under the DJOA. Additionally, the trial court determined defendant to be the prevailing party and awarded it the costs it incurred in the DJOA claim.
Plaintiff appealed, but the appellate panel affirmed. Substantial evidence supported the trial court’s finding that plaintiff was a supervisory employee and, therefore, not entitled to protection under the DJOA which requires contractors who are awarded contracts for janitorial or building maintenance services at a particular site to retain certain employees working for the terminated contractor for a 60-day transition employment period, and to offer those workers continued employment if their performance during the 60-day period is satisfactory. (Lab. Code § 1061(b)(1) & (f).) The DJOA defines an “employee” as a person who works at least 15 hours per week providing janitorial or building maintenance services but who is not a “managerial, supervisory, or confidential employee, including those employees who would be so defined under the federal Fair Labor Standards Act.” (§ 1060(c).)
The trial court’s costs award to defendant was proper. Under FEHA, costs may only be awarded to a prevailing defendant if plaintiff’s action was frivolous, unreasonable, or groundless when brought, or if plaintiff continued to litigate after it clearly became so. However, a trial court may award costs for non-FEHA claims litigated with FEHA claims. The trial court properly awarded costs to defendant, under Code Civ. Proc. § 1032, for prevailing on plaintiff’s DJOA claim.
Comments