Parents File Wrongful Death Lawsuit After Death of their Son in Santa Barbara

Days after being booked into Santa Barbara County Jail, a 37-year-old Goleta man dies after being found unresponsive in his cell. The parents of the deceased, Luis Duron, filed a wrongful death lawsuit claiming the jail's medical staff failed to treat Duron for obvious injuries.

The Case: San Juana Rodriguez-Gonzalez et al. v. County of Santa Barbara et al.

The Court: Los Angeles Federal Court

The Case No.: 2:24-cv-04685

The Plaintiff: San Juana Rodriguez-Gonzalez et al. v. County of Santa Barbara et al.

The plaintiffs in the case are Luis Duron's parents. The two filed a lawsuit in Los Angeles Federal Court alleging the wrongful death of their son. According to the wrongful death complaint, on August 31, 2023, at approximately 6:16 am, the decedent, Luis Enrique Duron-Rodriguez, was being pursued by Santa Barbara County Sheriff Deputies for excessive speed on Hollister Avenue. Duron was driving when he collided with a parked car and then hit a tree at the corner of Hollister Avenue and Viajero. Luis Duron's Infinity sustained significant front-end damage, causing the airbags to deploy, and the Santa Barbara Fire Department responded to the scene. According to the complaint, Duron was taken to the hospital and evaluated before he was released and booked for two felonies and one misdemeanor (suspicion of driving under the influence with injuries, hit and run with injuries, and reckless driving). The records indicate that Duron was not immediately put on alcohol withdrawal syndrome protocol and that the following day, he seemed disoriented and confused. On September 2, 2023, Duron was discovered in his Santa Barbara County Jail cell unresponsive. Medical staff started CPR, placed an AED, and transported Duron to the hospital, where he later died.

The Defendants: San Juana Rodriguez-Gonzalez et al. v. County of Santa Barbara et al.

The defendants in the case are the Santa Barbara County Sheriff and others allegedly involved in the in-custody death of Duron. Duron's family alleges that the Santa Barbara County Jail medical staff failed to provide Duron with the necessary treatment for his injuries after the collision and substance withdrawal syndrome.

The Case: San Juana Rodriguez-Gonzalez et al. v. County of Santa Barbara et al.

Luis Duron's parents filed the lawsuit in Santa Barbara Federal Court on June 5, 2024, According to the plaintiffs, Duron displayed obvious signs of untreated severe alcohol withdrawal (severe anxiety, disorientation to time and place, hallucinations, and incoherent mumbling). When Duron was initially booked, he had excessive bruising on his chest - evidence of the trauma he sustained during the collision on 8/31/23. The wrongful death lawsuit alleges that failing to provide treatment after the obvious signs and symptoms resulted in Duron's death.

If you have questions about how to file a California wrongful death lawsuit, please get in touch with Blumenthal Nordrehaug Bhowmik DeBlouw L.L.P. Experienced wrongful death attorneys are ready to assist you in various law firm offices in San Diego, San Francisco, Sacramento, Los Angeles, Riverside, and Chicago.

Did Sol Business Services LLC Violate California Labor Law?

Exploring the Tatiana Armstrong v. Sol Business Services LLC case reveals that former employee Armstrong claims Sol Business Services LLC allegedly failed to provide employees with complete and accurate wage statements, as California law requires.

The Case: Tatiana Armstrong v. Sol Business Services LLC

The Court: Solano County Superior Court of the State of California

The Case No.: CU24-04407

The Plaintiffs: Tatiana Armstrong v. Sol Business Services LLC

The plaintiff in the case, Tatiana Armstrong, filed a class action complaint alleging Sol Business Services LLC violated California labor law. According to the plaintiff, Sol Business Services failed to reimburse employees for work expenses (violating California Labor Code 2802) and provide employees with accurate itemized wage statements.

The Defendant: Tatiana Armstrong v. Sol Business Services LLC

The defendants in the case, Sol Business Services LLC, allegedly violated labor law. California employers are required to provide employees with an accurate itemized wage statement. Armstrong was an hourly employee, so the supplied wage statement should reflect the applicable hourly rates during the pay period alongside the total number of hours worked and the dates included in the pay period (California Labor Code Section 226(a)). Allegedly, the required information was not included on the wage statements the Defendant issued Armstrong during her employment. Armstrong also claims the company required her to use her personal cell phone to complete her job duties without reimbursing her for the associated expenses.

The Case: Tatiana Armstrong v. Sol Business Services LLC

The case, Tatiana Armstrong v. Sol Business Services LLC, is pending in the Solano County Superior Court of the State of California.

If you have questions about how to file a California Class Action employment law lawsuit, please don't hesitate to contact Blumenthal Nordrehaug Bhowmik DeBlouw LLP. Their experienced employment law attorneys are ready to assist you in various law firm offices in San Diego, San Francisco, Sacramento, Los Angeles, Riverside, and Chicago, empowering you to take action.

Medtrans LLC Faces Labor Law Violation Allegations

According to a recently filed California labor law complaint, Medtrans allegedly failed to provide accurate wage statements.

The Case: Sydney Kemp v. Medtrans LLC

The Court: San Joaquin County Superior Court of the State of California

The Case No.: STK-CV-UOE-2024-6856

The Plaintiff: Sydney Kemp v. Medtrans LLC

Sydney Kemp, the plaintiff in the case, filed a class action complaint alleging that Medtrans LLC violated the California Labor Code.

The Defendant: Sydney Kemp v. Medtrans LLC

The defendant in the case, Medtrans LLC, allegedly failed to provide employees with accurate and itemized wage statements, as required by California Labor Law. The complaint alleges that Medtrans engaged in multiple business practices in violation of labor law, including:

• Failure to Pay Minimum Wage

• Failure to Provide Overtime Pay

• Failure to Legally Required Meal Periods & Rest Breaks

• Failure to Provide Accurate Itemized Pay Statements

• Failure to Reimburse Workers for Required Expenses

• Failure to Pay Sick Wages

Do All California Employers Need to Provide Itemized Wage Statements?

California employers must provide detailed wage statements for each wage payment to employees. These wage statements must include several specific pieces of information to comply with California Labor Code Section 226. Here are the required details that must be included on the wage statements:

• Gross Wages Earned

• Total Hours Worked

• Piece-Rate Units Earned/Any Applicable Piece Rate

• All Deductions

• Net Wages

• Pay Period (specific dates)

• Employee Name and Identifying Employee Number or the Last 4 of the SSN

• Employer's Name and Address

• Hourly Rates Used During the Pay Period

• Hours Worked at Each Pay Rate During the Pay Period

Failure to provide a wage statement with all of this information or providing inaccurate information can lead to penalties under California law. Employers must ensure they are in full compliance to avoid legal complications.

The Case: Sydney Kemp v. Medtrans LLC

The Sydney Kemp v. Medtrans LLC case is pending in California Superior Court, San Joaquin County.

If you have questions about how to file a California wage and hour lawsuit, please don't hesitate to get in touch with Blumenthal Nordrehaug Bhowmik DeBlouw LLP. Their experienced employment law attorneys are ready to assist you in various law firm offices in San Diego, San Francisco, Sacramento, Los Angeles, Riverside, and Chicago, empowering you to take action.

Google Faces Discrimination, Retaliation, and Wrongful Termination Allegations

The Stayce Cavanaugh vs Google LLC case highlights several common labor law violations often seen in California workplaces, from disability discrimination to workplace retaliation.

The Case: Stayce Cavanaugh vs Google LLC

The Court: Superior Court of California, County of Santa Clara

The Case No.: 22CV399886

The Plaintiff: Stayce Cavanaugh vs Google LLC

The plaintiff, Stayce Cavanaugh, is an experienced software engineer and former Google employee. Cavanaugh was employed by Google from 2012 until she was terminated in 2020. Cavanaugh started work in 2012 as a UI developer for Wildfire (Wildfire Interactive Inc.), a software development company developing a social marketing app that measures the "presence" of businesses on social platforms. When Google acquired Wildfire, they assigned Cavanaugh to a UX Designer role. A few years later, in 2015, Cavanaugh transferred to YouTube (a Google subsidiary) as a UX Engineer. Then, in 2017, she transferred again to Area 120, an incubator inside of Google, as a UX Engineer and web developer. During her time with the company in various roles, Cavanaugh received consistently positive performance reviews, bonuses, equity grants, and raises, indicating she excelled in her work. During her employment with various Google companies, Cavanaugh built the YouTube keyboard used on TVs and game consoles and co-created ChatBase (a cloud-based tool that can integrate with Google accounts).

History of the Case: Stayce Cavanaugh vs Google LLC

The plaintiff claims she suffered discrimination and mistreatment due to her disabilities, which include a generalized autoimmune disease and endometriosis. According to the complaint, Cavanaugh first disclosed her disabilities to Google around 2013. Her supervisor allegedly responded by notifying her teammates of her diagnosis (telling them Cavanaugh needed to take time off for "painful periods)" and offering her unwanted natural healing remedies. Following a hospitalization related to her disability, Google allowed Cavanaugh to work from home on a reduced schedule for a month. At that point, HR suggested a leave of absence, which she took. Cavanaugh was on leave from March 24, 2018, through May 22, 2019. When Cavanaugh returned to work, Google advised her that her previous Area 120 position was backfilled during her absence. Google gave her a limited time to search for a new role, and she picked up a 6-month temporary "bungee" role with Crowdsource. But only after the Global Program Manager indicated it could become a permanent position at the end of the term. The temp position was part-time, but she worked 25 to 30 hours weekly. However, in April 2020, Cavanaugh was given 60 days to find a new role, or her employment would be terminated. She applied for 18 different available roles and was a finalist for several. However, on April 25, Cavanaugh became ill, and the severe COVID-19 symptoms severely affected her interview process. She even fainted during one of her follow-up interviews. As a result, Cavanaugh requested a medical leave based on her physician's recommendations, but Google denied her request based on the number of hours worked in the year before requesting the leave. She then requested an extension of her job search deadline because she showed years of full-time employment before the part-time accommodations. This request was also denied, and Cavanaugh's employment was terminated.

The Defendant: Stayce Cavanaugh vs Google LLC

According to the complaint, the defendant, Google LLC, faces multiple labor violation allegations, including:

• Disability discrimination in violation of FEHA

• Failure to accommodate for disability in violation of FEHA

• Retaliation in violation of FEHA

• Interference in violation of CFRA

• Retaliation in violation of CFRA

• Wrongful termination in violation of public policy

The Case: Stayce Cavanaugh vs Google LLC

In the Stayce Cavanaugh vs Google LLC case, the plaintiff alleges that Google denied her accommodation requests, made derogatory comments about her disabilities, and ultimately terminated her employment. She seeks relief through economic and non-economic damages, statutory penalties, and injunctive relief.

If you have questions about filing a California wrongful termination lawsuit, please contact Blumenthal Nordrehaug Bhowmik DeBlouw LLP. Skilled employment law attorneys can assist you at various law firm offices in San Diego, San Francisco, Sacramento, Los Angeles, Riverside, and Chicago.

Female Disney Executive Filed Discrimination and Retaliation Lawsuit

A former female Disney executive filed a discrimination and retaliation lawsuit in Los Angeles County Superior Court.

The Case: Asta Jonasson vs. The Walt Disney Company, a California Corporation, et al.

The Court: Los Angeles County Superior Court

The Case No.: 24STCV08350

The Plaintiff: Asta Jonasson vs. The Walt Disney Company

The plaintiff in the case, Asta Jonasson, is taking the network, parent company Disney, and John Ridley to court, claiming they engaged in gender, racial, and economic discrimination and wrongful termination.

During her ten years with ABC under Ridley and IFPRPC(Ridley’s International Famous Players Radio Picture Corporation), Jonasson claims her salary went unchanged and was lower than the standard for her position at the company. According to the complaint, she was also overlooked for promotions. Jonasson brought her concerns to Ridley regarding the alleged pay disparity, gender discrimination, and racial discrimination multiple times. She also states that she complained to ABC about unlawful discriminatory actions but saw no corrective action. In 2021, a white woman was hired to perform tasks Jonasson was already performing, but at a significantly higher pay rate. Jonasson eventually put her grievances in writing and was allegedly “pink-slipped” in 2022. Claiming her firing was a direct result of her written complaints of labor law violations, Jonasson filed a California wrongful termination lawsuit listing the studio, Ridley, and the parent company, The Walt Disney Company as defendants.

The Defendant: Asta Jonasson vs. The Walt Disney Company

The case has a trio of defendants, Disney, Ridley (Oscar winner Ridley is the co-host of Deadline’s Doc Talk podcast), and ABC, face multiple alleged labor law violations, including:

• Discrimination in violation of the FEHA

• Retaliation in violation of the FEHA

• Failure to prevent discrimination and retaliation

• Violation of the Equal Pay Act

• Retaliation in violation of Labor Code § 1102.5

• Wrongful termination in violation of public policy

• Negligent supervision and retention

• Intentional infliction of emotional distress

The Case: Asta Jonasson vs. The Walt Disney Company

In Asta Jonasson vs. The Walt Disney Company, the plaintiff seeks a jury trial and various unspecified damages from the trio of defendants, Disney, Ridley, and ABC.

Not the Only Labor Law Allegations Disney Faces:

Disney is facing more allegations regarding gender discrimination in a class action suit from potentially thousands of past and present employees, claiming the company shows a pattern of gender discrimination and pay disparity favoring male employees. The class action was filed in 2019 by Walt Disney Studios staffers LaRonda Rasmussen and Karen Moore. It includes claims that female employees receive lower pay rates than male counterparts with similar job duties in violation of the Fair Employment & Housing Act and California’s Equal Pay Act. After repeated failures to get the class action discrimination lawsuit tossed out, the action seeks at least $150,000,000 in lost wages for female Disney employees, with the potential for damages to grow to more than $300,000,000.

If you have questions about how to file a retaliation, discrimination, or wrongful termination lawsuit, please get in touch with Blumenthal Nordrehaug Bhowmik DeBlouw LLP. Experienced California employment law attorneys are ready to assist you in various law firm offices in San Diego, San Francisco, Sacramento, Los Angeles, Riverside, and Chicago.

Elon Musk’s Neuralink Faces Allegations of Discrimination and Retaliation

In recent news, a former Neuralink employee claims she faced discrimination, workplace retaliation, and disregard for her pregnancy accommodations during her time at the company.

The Case: Short F/K/A Lindsay Tatum vs Neuralink, Corp.

The Court: Superior Court of Alameda County

The Case No.: 24CV079691

The Plaintiffs: Short F/K/A Lindsay Tatum vs Neuralink, Corp.

The plaintiff in the case, Lindsay Short (formerly known as Lindsay Tatum), is a former Neuralink employee. Neuralink hired Short on March 9, 2021, as an Animal Care Team member at Neuarlink’s Dixon location. During her hiring process, it was understood by all parties involved that Short would require flexibility to accommodate her children’s work schedule and doctor’s appointments. After the Dixon location was closed in January 2022, Short was promoted to Animal Care Lead and transferred to Fremont with a pay raise. After negotiating her need for flexible time off to care for her children, Short accepted the new position as Animal Training Lead for the Non-Human Primate population and moved from Dixon to Fremont. Upon starting the job at the Fremont location, Short quickly discovered that management heavily discouraged taking rest breaks, and employees were frequently not relieved of job duties during their meal periods. Management at the Fremont location also quickly began pressuring Short to prioritize her work over her family, disregarding the oral agreement they entered into offering flexibility to accommodate her need to care for her children.

Alleged Labor Law Violations Escalate: Failure to Provide Appropriate PPE

Additionally, Short claims in the complaint that Neuralink conducted experiments within its research lab using rhesus macaque non-human primates (NHPs) that carried the deadly Herpes B virus without providing her with the appropriate PPE and failed to acknowledge her concerns regarding training, safety protocols, and violations of government regulations, which eventually led to her potential exposure. In response to her complaints, Short claims she was subjected to a retaliatory demotion under the erroneous guise of poor work performance that took effect in May 2023. In June 2023, Short advised HR in a teleconference meeting that she was pregnant. The next day, her supervisors presented her with a separation agreement and notice of termination for alleged “performance issues.” Short filed a wrongful termination lawsuit claiming she suffered economic loss and emotional distress due to the company’s unlawful conduct.

The Defendant: Short F/K/A Lindsay Tatum vs Neuralink, Corp.

The defendant in the case is Neuralink, Corp., and two of Short’s managers during her time working at the company. Short claims Neuralink and two of her managers, specifically Thurman and Sorrells, subjected her to discrimination, failure to provide appropriate accommodations for pregnancy, exposure to unsafe conditions, a pattern of discriminatory and retaliatory actions, and whistleblower retaliation. Additionally, Short claims Neuralink violated labor law’s meal break and rest period requirements.

The Case: Short F/K/A Lindsay Tatum vs Neuralink, Corp.

Short F/K/A Lindsay Tatum vs Neuralink, Corp., lawsuit alleges several labor law violations. The alleged labor law violations started after Short took a promotion with an accompanying pay raise and oral agreement for a flexible work schedule that accommodated her need to provide care for her children. The promotion necessitated a move of approximately 80 miles from Dixon to Fremont. Short seeks economic damages, non-economic damages, punitive damages, attorney’s fees, and any other remedies available under applicable laws.

If you have questions about filing a California wrongful termination lawsuit, please get in touch with Blumenthal Nordrehaug Bhowmik DeBlouw L.L.P. Experienced employment law attorneys can help you in various law firm offices in San Diego, San Francisco, Sacramento, Los Angeles, Riverside, and Chicago.

Meta Worker Claims He Was Wrongfully Terminated Due to His Muslim Faith and Palestinian-American Heritage

A former Meta-engineer claims he was wrongfully terminated due to his heritage and Muslim faith.

The Case: Ferras Hamad v. Meta Platforms

The Court: California District Court of Santa Clara County

The Case No.: 24CV440543

The Plaintiff: Ferras Hamad v. Meta Platforms

The plaintiff in the case, Ferras Hamad, is a former Meta software engineer. On June 4, 2024, Hamad filed a complaint alleging the company discriminated against him for his Palestinian-American heritage and Muslim faith. According to the complaint, one of Hamad’s job duties was to assess the quality of Instagram integrity filters related to Gaza, Israel, and Ukraine and investigate any severe issues (including users complaining their posts were censored or curbed). In December 2023, Hamad stated that after joining a “Palestine SEV” chat, he noticed irregularities in how pro-Palestinian posts were flagged for content removal. His investigation of the SEV related to a Palestinian photojournalist, Motaz Azaiza. Azaiza, a user with over 17 million followers, was one of the most famous Palestinian photojournalists during the conflict in Gaza. The situation led him to raise concerns over how Meta handled these posts. According to Hamad, he did not receive similar scrutiny or adverse employment actions when responding to SEVs connected to Ukraine or other world events.

The Defendant: Ferras Hamad v. Meta Platforms

The defendant in the case, Meta Platforms, claims that Hamad was dismissed for violating Meta’s data access policies, which is known to result in immediate termination.

The Case: Ferras Hamad v. Meta Platforms

In the case Ferras Hamad v. Meta Platforms, Hamad, the plaintiff, and former Meta software engineer, claims he was fired after his investigation into why Meta limited the reach of a Palestinian photojournalist’s post led him to discover that the user’s content was incorrectly labeled “pornographic.” According to the complaint, Hamad documented his findings and immediately started receiving communications from supervisors at Meta who were not on his team alleging he violated company policy. Hamad claims he later confirmed with a Meta security team member that his actions did not violate company policy and he handled the SEV appropriately. On December 25, 2023, Azaiza, the photojournalist whose content was the subject of the SEV, posted a screenshot showing how Instagram incorrectly labeled the Gaza coverage as “pornographic.” Meta allegedly fired Hamad for violating the company’s data policy on February 2, 2024.

If you need to discuss filing a wrongful termination lawsuit in California, contact Blumenthal Nordrehaug Bhowmik DeBlouw LLP for guidance. Their seasoned employment law attorneys are available to assist you from their offices in San Diego, San Francisco, Sacramento, Los Angeles, Riverside, and Chicago.