Aurora Le Mere was a Los Angeles Unified School District (LAUSD) teacher for thirteen years. In that time, she filed a number of complaints and claims arising from her employment, including worker’s compensation claims and administrative complaints regarding LAUSD’s violations of provisions of the Education Code. In 2007, she filed a lawsuit against LAUSD and two individuals for discrimination, harassment and civil rights violations. All her claims and cases through 2007 settled. Then, in 2015, Ms. Le Mere filed another complaint against LAUSD and six individuals claiming that she had been unlawfully harassed and retaliated against since filing the 2007 case and worker’s compensation claims.
The defendants successfully demurred twice to the 2015 complaint. Continue reading “LA Unified School District Teacher’s Claims Alleging Harassment and Retaliation Fail”
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Plaintiff Maria Hernandez worked for Rancho Santiago Community College District on and off for several years without having any performance issues. In 2013, the district hired her as an administrative assistant. Per the district’s protocol, Ms. Hernandez was put on probation for one year. The district would evaluate her performance at three months, seven months and eleven months. At the successful completion of the probationary period, Ms. Hernandez would then become a permanent employee.
William Bustos brought several disability discrimination-related claims against his employer Global P.E.T., Inc. Mr. Bustos was fired just a day before he was scheduled to have carpal tunnel surgery. The case went to trial and resulted in a defense verdict. Despite the defense verdict, the jury found that Mr. Bustos’s disability was a substantial motivating reason for Global P.E.T., Inc.’s decision to terminate him. However, the jury also found that Global P.E.T., Inc.’s conduct was not a substantial factor in causing harm to Mr. Bustos. Bustos v. Global P.E.T., Inc., et al., Fourth Appellate Court of Appeal, No. E065869 (published Jan. 16, 2018). 
