DENISE Steffens was a building manager for Regus Group, PLC, a company that rents out staffed office spaces. After Ms. Steffens raised concerns about possible employment violations by the company, she was fired. She sued the employer for wrongful termination in violation of public policy. The case went to trial and the jury awarded her $4.5 million in damages.
Claims for wrongful termination in violation of public policy may arise when an employer retaliates against an employee for refusing to violate the law, for exercising a legal right, or for reporting violations of a statute of public imporatance. An employee is not required to report the violation to authorities; internal reporting is enough.
During trial, Regus argued that Ms. Steffens was fired due to poor performance. The real reason, Ms. Steffens claimed, is that she complained to management about the company’s policy of denying meal and rest breaks to hourly employees in violation of California law.
Ms. Steffens’ prior record in the company was helpful. She worked for Regus over ten years and consistently received positive performance evaluations. Just a few months before she complained of the violations, she received an “Exceeds Expectations” or “Meets Expectations” rating. She also received a merits-based bonus at that time.
Ms. Steffens’ troubles started when she met with the company’s new Regional Vice President, Sande Golgart. During the meeting with Golgart, and in the presence of Ms. Steffens’ immediate supervisor, Shannon Jones, Ms. Steffens complained to Golgart about the company’s policy of denying meal and rest breaks to its hourly employees. Immediately thereafter, Golgart fell silent. He then stood up and left the meeting.
Golgart later told Jones that “Steffens was a problem,” and that Jones should “start putting a plan together to have [Steffens] removed” and “begin looking for a replacement.”
Jones testified that, one of the reasons Steffens was put on a performance improvement plan was “for her bringing up matters in regards to her hourly teams’ breaks and being able to properly staff the center.” Jones said that Steffens “was more upfront” about the meal and rest breaks issues and “more open and more confrontational about those topics.”
Finally, Jones testified that he and Golgart worked together to put Steffens on an “aggressive” plan with “the purpose of . . . get[ting] rid of Denise Steffens.” Jones testified that there was never an intent to keep Ms. Steffens employed with Regus.
Jones’s testimony showed that the employer terminated Steffens because of her allegations, and that the claim of poor performance was simply a pretext. The San Diego jury eventually returned a verdict in favor of Ms. Steffens – $1 million for her economic and non-economic damages, and $3.5 million for punitive damages.
* * *
C. Joe Sayas, Jr., Esq. is an experienced trial attorney who has successfully obtained significant results, including several million dollar recoveries for consumers against insurance companies and big business. He is a member of the Million Dollar-Advocates Forum—a prestigious group of trial lawyers whose membership is limited to those who have demonstrated exceptional skill, experience and excellence in advocacy. He has been featured in the cover of Los Angeles Daily Journal’s Verdicts and Settlements for his professional accomplishments and recipient of numerous awards from community and media organizations. His litigation practice concentrates in the following areas: serious personal injuries, wrongful death, insurance claims, unfair business practices, wage and hour (overtime) litigation. You can visit his website at www.joesayaslaw.com or contact his office by telephone at (818) 291-0088.
