On July 17, 2023, the California Supreme Court issued its decision in Adolph v. Uber Technologies, Inc. With this decision California employers need to understand that plaintiffs do not lose standing when individual California Private Attorneys General Act (“PAGA”) claims are sent to arbitration and the PAGA claims of the other class members are likely to be stayed, rather than dismissed, pending determination in arbitration concerning whether a plaintiff is an “aggrieved employee.”
In Adolph, the Court addressed the question of whether an employee who was compelled to arbitrate individual Labor Code and PAGA claims maintains statutory standing to represent a class of other employees in companion PAGA claims. In a unanimous decision, the Court answered the question, “yes,” going against the U.S. Supreme Court’s conclusion on the same issue in Viking River Cruises v. Moriana. Heavily relying on its previous decision in Kim v. Reins International California, Inc., the Court reaffirmed that plaintiffs have standing so long as they are “aggrieved employees.” An aggrieved employee is broadly defined as (1) “someone who was employed by the alleged violator” and (2) “against whom one or more of the alleged violations was committed.” The Court in Adolph ruled that arbitrating individual claims does not strip PAGA plaintiffs of “aggrieved employee” status.
As a practical matter, this means that PAGA representative plaintiffs can rely on the Adolph decision to argue that the...
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