Amaro v. Bee Sweet Citrus, Inc.

District Court, E.D. California·Decided August 30, 2022·No. 1:21-cv-00382·Unknown

Opinion

RAFAEL MARQUEZ AMARO; JAVIER Case No. 1:21-cv-00382-JLT-HBK BARRERA, on behalf of themselves and others similarly situated, ORDER DENYING DEFENDANTS’ MOTION FOR SANCTIONS AND Plaintiffs, DENYING PLAINTIFFS’ COUNTER- REQUEST FOR SANCTIONS v. BEE SWEET CITRUS, INC.; and DOES 1 (Doc. 8; Doc. 9) through 10, inclusive, Defendant. Before the Court is Bee Sweet Citrus, Inc.’s motion for sanctions against Plaintiffs’ Counsel, under Federal Rule of Civil Procedure 11, 28 U.S.C. § 1927, and the Court’s inherent authority. (Doc. 8). As part of their response, Plaintiffs make a counter-request sanctions. (Doc. 9 at 17-19.) For the reasons set forth below, both requests are DENIED. The named Plaintiffs of this action, Rafael Marquez Amaro and Javier Barrera, initiated this action on March 3, 2021, on behalf of themselves and other similarly situated employees. (Doc. 1 at 3.) Plaintiffs are farm workers who picked citrus fruit for Bee Sweet. (Id. at 3.) Their complaint contains eight claims arising from alleged federal and state labor code violations that occurred during their employment. (Id. at 3-23.) Prior to filing the complaint in this action, counsel for Plaintiffs initiated a similar action against Bee Sweet, asserting nearly identical claims, except that, in this case, Plaintiffs included an additional claim under PAGA (California Labor Code § 2699, et seq.). See generally Complaint, Montes v. Bee Sweet Citrus, Inc., 1:20-cv- 01162-JLT-EPG (E.D. Cal. Aug. 18, 2020) (Doc. 1). In Montes, which is also assigned to the undersigned, the plaintiffs brought claims on behalf of a similarly defined proposed class as the class described in Amaro. See id. at 11, ¶ 45; (see also Doc. 1 at 11, ¶ 46). In both actions, liability against Bee Sweet is premised entirely under Labor Code § 2810.3, which provides joint and several liability for “client employers”1 who hire employees through independent contractors, also known as labor contractors. (See Doc. 1 at 5-6, ¶ 14); see also Complaint at 5-6, ¶ 15, Montes, 1:20-cv-01162-JLT-EPG (Doc. 1). Section 2810.3(d) requires plaintiffs to notify client employers of the alleged labor violations at least thirty days prior to initiating a cause of action. Cal. Lab. Code § 2810.3(d). On October 14, 2020, in the Montes action, Bee Sweet filed a motion for judgment on the pleadings arguing plaintiffs’ claims should be dismissed with prejudice because plaintiffs failed to comply with the notice requirement of § 2810.3. Motion for Judgment on the Pleadings, Montes, 1:20-cv-01162-JLT- EPG (Doc. 16.) After the parties filed several additional motions seeking dismissal of the Montes action,2 Plaintiffs initiated the instant Amaro case and pled compliance with the notice requirement under § 2810.3. (Doc. 1 at 6, ¶ 15.) On April 2, 2021, Bee Sweet filed a motion to dismiss the Amaro case as duplicative of the Montes case (Doc. 4). Bee Sweet also filed a motion for sanctions against plaintiffs’ counsel for initiating the Amaro lawsuit. (Doc. 8.) Plaintiffs opposed the motion and made a cross-request for sanctions against Bee Sweet for having filed its motion (Doc. 9 at 7, 17-19.) Due to the judicial resource emergency in this district, all motions remained pending for some time. On August 17, 2022, the Court dismissed with prejudice the named plaintiffs’ claims

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Amaro v. Bee Sweet Citrus, Inc., (E.D. Cal. 2022).

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