Dutrisac v. STMicroelectronics, Inc.

District Court, N.D. California·Decided August 2, 2024·No. 5:23-cv-06639·Unknown

Opinion

ELISABETH SARDIN DUTRISAC, Case No. 23-cv-06639-BLF

Plaintiff, ORDER GRANTING IN PART AND v. DENYING IN PART MOTIONS TO DISMISS WITH LEAVE TO AMEND STMICROELECTRONICS, INC., et al., [Re: ECF No. 23, 53] Defendants.

Before the Court are Defendants STMicroelectronics, Inc.’s (“ST Inc.”) and STMicroelectronics N.V.’s (“STNV”) motions to dismiss Plaintiff Elisabeth Sardin Dutrisac’s Complaint. ECF No. 23 (“ST Inc. Mot.”); ECF No. 53 (“STNV Mot.”). Defendants Gilles Bouvier and STNV join in ST Inc.’s motion. ECF No. 29 (Bouvier’s joinder); STNV Mot. at 9 (“STNV joins ST Inc.’s motion to dismiss the Complaint.”). Plaintiff opposes the motions. ECF No. 30 (“Opp. to ST Inc.”); ECF No. 56 (“Opp. to STNV”). ST Inc. and STNV filed replies. ECF No. 32 (“ST Inc. Reply”); ECF No. 62 (“STNV Reply”). The Court finds the motions suitable for disposition without oral argument. Civ. L.R. 7-1(b). The Court previously vacated the hearing on ST Inc.’s motion to dismiss, ECF No. 52, and the Court now VACATES the hearing on STNV’s motion to dismiss currently set for October 31, 2024. For the reasons stated below, the Court GRANTS IN PART and DENIES IN PART the motions to dismiss. The following facts are taken from Plaintiff’s complaint, ECF No. 1-1 (“Compl.”), which the Court accepts as true for the purposes of this motion. Inc. and STNV1 hired Plaintiff as a design engineer. Compl. ¶¶ 1, 18. Shortly after she was hired, Plaintiff’s manager, Bernard Ramanadin, returned to France and she began reporting to Defendant Gilles Bouvier. Id. ¶¶ 1, 21. Plaintiff and Bouvier initially worked well together, and she received positive feedback from Bouvier and Ramanadin. Id. ¶ 22. However, Bouvier began to repeatedly make sexual comments and jokes to Plaintiff and asked her to go on dates, which she politely declined. Id. ¶¶ 1, 23. One evening, as Plaintiff was leaving work after working late, Bouvier trapped Plaintiff against her car, forcefully grabbed her waist, touched her buttocks, forced a kiss on her, and pressed his groin against hers. Id. ¶¶ 1, 24. Plaintiff pushed Bouvier away, entered her car, locked the doors, and quickly drove away. Id. ¶¶ 1, 24. In the weeks following the sexual assault, Bouvier began to retaliate against Plaintiff. Compl. ¶ 2. For example, Bouvier treated Plaintiff as invisible and passed over her in team meetings where everyone would be asked to speak except for her. Id. ¶ 25. Bouvier also began to deprive Plaintiff of access to files she had previously worked on, and Plaintiff was not given work. Id. When Plaintiff complained to Bouvier, Bouvier told her for the first time that her coding skills were poor and added that she should have agreed to go on a date with him. Id. ¶¶ 2, 25. A few weeks later, as Plaintiff was leaving work after working late, Bouvier again sexually assaulted Plaintiff as she was walking to her car in the parking lot. Id. ¶¶ 3, 26. Similar to the first sexual assault, Bouvier forcibly kissed Plaintiff on the lips while grabbing her waist. Id. ¶ 26. Shortly after the second sexual assault, Plaintiff met with Ted Daniels, the head of human resources, and reported Bouvier’s sexual harassment, sexual assaults, and retaliation. Compl. ¶¶ 4, 27. Daniels joked that Plaintiff should expect such behavior because she and Bouvier are both French, insisted that Plaintiff should be happy to work at STM, and implied that Plaintiff should not make waves if she intended to have a successful career at STM. Id. ¶¶ 4, 27. After Plaintiff complained to human resources, Bouvier took away essentially all of her assignments. Id. ¶¶ 5, 28. Plaintiff then reported Bouvier’s sexual harassment and retaliation to Ramanadin. Id. Ramanadin and a human resources agent from out of state traveled to California to speak with Plaintiff. Id. ¶ 28. Plaintiff was returned some of her work assignments, but Bouvier remained her supervisor and continued to work in close proximity to her. Id. Bouvier remained cold and impolite to Plaintiff throughout the remainder of her employment. Id. In or around 2003, STM terminated Plaintiff’s employment. Id. ¶ 29. Plaintiff alleges that her termination was pretextual and was in retaliation for her complaints and resistance to Bouvier’s advances and in discrimination on the basis of her sex and gender. Id. On December 21, 2023, Plaintiff filed this action in California state court. Compl. Plaintiff’s Complaint brings eleven causes of action: (1) discrimination based on sex/gender in violation of the California Fair Employment and Housing Act (“FEHA”), Compl. ¶¶ 36–42; (2) hostile work environment harassment based on sex/gender in violation of FEHA, id. ¶¶ 43–53; (3) retaliation for engaging in protected activity in violation of FEHA, id. ¶¶ 54–60; (4) failure to prevent discrimination, harassment, and retaliation in violation of FEHA, id. ¶¶ 61–68; (5) retaliation in violation of California Labor Code § 1102.5, id. ¶¶ 69–78; (6) violation of California Labor Code § 98.6, id. ¶¶ 79–89; (7) retaliation in violation of California Labor Code § 6310, id. ¶¶ 90–96; (8) wrongful termination in violation of public policy, id. ¶¶ 97–105; (9) sexual battery in violation of California Civil Code § 1708.5, id. ¶¶ 106–14; (10) negligent supervision and retention, id. ¶¶ 115–22; and (11) intentional infliction of emotional distress, id. ¶¶ 123–31. Claims 2, 5, 6, 9, and 11 are brought against all Defendants, while all remaining claims are brought against only the “Entity Defendants,” which includes ST Inc., STNV, and Does 1–20. On December 28, 2023, ST Inc. removed the action to this Court. ECF No. 1. A. Rule 12(b)(2) Under Federal Rule of Civil Procedure 12(b)(2), a party may move to dismiss a pleading for “lack of personal jurisdiction.” “Federal courts ordinarily follow state law in determining the bounds of their jurisdiction over persons.” Walden v. Fiore, 571 U.S. 277, 283 (2014) (quoting Daimler AG v. Bauman, 571 U.S. 117, 125 (2014)). California’s long-arm statute is coextensive 797, 800–801 (9th Cir. 2004). “Although a nonresident’s physical presence within the territorial jurisdiction of the court is not required, the nonresident generally must have ‘certain minimum contacts . . . such that the maintenance of the suit does not offend traditional notions of fair play and substantial justice.’” Walden, 571 U.S. at 283 (quoting Int’l Shoe Co. v. Washington, 326 U.S. 310, 316 (1945)). When a defendant raises a challenge to personal jurisdiction, the plaintiff bears the burden of establishing that jurisdiction is proper. See Ranza v. Nike, Inc., 793 F.3d 1059, 1068 (9th Cir. 2015) (citing CollegeSource, Inc. v. AcademyOne, Inc., 653 F.3d 1066, 1073 (9th Cir. 2011)). “Where, as here, the defendant’s motion is based on written materials rather than an evidentiary hearing, the plaintiff need only make a prima facie showing of jurisdictional facts to withstand the motion to dismiss.” Id. (quotation marks and citation omitted). “[T]he plaintiff cannot simply rest on the bare allegations of its complaint,” but the uncontroverted allegations in the complaint must be accepted as true. Schwarzenegger, 374 F.3d at 800 (quotation marks and citation omitted). The court may consider evidence presented in affidavits in considering a 12(b)(2) motion. Doe v. Unocal Corp., 248 F.3d 915, 922 (9th Cir. 2001). Where not directly controverted, plaintiff’s version of the facts is taken as true. Id. Conflicts between the facts contained in the parties’ affidavits must be resolved in plaintiffs’ favor for purposes of deciding whether a prima facie case for personal jurisdiction exists. Id. Personal jurisdiction may be either general or specific. General personal jurisdiction exists when the defendant’s contacts “are so continuous and systematic as to render [it] es

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Dutrisac v. STMicroelectronics, Inc., (N.D. Cal. 2024).

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