Friedman v. Southern California Permanente Medical Group

125 Cal. Rptr. 2d 663, 102 Cal. App. 4th 39
CourtCalifornia Court of Appeal
DecidedSeptember 24, 2002
DocketB150017
StatusPublished
Cited by17 cases

This text of 125 Cal. Rptr. 2d 663 (Friedman v. Southern California Permanente Medical Group) is published on Counsel Stack Legal Research, covering California Court of Appeal primary law. Counsel Stack provides free access to over 12 million legal documents including statutes, case law, regulations, and constitutions.

Bluebook
Friedman v. Southern California Permanente Medical Group, 125 Cal. Rptr. 2d 663, 102 Cal. App. 4th 39 (Cal. Ct. App. 2002).

Opinion

*43 Opinion

TURNER, P. J.—

I. Introduction

Jerold Daniel Friedman (plaintiff) appeals from a judgment entered after the general demurrers of Southern California Permanente Medical Group, Kaiser Foundation Hospitals, and Kaiser Foundation Health Plan, Inc. (defendants), were sustained without leave to amend. In the published portion of this opinion, we resolve the question of whether veganism is a “religious creed” within the meaning of the California Fair Employment and Housing Act (FEHA), Government Code 1 section 12940. We conclude veganism is not a “religious creed” within the meaning of the FEHA. Accordingly, we affirm the judgment.

II. Discussion

A. Standard of Review

Our Supreme Court has set forth the standard of review we must apply on appeal from a judgment following an order sustaining a demurrer without leave to amend as follows: “On appeal from a judgment dismissing an action after sustaining a demurrer without leave to amend, the standard of review is well settled. The reviewing court gives the complaint a reasonable interpretation, and treats the demurrer as admitting all material facts properly pleaded. [Citations.] The court does not, however, assume the truth of contentions, deductions or conclusions of law. [Citation.] The judgment must be affirmed ‘if any one of the several grounds of demurrer is well taken. [Citations.]’ [Citation.] However, it is error for a trial court to sustain a demurrer when the plaintiff has stated a cause of action under any possible legal theory. [Citation.] And it is an abuse of discretion to sustain a demurrer without leave to amend if the plaintiff shows there is a reasonable possibility any defect identified by the defendant can be cured by amendment. [Citation.]” (Aubry v. Tri-City Hospital Dist. (1992) 2 Cal.4th 962, 966-967 [9 Cal.Rptr.2d 92, 831 P.2d 317]; accord, Zelig v. County of Los Angeles (2002) 27 Cal.4th 1112, 1126 [119 Cal.Rptr.2d 709, 45 P.3d 1171]; Blank v. Kirwan (1985) 39 Cal.3d 311, 318 [216 Cal.Rptr. 718, 703 P.2d 58].)

B. The Complaint’s Allegations of Religious Creed Discrimination

The trial court sustained defendants’ demurrers without leave to amend to plaintiffs first through third causes of action of his original complaint for *44 religious creed discrimination and retaliation in violation of the FEHA. The trial court concluded veganism was not a religious creed within the meaning of the FEHA. In his original complaint, plaintiff alleged as follows. He is a strict vegan. Further, he alleged: “As a strict Vegan, [plaintiff] fervently believes that all living beings must be valued equally and that it is immoral and unethical for humans to kill and exploit animals, even for food, clothing and the testing of product safety for humans, and that such use is a violation of natural law and the personal religious tenets on which [plaintiff] bases his foundational creeds. He lives each aspect of his life in accordance with this system of spiritual beliefs. As a Vegan, and his beliefs [sic], [plaintiff] cannot eat meat, dairy, eggs, honey or any other food which contains ingredients derived from animals. Additionally, [plaintiff] cannot wear leather, silk or any other material which comes from animals, and cannot use any products such as household cleansers, soap or toothpaste which have been tested for human safety on animals or derive any of their ingredients from animals. This belief systemf] guides the way that he lives his life. [Plaintiff s] beliefs are spiritual in nature and set a course for his entire way of life; he would disregard elementary self-interest in preference to transgressing these tenets. [Plaintiff] holds these beliefs with the strength of traditional religious views, and has lived in accordance with his beliefs for over nine (9) years. As an example of the religious conviction that [plaintiff] holds in his Vegan beliefs, [plaintiff] has even been arrested for civil disobedience actions at animal rights demonstrations. This Vegan belief system guides the way that [plaintiff] lives his life. These are sincere and meaningful beliefs which occupy a place in [plaintiffs] life parallel to that filled by God in traditionally religious individuals adhering to the Christian, Jewish or Muslim Faiths.”

Plaintiff was hired by a temporary agency to work for defendants as a computer contractor. He worked at a pharmaceutical warehouse owned by defendants. He had no contact with any of defendants’ patients. Plaintiff alleged it was not anticipated that he ever would have contact with any of defendants’ patients. Defendants offered plaintiff a permanent position with Kaiser. A written contract was prepared. Subsequently, however, plaintiff was advised “that to finish the process of becoming an employee he would need [a] mumps vaccine.” Plaintiff could not be vaccinated with the mumps vaccine because it is grown in chicken embryos. To be vaccinated, it was alleged, “would violate [plaintiffs] system of beliefs and would be considered immoral by [him].” When plaintiff refused to be vaccinated with the mumps vaccine, defendants withdrew the employment offer.

*45 C. The FEHA and Differing Definitions of Religion

1. The FEHA

The elements of a religious creed discrimination claim are that: the plaintiff had a bona fide religious belief; the employer was aware of that belief; and the belief conflicted with an employment requirement. (Soldinger v. Northwest Airlines, Inc. (1996) 51 Cal.App.4th 345, 370 [58 Cal.Rptr.2d 747].) With respect to the first element, possession of a bona fide religious belief, section 12940, subdivision (a) states in part: “It shall be an unlawful employment practice . . . [If] (a) For an employer, because of the . . . religious creed ... of any person, to refuse to hire or employ the person . . . or to bar or to discharge the person from employment ... or to discriminate against the person in compensation or in terms, conditions, or privileges of employment.” Further, section 12940, subdivision (/), states in part: “It shall be an unlawful employment practice • • • [1f] • • • [If] (0 For an employer ... to refuse to hire or employ a person . . . because of a conflict between the person’s religious belief or observance and any employment requirement, unless the employer . . . demonstrates that it has explored any available reasonable alternative means of accommodating the religious belief or observance . . . , but is unable to reasonably accommodate the religious belief or observance without undue hardship . . . .”

Definition of the terms “religious belief or observance” and “religious creed” are provided in a statute and in a regulation. Section 12940, subdivision (l)

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Bluebook (online)
125 Cal. Rptr. 2d 663, 102 Cal. App. 4th 39, Counsel Stack Legal Research, https://law.counselstack.com/opinion/friedman-v-southern-california-permanente-medical-group-calctapp-2002.