Hernandez v. GNIMGT CA1/2

CourtCalifornia Court of Appeal
DecidedDecember 31, 2024
DocketA165694
StatusUnpublished

This text of Hernandez v. GNIMGT CA1/2 (Hernandez v. GNIMGT CA1/2) 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
Hernandez v. GNIMGT CA1/2, (Cal. Ct. App. 2024).

Opinion

Filed 12/31/24 Hernandez v. GNIMGT CA1/2 NOT TO BE PUBLISHED IN OFFICIAL REPORTS

California Rules of Court, rule 8.1115(a), prohibits courts and parties from citing or relying on opinions not certified for publication or ordered published, except as specified by rule 8.1115(b). This opinion has not been certified for publication or ordered published for purposes of rule 8.1115.

IN THE COURT OF APPEAL OF THE STATE OF CALIFORNIA

FIRST APPELLATE DISTRICT

DIVISION TWO

MILIPZA ANDRADE HERNANDEZ, Plaintiff and Respondent, A165694

v. (Sonoma County GNIMGT, INC. et al., Super. Ct. No. SCV269254) Defendants and Appellants.

This appeal concerns an employer who, after being sued by a former employee who claimed it had violated various provisions of the Labor Code, moved to compel arbitration under an agreement the employee had signed at the outset of her employment. The employer attached a signed copy of the agreement with its moving papers, and the employee opposed the motion with evidence showing there was no mutual assent to arbitration and the agreement was in any event unconscionable. On reply, arguing there was a valid arbitration agreement based on mutual assent, the employer relied on evidentiary objections to the employee’s declaration. It did not otherwise contest the facts in the employee’s declaration. The trial court issued a tentative ruling denying the employer’s motion on the ground that the facts in the employee’s declaration established there was no mutual assent to the arbitration agreement. It also ruled on the 1 employer’s objections to that declaration, finding most of them unmeritorious. It continued the hearing to allow the employee to rectify the evidentiary deficiency. When the employer requested that it be allowed to submit new evidence contesting the facts in the declaration if the employee addressed the evidentiary issue, the court declined to reopen the motion for new evidence on the merits. It ultimately denied the motion consistent with its tentative ruling. The employer appeals, claiming the trial court unfairly denied it the chance to present evidence, violating its right to due process. We disagree. Motions to compel arbitration are subject to the statutory procedures that govern law and motion proceedings, including the deadlines for submission of motion papers and accompanying evidence. The deadline for reply briefs and accompanying evidence was not altered by case law applying a three-step process for presenting evidence on motions to compel arbitration. The employer could have submitted any responsive evidence with its reply brief. Where, as here, a party seeks to reopen a law and motion matter by filing late papers, the trial court has broad discretion, which it did not abuse here in rejecting the employer’s proposal to submit new evidence after the court had issued its tentative ruling. The employer has failed to show the trial court prevented it from presenting evidence, treated it unfairly or was arbitrary and thus does not establish a violation of due process. We affirm. BACKGROUND In 2019, Milipza Andrade Hernandez was hired as a housekeeper by GNIMGT, Inc., an entity that that operates a chain of “Good Nite Inn” economy hotels in California. In 2021, it terminated her employment, and several months later she sued GNIMGT, Inc., Good Nite Inn, Inc., Good Nite Inn Management, Inc. and 15 Good Nite Inns situated in locations

2 around California, along with two individuals, Nicholas Ho and Philip Ho, who are president and/or hold managing interests in the Inns (collectively Good Nite Inns), on her own and others’ behalf alleging violations of the Labor Code and Labor Commission work orders, including failing to: pay overtime compensation, provide and pay properly for statutorily required meal and rest breaks, reimburse for necessary business expenses and pay wages due on termination of employment. Shortly after Hernandez filed suit, Good Nite Inns moved to compel arbitration of Hernandez’s claims, asserting she had signed an arbitration agreement at the outset of her employment. They submitted a declaration from their Human Resources Manager, Liz Gutierrez, attaching an arbitration agreement, in English, that she obtained from Hernandez’s personnel file. Gutierrez said the agreement was signed by Hernandez and gave her the opportunity to opt out, though Hernandez never did so. Hernandez opposed the motion on the ground, among others, that mutual assent was lacking and thus there was no valid arbitration agreement. Hernandez had filed a declaration stating she did not recall being provided with or signing the arbitration agreement at any point while working for Good Nite Inns; that if she had been aware of the agreement and its meaning she would not have signed it; that Spanish is her native language and she has no proficiency reading or writing in English; that she was required to sign several documents prior to being hired; that because those documents were in English, she could not understand them; that she told Good Nite Inns during the interview process she could not understand anything written in English; that they did not allow her to take the documents home and have them translated;

3 that the representative of Good Nite Inns she met with told her she did not need to worry about what was in them, they were routine new hire paperwork and she was required to sign them immediately if she wanted a job; that some documents had Spanish on them but the alleged arbitration agreement did not have a translation; and that no one explained to her she was signing an arbitration agreement, she was waiving her right to appear before a court or what an arbitration proceeding was. The declaration also stated that if she had understood she could opt out of the arbitration agreement, she would have. Based on what Good Nite Inns represented, she thought she was just signing paperwork Good Nite Inns needed to allow her to start working. She stated the declaration she was signing, which was in English, was accurately translated to her by one of her attorneys who is competent in both English and Spanish. Good Nite Inns filed a reply that did not address the merits of Hernandez’s argument that there was no mutual assent for the arbitration agreement or present any evidence contradicting her declaration. Instead, they objected to the declaration on several grounds, including that Hernandez’s assertion that she lacked proficiency to read or write in English either did not mean she could not read English or was refuted by her having signed a declaration in English and, in the alternative, if she could not read English, there was no foundation for her assertion that the attorney who translated the declaration did so accurately. They contended her declaration was therefore entirely inadmissible. The trial court held a hearing on the motion, at which the parties both argued. Before the hearing, it issued a lengthy tentative ruling concluding that Good Nite Inns met their initial burden to show the

4 existence of an arbitration agreement, but the facts set forth in Hernandez’s declaration established she did not assent to the arbitration agreement.

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Hernandez v. GNIMGT CA1/2, Counsel Stack Legal Research, https://law.counselstack.com/opinion/hernandez-v-gnimgt-ca12-calctapp-2024.