Jalali v. Root

1 Cal. Rptr. 3d 689, 109 Cal. App. 4th 1768
CourtCalifornia Court of Appeal
DecidedJuly 8, 2003
DocketG029474
StatusPublished
Cited by13 cases

This text of 1 Cal. Rptr. 3d 689 (Jalali v. Root) 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
Jalali v. Root, 1 Cal. Rptr. 3d 689, 109 Cal. App. 4th 1768 (Cal. Ct. App. 2003).

Opinion

Opinion

SILLS, P. J.

I

Farideh Jalali sued her former employer for racial discrimination and sexual harassment. Her attorney, Walter H. Root III, brought the case to the first phase of a bifurcated trial. In that phase he succeeded in convincing the jury to award compensatory damages of $750,000. The jury also found the necessary malice, fraud or oppression to justify punitive damages. With the second phase of trial and punitive damages looming, the employer made a settlement offer of $2.75 million for all claims, conditioned on confidentiality. Jalali accepted the offer.

Settlement, from a plaintiffs point of view, means avoiding a multitude of risks, particularly when large sums of money are involved, and for most people, $2.75 million is still real money. Consider the ordeal that Jalali saved herself by accepting the offer. She did not have to worry that the trial judge, by granting a judgment notwithstanding the verdict, would completely undo her win. She did not have to worry that the trial judge, by granting a new trial motion, would force her to try the case again. She did not have to worry that an appellate court might do the same by deeming her evidence insufficient, or by saying that some procedural error in the trial required a rerun. Further, settlement eliminated the risk that the California Supreme Court might have taken the case, either because it implicated an important question of law or because the appellate court’s decision evidenced some discontinuity in the law requiring the high court to step in to secure uniformity. And on top of all of that, Jalali spared herself the problem of collecting on the judgment, including the risk that her employer might have filed for bankruptcy. *1772 Nor should such risks be discounted. Consider the $2.75 million settlement just in relation to the $750,000 verdict for compensatory damages. It impliedly meant that the employer was willing to assume that the $750,000 award would stand, as well as an additional $2 million in punitives—a ratio of 2.66 punitive damages to compensatory damages. There is at least some authority suggesting that such a ratio is fairly close to the maximum possible that can be upheld under the best possible conditions for a plaintiff. (See Lane v. Hughes Aircraft Co. (2000) 22 Cal.4th 405, 423 [93 Cal.Rptr.2d 60, 993 P.2d 388] (conc. opn. of Brown, J.) [“In the case of large awards, punitive damages should rarely exceed compensatory damages by more than a factor of three, and then only in the most egregious circumstances clearly evident in the record.”]; State Farm Mut. Auto. Ins. Co. v. Campbell (2003) 538 U.S. 408, _ [123 S.Ct. 1513, 1524, 155 L.Ed.2d 585] [stating that “few awards exceeding a single-digit ratio between punitive and compensatory damages, to a significant degree, will satisfy due process,” and specifically noting a case where a punitive award of four times compensatory damages “might be close to the line of constitutional impropriety”].)

The record in the case before us contains Jalali’s trial brief against her employer, so we have a glimpse of what was the basis of her case. Without going into too much detail, one could not say, in the words of Justice Brown’s Lane concurrence, that the circumstances behind Jalali’s claim were necessarily “most egregious.” The villain was one particular manager who made racial slurs and sexual comments, but mostly outside of Jalali’s presence. There was no quid pro quo sexual harassment; the supervisor never demanded sexual favors, nor did he engage in any sexual touching. His sexual harassment offenses were basically crude expressions to others of his obviously unrequited desire for Jalali. The ethnic epithets were made outside of Jalali’s presence. Her basic complaint was that she was given an impossible quota to fill while required to do work for others. Her theory was that she, in essence, was being sacrificed for the greater good of the department because she was a Persian woman, and a non-Persian male would never have been put in that position. Without in any way condoning the actions of the manager or (inferentially) her employer, it is fairly easy to find examples where the racial discrimination or sexual harassment was clearly more egregious. (E.g., Aguilar v. Avis Rent A Car System, Inc. (1999) 21 Cal.4th 121, 126 [87 Cal.Rptr.2d 132, 980 P.2d 846] [service station manager routinely addressed Latino drivers (and only Latino drivers) as “ ‘motherfuckers’ ”]; Farmers Ins. Group v. County of Santa Clara (1995) 11 Cal.4th 992, 998 [47 Cal.Rptr.2d 478, 906 P.2d 440] [jail training officer lewdly and directly propositioned trainee, repeatedly touched trainee on legs and thighs, and demanded oral sex in order for her to “ ‘get off training’ ”]; Murillo v. Rite Stuff Foods, Inc. (1998) 65 Cal.App.4th 833, 847 [77 *1773 Cal.Rptr.2d 12] [immediate supervisor regularly propositioned employee and placed hands on her breasts and buttocks while making sexually suggestive remarks]; Weeks v. Baker & McKenzie (1998) 63 Cal.App.4th 1128, 1144 [74 Cal.Rptr.2d 510] [supervisor grabbed employee’s buttocks]; Lantz v. Superior Court (1994) 28 Cal.App.4th 1839, 1842-1843, fn. 2 [34 Cal.Rptr.2d 358] [conduct alleged to include sheriffs summoning of employee to his house, where he greeted her in his underwear, sexually aroused, with a pornographic film on the television].) Our point is not to minimize Jalali’s discrimination, but to note that in obtaining a large multimillion-dollar settlement—which is money now, not after years of briefs and appellate wrangling—her lawyer had done a very good job for her.

It is therefore quite remarkable that Root himself later became the defendant in this legal malpractice proceeding brought by Jalali. It is even more remarkable that the legal malpractice action resulted in a judgment against Root for about $310,000 for bad tax advice. Simply put, Jalali claimed that, before she accepted the $2.75 million settlement, Root told her that her taxes on the settlement would be “forty percent of your share,” that is, Jalali’s share after deducting Roofs contingency fee. However, Jalali ended up paying taxes on the whole $2.75 million received, not just her portion after deducting her attorney’s fee. The $310,000 was the difference between what Jalali expected to receive and what she actually retained, after taxes.

II

A

It is important to understand precisely the nature of Jalali’s theory against Root. It is not that Root could have done better than $2.75 million.

The usual way by which disappointed clients demonstrate damages in legal malpractice actions is the “trial-within-a-trial” method, which is based on the premise that, had the attorney not fallen below the applicable standard of care, the client would have obtained a better result. (See generally Bauman,

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Cite This Page — Counsel Stack

Bluebook (online)
1 Cal. Rptr. 3d 689, 109 Cal. App. 4th 1768, Counsel Stack Legal Research, https://law.counselstack.com/opinion/jalali-v-root-calctapp-2003.