Seever v. Copley Press, Inc.

47 Cal. Rptr. 3d 206, 141 Cal. App. 4th 1550
CourtCalifornia Court of Appeal
DecidedAugust 22, 2006
DocketB180062
StatusPublished
Cited by49 cases

This text of 47 Cal. Rptr. 3d 206 (Seever v. Copley Press, Inc.) 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
Seever v. Copley Press, Inc., 47 Cal. Rptr. 3d 206, 141 Cal. App. 4th 1550 (Cal. Ct. App. 2006).

Opinion

Opinion

WOODS, J.

INTRODUCTION

Plaintiff/appellant, Michael C. Seever (Seever), appeals from an adverse judgment following a jury trial and from postjudgment orders awarding costs of suit to defendant/respondent, Copley Press, Inc. (Copley). 1 Seever contended at trial that Copley’s termination of his 18-year employment was motivated by age (50 years) and disability (shoulder injury) discrimination and further Copley failed to provide a reasonable accommodation. Copley defended on the basis that Seever’s termination, with 17 other people, was dictated by business necessity because the Daily Breeze was losing money as demonstrated by a projected loss of more than $2 million in 2001 alone.

For the reasons hereafter given, we affirm the judgment but reverse the postjudgment orders in part and remand for further proceedings.

FACTUAL AND PROCEDURAL SYNOPSIS

Seever’s employment at the Daily Breeze.

The Daily Breeze is a daily newspaper located in Torrance, California, and serves the south bay area of the County of Los Angeles. Seever worked in the *1554 maintenance department and was responsible for facilities maintenance, air conditioning, minor electrical and remodeling jobs, painting and equipment monitoring. Seever advanced from maintenance mechanic to supervisor to building superintendent, which was a salaried position with exempt status. During Seever’s last position, his manager, one Tom Hellems, concluded Seever should not be doing any maintenance work himself in view of his salaried, exempt position, and he should delegate the hands-on work to employees hired on an hourly basis. By a series of performance memos directed to Seever from 1990 to 1993, Seever was directed to cease doing hands-on work and to delegate such work to other employees. Hellems thereafter no longer saw Seever doing hands-on work and had no reason to suspect Seever of disobeying his directives to be a desk manager only.

Financial losses of the Daily Breeze.

The Daily Breeze was in competition with the Los Angeles Times whose circulation was 14 times as large. By 2001, the Daily Breeze lost $1,296 million in the first quarter of the year with a projected loss of $2 million by year’s end. In order to cut expenses, Art Wible, the Daily Breeze publisher, gave a directive to his executive team to look carefully at their respective departments and to eliminate any unnecessary positions. Two sister papers owned by Copley had been closed down in the late 1990’s and Wible felt the Daily Breeze’s management ranks had been bloated ever since. As part of the elimination process, Wible made the decision to eliminate the position of general manager and to assume those duties himself.

Following the analysis of the department that Hellems supervised, he noted that Seever was not actively working but had been out of work since February 27, 2001, after tripping over his cat and injuring his shoulder. Seever had been away from work for over 16 weeks in 2000 to care for his ailing wife. During Seever’s absence, Hellems had asked Seever’s subordinate, one Kevin McCarthy, the maintenance leadman, to handle day-to-day management duties in the department in addition to his regular hands-on maintenance duties. In spite of being without a building maintenance superintendent for eight of the last 17 months, Hellems concluded that the department was functioning adequately and capably. As a result, Hellems recommended eliminating the building superintendent’s position which would result in annual savings of Seever’s position in the amount of $47,000. Hellems was required to justify his recommendation in writing by human resources director Caryn Ratcliff. Ratcliff prepared a matrix comparing Seever’s and McCarthy’s tenure, evaluations and equal employment opportunity (EEO) data to ensure there were no red flags in eliminating Seever’s position.

*1555 The Daily Breeze eliminated 18 positions, including four senior-level managers and the job of building superintendent. Contrary to a loss projection of $2 million in 2001, Copley ended up showing a loss of $4.3 million for the year.

Seever’s superior court action.

On July 11, 2002, Seever filed an action in the Los Angeles County Superior Court against Copley Press, Inc., Daily Breeze, and 100 fictitious defendants, alleging causes of action as follows: “Complaint for damages for: [f] (1) Disability discrimination in violation of FEHA; [f] (2) Disability discrimination in violation of public policy; [f] (3) Family and medical leave discrimination in violation of FEHA; [f] (4) Family and medical leave discrimination in violation of public policy; [f] (5) Age discrimination in violation of FEHA; [f] [and] (6) Age discrimination in violation of public policy.”

On August 26, 2002, Copley filed its “Answer of Defendant The Copley Press, Inc. to Complaint” (unverified) alleging 24 affirmative defenses on behalf of Copley alone, contending that the Daily Breeze was erroneously sued as the Daily Breeze which is an operative division of Copley and not a separate legal entity.

Discovery and trial subpoena.

Seever noticed and took 20 depositions. Seever also propounded 780 document demands on Copley. After close of formal discovery, Seever served a trial subpoena on Copley for every single financial document relating to Copley and its divisions over the preceding five years.

Copley responded to the subpoena by making a motion to quash on the ground the subpoena was overbroad. The trial court ordered instead that Copley produce the Daily Breeze profit and loss statements and balance sheets for the two years prior to termination of Seever, and any financial documents on which Copley planned to rely at time of trial. In response, Copley produced the Daily Breeze profit and loss statements and balance sheets called for in full. Copley also produced an annual income statement showing 2001 year-end totals for the Daily Breeze.

In the face of Seever’s accusation that Copley was withholding audited financial records, Copley explained that the only audited records it had were compilations of financial data for all Copley divisions, which were never ordered produced, and that a stand-alone audited statement for just the Daily Breeze did not exist. Copley offered to produce its audited statements in *1556 camera in light of the fact the statements contained confidential financial information relating to a privately held entity. Seever did not object and the court conducted an in camera review and determined that Copley had complied with the order of the court.

Jury trial, verdict, cost order, motion for new trial and motion to tax costs.

The matter took three weeks to try. Verdict was in favor of Copley on all counts. The defense verdict was unanimous on the causes of action for failure to accommodate and medical leave discrimination. Seever made a motion for new trial, to tax costs or to strike Copley’s claimed costs, which were all denied.

Seever filed a timely notice of appeal.

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Cite This Page — Counsel Stack

Bluebook (online)
47 Cal. Rptr. 3d 206, 141 Cal. App. 4th 1550, Counsel Stack Legal Research, https://law.counselstack.com/opinion/seever-v-copley-press-inc-calctapp-2006.