Wilson v. Tri-City Hospital District

221 Cal. App. 3d 441, 270 Cal. Rptr. 436, 1990 Cal. App. LEXIS 631
CourtCalifornia Court of Appeal
DecidedJune 15, 1990
DocketD010220
StatusPublished
Cited by11 cases

This text of 221 Cal. App. 3d 441 (Wilson v. Tri-City Hospital District) 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
Wilson v. Tri-City Hospital District, 221 Cal. App. 3d 441, 270 Cal. Rptr. 436, 1990 Cal. App. LEXIS 631 (Cal. Ct. App. 1990).

Opinion

Opinion

BENKE, J.

Introduction

In this case we are called upon to interpret the Supreme Court’s recent opinion in Phillips v. Desert Hospital Dist. (1989) 49 Cal.3d 699 [263 Cal.Rptr. 119, 780 P.2d 349] (Phillips). In Phillips the court held that a written notice which alerts a public entity to the existence of a claim for monetary damages and an impending lawsuit but fails to comply substantially with the requirements of the claim presentation statute must be treated by the public entity as a defective “claim” which triggers operation of Government Code sections 910.8, 911 and 911.3. 1 Those sections require that a public entity notify a claimant of any insufficiencies of content or timeliness which prevent a claim as presented from satisfying the requirements of the claim statute and provide that failure to give such notice waives any defenses based on such insufficiencies.

Here the plaintiff’s prior attorney sent a hospital district’s board of directors a letter setting forth the plaintiff’s contention he was wrongfully terminated and threatening further action if the matter was not amicably resolved. The hospital responded by retaining counsel of its own, who, in a series of letters to plaintiff’s current counsel, advised that the district would not pay plaintiff anything more than he had already received in severance *444 pay. However, the district never sent the plaintiff any notice under sections 910.8, 911 or 911.3. Under Phillips we believe the correspondence between counsel triggered an obligation under sections 910.8, 911 and 911.3. Accordingly, we reverse the judgment entered in favor of the hospital district.

Summary of Facts

A. Termination and Correspondence

On April 17, 1984, plaintiff and appellant Dwight E. Wilson was terminated from his employment as assistant administrator/director of finance for defendant and respondent Tri-City Hospital District (Tri-City/district).

On May 9, 1984, Attorney David L. McKenzie sent Tri-City’s board of directors a letter in which McKenzie stated he was retained to represent Wilson with respect to Wilson’s termination. 2 McKenzie advised the board “My initial feeling is that Mr. Wilson’s termination was wrongful and a breach of the implied covenant of good faith dealing with permanent employees. [fl]I would invite a meeting between your counsel and I to see if an amicable solution can be arrived at quickly either by way of reinstatement, re-employment, severance pay or whatever. [fljPlease let me hear from you immediately or I will be forced to take further action.”

Tri-City retained Attorney Dirk T. Metzger to respond to McKenzie’s letter. On May 15, 1984, Metzger sent McKenzie a letter in which he informed McKenzie that Wilson received the salary he was owed at the time of termination, accrued vacation and sick leave and 90 days of severance pay. The last paragraph of Metzger’s May 15, 1984, letter stated: “The hospital has violated no contractual obligations, express or implied, between it and Mr. Wilson. Reinstatement or re-employment are not feasible options and, as stated, Mr. Wilson has already received substantial severance pay. We trust the foregoing information supplements your own and provides the answers for any questions you may have.”

By July 20, 1984, Wilson had retained new counsel, Attorney Dale R. Larabee. On that day Larabee sent Metzger a letter in which he referred to a recent telephone conversation about Wilson’s case. 3 In the letter Larabee posed the following questions: “1. What is the Hospital’s justification for firing Wilson? [i[]2. If it is incompetence, what is the incompetence? [1f]3. The Hospital Manual also talks about counseling, warning, etc. Is the *445 Hospital taking the position Wilson was counseled or warned prior to being fired?” At the end of Larabee’s July 20 letter, he stated: “Assuming this case has to go on to litigation, I’m concerned about the grievance procedure. Since Wilson was fired by the Hospital Administrator, the grievance seems an unnecessary waste of time. I would like an agreement from someone we may bypass that administrative step and immediately go to court. Don’t get me wrong, we’re certainly willing to work this out if it can be worked out. It’s just something you and I need to talk about if we are unable to do so.”

On August 2, 1984, Larabee sent Metzger a second letter which made reference to Larabee’s earlier letter and concluded “If your client is not interested in working out a reasonable settlement with Mr. Wilson, I’d suggest you tell me that and we can file the lawsuit forthwith.”

Metzger responded on August 6, 1984: “It is unclear from your correspondence what a ‘reasonable settlement’ entails. As I indicated in correspondence to Mr. Wilson’s prior attorney on May 15, 1984, Mr. Wilson has already received substantial severance pay by virtue of his own request and characterization of separation of the hospital and reinstatement or reemployment are not feasible options either for the hospital or your client. [fl]If Mr. Wilson is looking for something besides money, we would, of course, be pleased to discuss the matter further with you. If Mr. Wilson’s only interest is in money, then he has been paid.” Apparently out of lawyerly caution Metzger closed his letter with the following statement: “This correspondence is intended to constitute prelitigation settlement discussions and is intended to be protected from consideration as evidence at any subsequent proceeding by applicable statutory and case law protections in that regard.”

Larabee fired the final salvo in this exchange the next day, August 7, 1984: “I have your letter of August 6th. I am most certainly going to be asking for substantial money on Mr. Wilson’s behalf as a ‘reasonable settlement.’ In light of the language in your letter, I can see the Hospital is not interested in paying any money. [1j]Will the Hospital waive any further discussions between us and administrative actions so I can file a lawsuit on Wilson’s behalf? It seems the most logical thing to do. [^Finally, will you accept service on behalf of your client?”

B. Litigation

On September 27, 1984, Wilson filed a wrongful termination and breach of covenant complaint against Tri-City. Tri-City answered the complaint on October 22, 1984. Tri-City’s answer raised the provisions of sections 900.4, 905 and 911.2 as an affirmative defense.

*446 During the course of the litigation Wilson filed a second amended complaint in which he alleged his counsel’s correspondence with the board of directors and Metzger constituted substantial compliance with the provisions of the claims statutes or in the alternative that Tri-City waived or was estopped from asserting the statute.

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Bluebook (online)
221 Cal. App. 3d 441, 270 Cal. Rptr. 436, 1990 Cal. App. LEXIS 631, Counsel Stack Legal Research, https://law.counselstack.com/opinion/wilson-v-tri-city-hospital-district-calctapp-1990.