Celotex Corp. v. Catrett

Holding that a movant's summary judgment motion should be granted "against a [nonmovant] who fails to make a showing sufficient to establish the existence of an element essential to that party's case, and on which that party will bear the burden of proof at trial"

Aguilar v. Atlantic Richfield Co.

Concluding that the gathering and dissemination of pricing information by the petroleum companies through an independent industry service did not imply collusive action where there was no evidence the information was misused as a basis for an unlawful conspiracy; rather, evidence suggested that individual companies used all available resources “to determine capacity, supply, and pricing decisions which would maximize their own individual profits”

Villiarimo v. Aloha Island Air, Inc.

Holding that summary judgment was appropriate even where the decision-maker's reason is "foolish or trivial or even baseless"

Yanowitz v. L'Oreal USA Inc.

Holding that to establish a "protected activity," an "employee's communications to the employer [must] sufficiently convey the employee's reasonable concerns that the employer has acted or is acting in an unlawful discriminatory manner."

Gilmour v. Gates, McDonald and Co.

Holding claim raised in brief in opposition to summary judgment was not before the court on appeal because it was not in the complaint

Lyle v. Warner Brothers Television Productions

Holding that "California courts have adopted the same standard as [Title VII] for hostile work environment sexual harassment claims."

Bradley v. Harcourt, Brace & Co.

Holding that the plaintiff's evidence was insufficient as a matter of law to rebut the strong same-actor inference

Janken v. GM Hughes Electronics

Holding that "[t]he intentional infliction of emotional distress claim fails" where "[t]he factual allegations . . . plead claims of discrimination" but not more

White v. Ultramar, Inc.

Holding that a single act of retaliatory termination demonstrated that a middle manager "determined corporate policy"

Hersant v. Department of Social Services

Holding that "to avoid summary judgment, an employee claiming discrimination must offer substantial evidence that the employer's stated nondiscriminatory reason for the adverse action was untrue or pretextual, or evidence the employer acted with a discriminatory animus, or a combination of the two, such that a reasonable trier of fact could conclude the employer engaged in intentional discrimination.

Rule 56 - Summary Judgment

Holding a party may move for summary judgment on any part of any claim or defense in the lawsuit

Section 12203 - Prohibition against retaliation and coercion

Providing that "No person shall discriminate against any individual because . . . such individual made a charge . . . under [the ADA]" and making it unlawful for an employer to retaliate against an employee because the employee requested an accommodation

Section 3294 - When damages recoverable for sake of example and by way of punishment; employer liability for acts of employee; death from homicide

Stating plaintiff may recover punitive damages "in addition to the actual damages"

Section 45 - Libel defined

Defining libel

Section 1102.6 - Burden of proof in civil action

Allocating burdens of proof in “a civil action or administrative proceeding”

Section 245.5 - Definitions

Section 825.220 - Protection for employees who request leave or otherwise assert FMLA rights

Adopting a "negative factor" standard