How Small Procedural Mistakes Can Derail a California Employment Claim

California employment law can be notoriously complex, particularly when it comes to navigating the procedural rules that govern discrimination and wrongful termination claims. Even when someone has a strong case, failing to follow the proper procedures can lead to dismissal of the case before it even gets to trial. A recent decision from a California Court of Appeals highlights just how easily a case can be derailed by procedural missteps.

The Facts of the Case

In this particular case, an employee filed a lawsuit claiming that she had been discriminated against on the basis of her mental health disability. The case was ultimately rejected, not because of the facts or the merits of her discrimination claim, but because she failed to follow the necessary steps to properly pursue her legal claim. The court found that she had not exhausted her administrative remedies—a critical step in employment law cases. This procedural oversight meant her case was dismissed before the substantive issues could even be addressed.

The facts that led up to the case were straightforward. The employee had been working as a psychologist for a school district and believed that she was discriminated against when her contract was not renewed. She initially filed a complaint with the appropriate state agency, claiming she had been discriminated against based on her sex and gender. After some time, she sought to amend her complaint to include claims related to mental health disability discrimination. However, the procedural issues that followed became the main focus of the case.

The employee’s legal battle started when her original administrative complaint only included claims related to gender and sex discrimination. Later, she attempted to expand her case to include allegations of mental health disability discrimination. However, by the time she tried to add these new claims, the court found that she had failed to follow the proper steps to pursue them. The school district filed a motion to exclude the new claims, arguing that the employee had not taken the necessary procedural steps to exhaust her administrative remedies for the disability discrimination theory. In response, the trial court ruled that the employee was barred from pursuing her mental health disability claim because she had not properly exhausted the available administrative processes, and it dismissed her case.

Pre-Lawsuit Requirements in California

In California, before an employee can file a lawsuit for discrimination, they must first file a timely complaint with the Department of Fair Employment and Housing (DFEH) and obtain a right-to-sue letter. These administrative procedures are non-negotiable, and courts will dismiss a case if a plaintiff has not complied with them. In this instance, the appellate court found that the employee had not done enough to ensure that her mental health disability claim was properly exhausted through the DFEH before she tried to pursue it in court. The court emphasized that administrative remedies must be exhausted for each specific claim, and an amendment to a complaint will only relate back to the original if the new claims are sufficiently supported by the facts alleged in the initial filing.

For employees who believe they have experienced discrimination or other unlawful treatment at work, this case serves as an important reminder of just how difficult it can be to pursue an employment claim in California. Strict procedural rules, including timely filings and the exhaustion of administrative remedies, can create significant hurdles. Even when the facts of the case may support a valid claim, failure to follow the correct procedures can result in the case being thrown out before it even gets to court.

Finding an Experienced California Employment Lawyer

It is critical to have skilled legal counsel when navigating an employment law case in California. The legal landscape is complex, and small procedural missteps can have huge consequences. If you’ve experienced discrimination, wage theft, wrongful termination, or any other unlawful workplace treatment, it’s important to work with a law firm that understands the intricacies of California employment law. At Hardin Law Group, we have the knowledge and experience to help you successfully handle your employment claim. Our qualified California employment attorneys know how to navigate the procedural hurdles and ensure that your case is handled correctly from the beginning. If you believe you’ve been wrongfully terminated, discriminated against, or suffered any other employment violation, don’t wait. Contact Hardin Law Group today at (949) 337-4810 to schedule a free consultation. We’re here to help you achieve the justice you deserve.