Young v. RemX Specialty Staffing
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Employer, a temporary staffing company, hired Young as a temporary worker in 2013 and assigned Young to a temporary position at BOW. On Friday, August 16, Young had a telephone altercation with Employer’s representative, who claimed Young was verbally abusive. Young testified the representative “basically” told Young she was “fired” and “implied” the firing was from Employer, rather than the BOW assignment. A contemporaneous internal email characterized the representative's message to Young as being that she was not to return to BOW due to her threatening behavior. Young reported for work at BOW on Monday, August 19. Another Employer representative escorted her out. Young was paid on August 23, for work performed the week of August 12 and on August 30 for work performed on August 19, in accordance with Employer’s regular payroll schedule.
Young sued. In 2021—after arbitration of Young’s individual claims and dismissal of her class claims, Young’s only remaining claim was for Private Attorneys General Act (Lab. Code 2699, PAGA) penalties based on Employer’s alleged failure to timely pay final wages to a discharged employee (Labor Code 201.3(b)(4)). The court of appeal affirmed summary judgment for Employer. Section 201.3(b)(4) applies when a temporary services employer discharges an employee from employment with the temporary services employer, not when that employer terminates an employee from a particular work assignment. Young failed to demonstrate a dispute of fact as to whether she was discharged from work with Employer.
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