Facts

In March 2016, Lauren Jones began working in the City and County of San Francisco's (CCSF) Department of Technology as a temporary Communications Manager. Nearly a year later, her temporary position became permanent. In 2018, Jones became pregnant. She took maternity leave from August 2018 to January 2019. When she returned to work in January, her position changed to "Enterprise Media Manager." On October 17, 2019, Jones filed a complaint with CCSF's internal Equal Employment Opportunity Division. She was interviewed in February but two days after, she was notified her contract would be terminated on March 2, 2020. Jones then filed a complaint with CCSF's internal Equal Employment Opportunity Divison, reporting a hostile work environment, harassment, discrimination and violation of her rights under the California Family Rights Act (CFRA) and California Pregnancy Disability Leave Law (PDLL). On May 4, 2020, she filed a charge against CCSF with the California Department of Fair Employment and Housing contending generally the same. After DFEH issued the right-to-sue letter in February 2021, Jones then filed suit in San Francisco Superior Court.

PLAINTIFF'S CONTENTIONS: Plaintiff contended that when she returned from her maternity leave, she was demoted. When she asked as to why the change in title, she was given ambiguous answers about restructuring and her position no longer being needed. Yet, though she was provided cryptic reasons for the change in her job title, she still observed the employees who had been reassigned her job duties while on maternity leave, continuing to perform her former job duties. Moreover, defendant actively recruited for positions that were substantially similar to plaintiff's former role. When plaintiff offered to support those "new" roles, she was ignored and, while she attempted to thrive in her new position, she received no support, training or guidance. After she filed her complaint with and was interviewed by defendant, her notice of termination provided no explanation as to why she was let go. Defendant continued to post a job opening for the position that was similar to the one she had before her pregnancy leave. A year after plaintiff filed her complaint with CCSF, it had not concluded its investigation. Plaintiff alleged that CCSF's supervisory and/or management-level staff were directly responsible for violating plaintiff's rights under the CFRA, ultimately resulting in her termination. Specifically, she filed a complaint for CFRA and PDLL interference and retaliation, plus FEHA retaliation and wrongful termination in violation of public policy.

DEFENDANTS' CONTENTIONS: Defendants denied all contentions, generally noting that departmental restructuring merited the changes.

Result

The case settled for $95,000.