Redondo v. County of Los Angeles CA2/2 ( 2023 )


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  • Filed 12/29/23 Redondo v. County of Los Angeles CA2/2
    NOT TO BE PUBLISHED IN THE OFFICIAL REPORTS
    California Rules of Court, rule 8.1115(a), prohibits courts and parties from citing or relying on opinions
    not certified for publication or ordered published, except as specified by rule 8.1115(b). This opinion
    has not been certified for publication or ordered published for purposes of rule 8.1115.
    IN THE COURT OF APPEAL OF THE STATE OF CALIFORNIA
    SECOND APPELLATE DISTRICT
    DIVISION TWO
    CYNTHIA REDONDO et al.,                                     B323026, consolidated with
    B324398
    Plaintiffs and
    Appellants,                                                 (Los Angeles County
    Super. Ct. No.
    v.                                                21STCV07421)
    COUNTY OF LOS ANGELES,
    Defendant and
    Respondent.
    APPEAL from a judgment and postjudgment order of the
    Superior Court of Los Angeles County, William F. Fahey, Judge.
    Affirmed.
    Alexander Morrison + Fehr, Tracy L. Fehr; Romero Law,
    Alan Romero and Lucas Rowe for Plaintiffs and Appellants.
    Peterson, Bradford, Burkwitz, Gregorio, Burkwitz & Su,
    Avi Burkwitz, Sherry Gregorio, Gayane Muradyan and Jade
    Yang for Defendant and Respondent.
    ******
    Three female Los Angeles County Sheriff’s deputies alleged
    they were subjected to unchecked sexual harassment,
    discrimination, retaliation, and intimidation by their coworkers
    at the courthouse where they were stationed. The trial court
    dismissed all of the deputies’ claims on summary judgment and
    then granted the employer attorney fees because the deputies
    persisted in pressing their lawsuit even after it became obvious
    there was “no evidence” supporting certain key elements of their
    claims. We independently agree with the grant of summary
    judgment and find no abuse of discretion in the award of fees.
    Accordingly, we affirm.
    FACTS AND PROCEDURAL BACKGROUND
    I.    Facts
    A.    Plaintiffs’ employment
    Cynthia Redondo (Redondo), Daisy Funes (Funes), and
    Jennifer Khanna (Khanna) (collectively, plaintiffs) are all
    deputies with the Los Angeles County Sheriff’s Department (the
    Department) and, at the times pertinent to the claims in this
    case, worked at the Norwalk Courthouse (the Courthouse).
    Khanna began her employment with the Department in January
    2001 and was assigned to the Courthouse in September 2016.
    Funes began her employment with the Department in April 2012
    and was assigned to the Courthouse in June 2017. Redondo
    began her employment with the Department in October 2007 and
    2
    was assigned to the Courthouse in April 2020. Above plaintiffs in
    the chain of command was a sergeant and, above him, a
    lieutenant. Plaintiffs enjoyed their work environment at the
    Courthouse until the fall of 2019, when Daniel Genao (Genao)
    and Dolores Guerrero (Guerrero) were transferred to that
    location.
    B.     Conduct by Genao
    Genao was assigned to the Courthouse at the end of 2019.
    1.    Inappropriate sexual conduct
    Genao began making sexually inappropriate comments in
    January 2020. In front of Funes and Khanna, he made crude
    remarks about the judge for whom he served as a bailiff. Funes
    and Khanna also overheard Genao say that he was “confus[ed]”
    by Guerrero’s sexuality because, though she is a lesbian, she
    would look at Genao as if she wanted him to “grab her against
    the wall and just fuck her.”
    While in the first-floor lockup of the Courthouse—where
    inmates are held pending their hearings—Genao would make
    bodily movements and loud noises as if he was having an orgasm.
    Funes and Redondo witnessed this offensive conduct a few times;
    Khanna did not personally witness it but was uncomfortable
    upon later learning it took place.
    2.    Treatment of female deputies
    Plaintiffs recounted other conduct by Genao that they
    found offensive. Among other things, Genao:
    ●      once rejected assistance from Redondo, causing her to
    feel “belittled”;
    ●      once contradicted the orders Funes had made to
    inmates Funes was transporting from lockup to the courtrooms;
    3
    ●     mocked Funes on one occasion for obeying COVID-19
    social distancing rules on an elevator, and on a different occasion
    for not participating with other deputies in monitoring a protest
    because she had a doctor’s appointment;
    ●     once yelled at Redondo for completing one of Genao’s
    tasks for him;
    ●     told other deputies that he “lost the little respect” he
    had for Khanna after she voiced disagreement with a patrol
    assignment;
    ●     once “threw a tantrum” and used profanity in
    referring to Khanna after she moved inmates to the first-floor
    lockup; and
    ●     once criticized a different female deputy for making a
    mistake and stating that she is “stupid” and “needs to retire.”
    Plaintiffs felt that Genao’s treatment of them and other female
    deputies was different than how he treated their male
    counterparts. His conduct also appeared to be infectious; a
    different male deputy called Funes a “fucking bitch” during a
    debate about politics, and another told her, “[Y]eah motherfucker,
    there’s a new sheriff in town and I suggest that you get the fuck
    out of here.”
    3.     Plaintiff’s report and the Department’s response
    On June 19, 2020, plaintiffs together went to their
    sergeant’s office to report Genao’s conduct. The sergeant
    questioned plaintiffs’ allegations and initially attempted to
    explain away Genao’s behavior, suggesting that Genao was just
    having a “bad day” and that plaintiffs should have first discussed
    their issues with Genao directly. As required, however, the
    sergeant referred plaintiffs’ complaint to the County Office of
    Equity, which launched an investigation.
    4
    A couple of days after they reported Genao, plaintiffs’
    lieutenant put out radio calls to each of them to come to his office
    for a meeting, at which he instructed them to submit written
    statements summarizing their allegations. Plaintiffs prepared
    their statements on the bank of computers in the Department’s
    office. The lieutenant separated plaintiffs from Genao while the
    investigation was pending: Specifically, Genao was ordered to
    remain in the first-floor lockup of the Courthouse, and plaintiffs
    were ordered to not go to that location, although plaintiffs still
    occasionally encountered Genao in the Courthouse. To further
    “defuse the situation,” the lieutenant told Genao about plaintiffs’
    report. The separation order lasted approximately one month.
    After completing its investigation, the Department
    transferred Genao to a different courthouse (and hence away
    from plaintiffs).
    C.    Conduct by Guerrero
    Guerrero was assigned to the Courthouse in August 2019.
    1.    Slashing of Khanna’s tire
    On June 23, 2020, Khanna turned on her car to drive home
    at the end of her shift, and the tire pressure light turned on.
    Khanna kicked the tires, but did not see anything wrong. She
    drove home. By the time she arrived, the tire was flat, so
    Khanna’s husband took the car to a tire shop, where a “workman”
    informed him that the tire had been slashed. Khanna is “not a
    car person,” but concluded that the tire had been slashed by a
    blade and further concluded that Guerrero was responsible
    because (1) Guerrero was friends with Genao and showed
    “resent[ment]” for Khanna’s report about Genao by “roll[ing] her
    eyes” and “scowl[ing]” at Khanna; and (2) Guerrero had a “daily
    5
    routine” of exercising in the parking structure during a late lunch
    break that hardly anyone else shared.
    The Department investigated, and issued an incident
    report regarding the damage to Khanna’s vehicle, but found no
    evidence that any Department employee was responsible.
    2.    Interaction with Funes
    Funes and Guerrero did not have a pleasant working
    relationship. According to Funes, Guerrero would “intentionally”
    make mistakes on paperwork to make Funes’s job harder and to
    “annoy” Funes, and would “single . . . out” Funes with
    “antagonistic” orders over the radio system. Sometimes Guerrero
    would bring pastries for all of the deputies except Funes, noting
    that Guerrero only brings them for her “friends”; Guerrero also
    organized a potluck despite social distancing rules and “excluded”
    Funes, Redondo, and Khanna. Guerrero would also “mad dog[]”
    Funes. Funes complained about Guerrero to her supervisors, and
    Guerrero was “counseled” about professionalism in the
    workplace. Funes also reported Guerrero to the sergeant and
    lieutenant for coming to work with a hangover and taking a nap
    on the clock.
    In September 2021, Funes did a pat-down search of an
    inmate and found no contraband. When Guerrero later searched
    the same inmate, Guerrero found drugs. When a senior deputy
    confronted Funes about not finding the drugs, Funes argued with
    the senior deputy that it was not her job to conduct a thorough
    search. When Guerrero got fed up waiting for Funes to finish
    arguing with the senior deputy, Guerrero dropped the drugs into
    an open pocket on Funes’s uniform, said, “[H]ere are your drugs”
    to be booked into evidence, and walked away.
    6
    D.    Khanna’s vacation request for religious
    observance
    Khanna practices Judaism and attends temple services for
    the holiest Jewish holidays. Khanna’s requests for time off to
    observe the Passover holiday, as well as other Jewish holidays,
    were consistently granted by the Department for the 10 to 15
    years prior to 2020. The Department initially granted her
    requests to use accrued vacation time on April 9, 2020 and April
    16, 2020 to observe the Passover holiday, but her requests were
    subsequently denied when the Department issued a policy on
    March 12, 2020 cancelling “all vacations” “in light of the threat
    of” COVID-19. Khanna used accrued sick time instead to observe
    Passover.
    II.    Procedural Background
    A.    Plaintiffs’ complaint
    Plaintiffs sued the County of Los Angeles (the County) on
    February 24, 2021. In the operative first amended complaint, all
    three plaintiffs alleged that Genao’s conduct and the
    Department’s response gave rise to causes of action for (1)
    sex/gender harassment under the Fair Employment and Housing
    Act (FEHA) (Gov. Code, § 12900 et seq.); (2) discrimination on the
    basis of sex/gender under FEHA; (3) retaliation under FEHA and
    Labor Code section 1102.5; and (4) failure to prevent
    discrimination, harassment and retaliation under FEHA.
    Khanna also asserted separate causes of action for (1) religious
    creed discrimination under FEHA, based on the denial of her
    vacation request to observe Passover; and (2) violations of the
    Tom Bane Civil Rights Act (Bane Act) (Civ. Code, § 52.1 et seq.)
    and the Ralph Civil Rights Act of 1976 (Ralph Act) (id., § 51.7 et
    seq.), based on the damage to her tire.
    7
    B.     The County’s motion for summary judgment
    The County moved for summary judgment. After further
    briefing, and an initial ruling by the trial court granting plaintiffs
    an opportunity to cure the deficiencies in their over 300-page
    separate statement, the court granted the County’s motion.
    The trial court concluded that plaintiffs “fail[ed] to present
    competent evidence showing that there are material disputed
    issues to be tried.” (Italics in original.) The court ruled that
    plaintiffs’ sex/gender harassment claim failed as a matter of law
    because the conduct alleged as harassment was committed by a
    nonsupervisory coworker, and on the undisputed facts, was not
    attributable to the Department. The court ruled that plaintiffs’
    two claims for retaliation as well as their claim for sex/gender
    discrimination failed as a matter of law because the undisputed
    facts established that they did not suffer any adverse
    employment action. The court rejected Khanna’s separate claims
    because the undisputed facts showed that the Department did
    accommodate her religious observance and because Khanna’s
    belief that Guerrero or any other deputy was responsible for
    slashing her tire was “mere speculation” based entirely on
    “inadmissible hearsay.” The court rejected plaintiffs’ failure to
    prevent FEHA harassment, discrimination and retaliation claims
    as wholly derivative of their other, unsuccessful FEHA claims.
    C.     The County’s motion for attorney fees
    On August 26, 2022, the County filed a motion seeking
    $28,215 in attorney fees incurred in connection with the
    summary judgment motion and trial preparation.1 After further
    1     The County also requested $40,989.84 in costs, but the trial
    court denied that request as untimely and the County does not
    challenge that ruling on appeal.
    8
    briefing and a hearing, the trial court issued a ruling granting
    the County’s motion.
    D.    Plaintiffs’ appeals
    Plaintiffs appealed the trial court’s judgment for the
    County and the trial court’s attorney fee order. We consolidated
    the two appeals.
    DISCUSSION
    Plaintiffs argue that the trial court erred in granting
    summary judgment on their claims and awarding the County
    attorney fees.
    I.      Ruling on Summary Judgment
    Summary judgment is appropriate when the moving party
    shows “[it] is entitled to a judgment as a matter of law” (Code
    Civ. Proc., § 437c, subd. (c)) because, among other things, the
    nonmoving party (here, plaintiffs) cannot establish “[o]ne or more
    of the elements of the[ir] cause of action” (id., subds. (o)(1) &
    (p)(2)). (QDOS, Inc. v. Signature Financial, LLC (2017) 
    17 Cal.App.5th 990
    , 998.) In this way, summary judgment serves as
    “‘a vehicle to weed the judicial system of an unmeritorious case.’”
    (Hernandez v. Superior Court (2003) 
    112 Cal.App.4th 285
    , 299.)
    Summary judgment should be denied only when there are
    “genuine” or “triable” issues of fact to be resolved at trial—that is,
    when “the evidence would allow a reasonable trier of fact to find .
    . . in favor of the party opposing the [summary judgment]
    motion.” (Serri v. Santa Clara University (2014) 
    226 Cal.App.4th 830
    , 860, (Serri), citing Aguilar v. Atlantic Richfield Co. (2001) 
    25 Cal.4th 826
    , 845; Code Civ. Proc., § 437c, subds. (f)(1), (o)(1) &
    (p)(2).) In applying this standard, we independently review the
    evidence before the trial court except the evidence to which an
    objection was made and sustained (and when that evidentiary
    9
    ruling is not challenged on appeal), and we view that evidence in
    the light most favorable to the nonmoving party, “resolving . . .
    any doubts” against summary judgment. (Salas v. Sierra
    Chemical Co. (2014) 
    59 Cal.4th 407
    , 415; Wilson v. 21st Century
    Ins. Co. (2007) 
    42 Cal.4th 713
    , 716-717; Roe v. McDonald’s Corp.
    (2005) 
    129 Cal.App.4th 1107
    , 1113 [where party opposing
    summary judgment does not challenge trial court’s evidentiary
    ruling to evidence, we consider that evidence “‘“‘properly
    excluded’”’”].) Because our review is de novo, our focus is the trial
    court’s ruling, and we may therefore affirm on any ground
    regardless of whether the trial court relied on that ground.
    (Burgueno v. Regents of University of California (2015) 
    243 Cal.App.4th 1052
    , 1057.)
    As a threshold matter, plaintiffs assert that the trial court
    unfairly enforced the procedural requirements attendant to
    motions for summary judgment by, in their view, unfairly
    criticizing them for filing a 293-page response to the County’s
    separate statement of undisputed facts that included an
    additional 519 new factual assertions and that was riddled with
    procedural errors. (See Cal. Rules of Court, rule 3.1350(f)(2)
    [setting forth requirements of opposition separate statement];
    Code Civ. Proc., § 437c, subd. (b)(3) [failure to comply with
    requirements for opposition separate statement “may constitute a
    sufficient ground, in the court’s discretion, for granting” summary
    judgment].) We reject this assertion for two reasons. First, any
    defects in the court’s procedural analysis are irrelevant because
    we are engaging in de novo review by looking at the admissible
    evidence in the record rather than whether—and how—that
    evidence was set forth in the parties’ separate statements.
    Second, the trial court did not commit any error that affected its
    10
    ruling on the merits because the court also looked at the evidence
    rather than focusing on the staggeringly inefficient way in which
    plaintiffs chose to summarize it. (See Collins v. Hertz Corp.
    (2006) 
    144 Cal.App.4th 64
    , 72-73 [purpose of separate statement
    defeated where trial court “is forced to wade through stacks of
    documents” and “cull through the arguments” to determine “what
    remains at issue”].)
    A.      Sex/gender harassment claim (by all plaintiffs)
    To prevail on a claim for sexual harassment under FEHA, a
    plaintiff must establish that (1) the employer subjected the
    plaintiff to verbal or physical contact of a sexual nature; (2) the
    conduct was unwelcome; and (3) the conduct was sufficiently
    “severe or pervasive” to alter the terms and conditions of the
    plaintiff’s employment, thereby creating an abusive working
    environment. (Beltran v. Hard Rock Hotel Licensing, Inc. (Dec. 5,
    2023, G062736) __ Cal.App.5th __ [2023 Cal.App.Lexis 941];
    Sheffield v. Los Angeles County (2003) 
    109 Cal.App.4th 153
    , 160-
    161; Lyle v. Warner Brothers Television Productions (2006) 
    38 Cal.4th 264
    , 283 (Lyle); Hughes v. Pair (2009) 
    46 Cal.4th 1035
    ,
    1045; Aguilar v. Avis Rent A Car System, Inc. (1999) 
    21 Cal.4th 121
    , 130; see also Gov. Code, §§ 12940, subd. (j), 12923.)2
    2      Because, as explained below, the resolution of plaintiffs’
    claims turns on whether the harassment is attributable to the
    employer—and not on whether the harassment itself is
    sufficiently “severe or pervasive” to constitute harassment—our
    Legislature’s recent clarification of the standard of what
    constitutes harassment and its general pronouncement that
    “[h]arassment cases are rarely appropriate for disposition on
    summary judgment” is not implicated in this case (Gov. Code, §
    12923, subds. (b) & (e)); we are effectively assuming plaintiffs
    were subjected to unwelcomed conduct of a sexual nature by
    11
    Whether the employer has subjected the plaintiff-employee to
    harassment—and thus can be liable for that harassment—
    depends on who is doing the harassment: If the harasser is a
    “supervisor,” the employer is strictly liable for any conduct by
    that individual; if the harasser is not a supervisor, the employer
    is liable only if the employer (1) “knew or should have known of
    the harassing conduct,” and (2) “failed to take immediate and
    appropriate corrective action.” (State Dept. of Health Services v.
    Superior Court (2003) 
    31 Cal.4th 1026
    , 1040-1041; Chapman v.
    Enos (2004) 
    116 Cal.App.4th 920
    , 928; see also Gov. Code, §
    12940, subd. (j)(1).)
    With respect to the second element of “immediate and
    appropriate corrective action,” an employer avoids liability for
    sexual harassment by a nonsupervisory co-employee under FEHA
    by taking “prompt, reasonable and efficacious remedial action” in
    response to an employee’s harassment complaint. (Mathieu v.
    Norrell Corp. (2004) 
    115 Cal.App.4th 1174
    , 1185.) “The
    employer’s obligation to take prompt corrective action requires (1)
    that temporary steps be taken to deal with the situation while
    the employer determines whether the complaint is justified and
    (2) that permanent remedial steps be implemented by the
    employer to prevent future harassment once the investigation is
    completed.” (Bradley v. Department of Corrections &
    Rehabilitation (2008) 
    158 Cal.App.4th 1612
    , 1630 (Bradley).)
    “The most significant immediate measure an employer can take
    in response to a sexual harassment complaint is to launch a
    prompt investigation to determine whether the complaint is
    Genao that was severe and pervasive, and focus entirely on
    examining whether that harassment is attributable to the
    County.
    12
    justified.” (Swenson v. Potter (9th Cir. 2001) 
    271 F.3d 1184
    , 1193;
    Mathieu, at p. 1185.) To fulfill this function, the investigation
    need not be “perfect”; it is enough that the investigation is a
    “reasonable” one that is neither “rigged to reach a pre-determined
    conclusion” nor “otherwise conducted in bad faith.” (Swenson, at
    pp. 1197, 1193, 1196.) Thus, “when harassment is by a
    nonsupervisory employee, an employer’s liability is predicated
    not on the conduct itself, but on the employer’s response once it
    learns of the conduct.” (Bradley, at p. 1631.)
    Both in their operative complaint and on appeal, plaintiffs
    base their FEHA harassment claim solely on Genao’s conduct.
    Because it is undisputed that Genao is not a supervisor,
    plaintiffs’ FEHA harassment claim against the County turns on
    whether the Department (1) knew or should have known of
    Genao’s conduct, and (2) failed to take “immediate and
    appropriate action” once it learned of that conduct.
    The undisputed facts establish both that (1) the
    Department had no knowledge of Genao’s conduct until plaintiffs
    reported it in June 2020, and (2) the Department thereafter took
    “immediate and appropriate action” in response to plaintiffs’
    report. With regard to the second point, after plaintiffs reported
    Genao’s conduct to their sergeant, the sergeant reported it to the
    lieutenant, who then referred the complaint to the County Office
    of Equity; while the Office of Equity investigated plaintiffs’
    report, the Department took steps to immediately halt any
    further harassment by physically separating Genao and plaintiffs
    into different parts of the Courthouse; and once the Office of
    Equity completed its investigation, the Department
    “involuntarily transferred” Genao to a different courthouse,
    thereby eliminating the danger of further harassment by Genao.
    13
    In sum, the Department’s response to plaintiffs’ complaints was
    reasonable as a matter of law, and thus precludes liability
    against the County.
    Plaintiffs raise several arguments, only four of which speak
    to the Department’s liability for harassment inflicted by a
    nonsupervisory co-employee.
    First, plaintiffs argue that the sergeant was “openly
    antagonistic” toward plaintiffs when they initially reported
    Genao’s misconduct, the sergeant did not take “real notes” during
    the June 2020 meeting, and the lieutenant at one point thereafter
    put his finger to his lips to “shush” Redondo. However, any
    factual dispute about whether the sergeant and lieutenant
    engaged in this conduct is not material because it is undisputed
    that, despite any inappropriate behavior that occurred while
    receiving plaintiffs’ report, the two supervisors did alert the
    Office of Equity, which conducted an investigation and took
    disciplinary action against the offender. (Accord, Banks v.
    Dominican College (1995) 
    35 Cal.App.4th 1545
    , 1551 (Banks)
    [plaintiff “may not avoid summary judgment by attempting to
    generate disputes of fact as to issues which are not material to
    the legal theories and claims in issue”].)
    Second, plaintiffs argue that their privacy rights were
    violated when the lieutenant called them over the common radio
    channel, directed them to prepare written statements on
    communal computers, and disclosed their complaint to Genao
    despite a County policy to keep reports of misconduct anonymous.
    These facts are not material because plaintiffs fail to draw any
    connection between them and the appropriateness of the
    Department’s corrective action. (Banks, supra, 35 Cal.App.4th at
    p. 1551.) Plaintiffs’ theory that the radio call coupled with their
    14
    use of the communal computers revealed to fellow deputies that
    plaintiffs had made a complaint about Genao is based on mere
    speculation; there is no evidence that the radio call referred
    specifically to their complaint of misconduct, no evidence that
    anyone saw or figured out what they were typing on the
    computers, and no evidence that anyone else “connected the dots”
    as plaintiffs now speculate they must have. (Santa Clara Valley
    Water Dist. v. Century Indemnity Co. (2023) 
    89 Cal.App.5th 1016
    ,
    1035 [party opposing summary judgment may not rely on
    inferences “‘derived from speculation, conjecture, imagination, or
    guesswork’”].) Plaintiffs’ assertion that the County violated its
    own policy by letting Genao know about their report is
    unsupported by any admissible evidence because (1) the trial
    court denied their request to judicially notice the policy, and they
    have not challenged that ruling on appeal; and (2) the only other
    evidence of the policy is their own recollection of the allegedly
    written policy, which is inadmissible hearsay. Indeed, the sole
    admissible evidence is Redondo’s deposition testimony that
    complaints are “usually” not disclosed to the subject; it is
    therefore undisputed that disclosure is sometimes warranted and
    that the disclosure here was made to “defuse” the situation, such
    that there was no violation of plaintiffs’ privacy rights.
    Third, plaintiffs argue that the sergeant’s attempts to
    discourage them from pursuing a complaint against Genao
    combined with the lieutenant’s disregard for their privacy
    establish ratification by the County of the harassment. To be
    sure, an employer’s “failure to intervene effectively to prevent or
    end sexual harassment in the workplace by a fellow employee can
    amount to a ratification of the misconduct for which the employer
    may be held liable.” (Birschtein v. New United Motor
    15
    Manufacturing, Inc. (2001) 
    92 Cal.App.4th 994
    , 1007; Thomas v.
    Regents of University of California (Nov. 29, 2023, A164550) __
    Cal.App.5th __ [2023 Cal.App.Lexis 925].) But here, the sergeant
    and lieutenant did intervene to end the sexual harassment by
    taking corrective action.
    Fourth, plaintiffs argue that the Department’s
    investigation and corrective action was “ineffectual” because
    plaintiffs would sometimes still encounter Genao outside the
    first-floor lockup and because Funes heard him, through a closed
    door, make a sexual noise one additional time after plaintiffs
    complained. Neither of these facts is material. The Department
    had “wide discretion in choosing how to minimize contact
    between” plaintiffs and Genao, and while ordering them to stay
    on separate floors of the Courthouse may not have been a perfect
    solution, it was a reasonable one pending the investigation of
    plaintiffs’ report. (Bradley, supra, 158 Cal.App.4th at p. 1630.)
    Moreover, plaintiffs do not claim that Genao engaged in any
    harassing conduct when they happened to encounter him; in fact,
    on one occasion when Funes encountered Genao, it was because
    Funes volunteered to assist him with a female inmate. As for
    Funes overhearing Genao’s sexually inappropriate conduct
    through a closed door, there is no evidence that Genao directed
    his conduct, though unquestionably distasteful, at any coworker
    who was offended by that conduct. (See Lyle, 
    supra,
     38 Cal.4th at
    p. 285 [a plaintiff “must show that the harassment directed at
    others was in her immediate work environment, and that she
    personally witnessed it”]; Yuknis v. First Student, Inc. (7th Cir.
    2007) 
    481 F.3d 552
    , 555-556 [“The more remote or indirect the act
    claimed to create a hostile working environment, the more
    attenuated the inference that the worker’s working environment
    16
    was actually made unbearable . . .”]; Harris v. Forklift Systems,
    Inc. (1993) 
    510 U.S. 17
    , 21-22 [requiring the victim to
    “subjectively perceive” the work environment as “objectively
    hostile” to trigger a Title VII violation]; cf. Bradley, at p. 1640
    [reasonableness of employer’s remedial measures “‘will depend on
    its ability to stop harassment by the person who engaged in
    harassment’”].) Nor is there any evidence that Funes lodged
    another complaint about Genao’s conduct.
    B.     Sex/gender discrimination claim and
    retaliation claims (by all plaintiffs)
    To prevail on claims of sex/gender discrimination under
    FEHA, retaliation under FEHA, and whistleblower retaliation
    under Labor Code section 1102.5, a plaintiff must establish—
    among other things—that her employer subjected her to an
    adverse employment action. (Guz v. Bechtel National, Inc. (2000)
    
    24 Cal.4th 317
    , 355 (Guz) [discrimination]; Gov. Code, § 12940,
    subd. (a) [same]; Yanowitz v. L’Oreal USA, Inc. (2005) 
    36 Cal.4th 1028
    , 1042 (Yanowitz) [retaliation under FEHA]; Gov. Code, §
    12940, subd. (h) [same]; Lawson v. PPG Architectural Finishes,
    Inc. (2022) 
    12 Cal.5th 703
    , 712 (Lawson) [whistleblower
    retaliation under Labor Code section 1102.5].) An adverse
    employment action is defined as an action by the employer that
    “materially” and “adverse[ly]” “affect[s] the terms and conditions
    of employment.” (Yanowitz, at p. 1036.) Reaching beyond firing,
    demoting, or refusing to promote the employee, adverse
    employment actions also include actions by the employer that are
    “reasonably likely to impair a reasonable employee’s job
    performance or prospects for advancement or promotion.” (Id. at
    pp. 1054-1055; Wysinger v. Automobile Club of Southern
    California (2007) 
    157 Cal.App.4th 413
    , 423.) However, those
    17
    actions must be material, and materiality is adjudged objectively.
    (Momah v. Dominguez (6th Cir. 2007) 
    239 Fed.Appx. 114
    , 123-
    124; Yanowitz, at p. 1054 [“objective perspective”]; Holmes v.
    Petrovich Development Co., LLC (2011) 
    191 Cal.App.4th 1047
    ,
    1063 [“‘objective evidence’”].) Thus, actions by an employer that
    do no more than subjectively “upset” or “‘humiliat[e]’” the
    employee, or are “‘not to [her] liking,’” are not adverse
    employment actions. (Yanowitz, at p. 1054; McRae v. Department
    of Corrections & Rehabilitation (2006) 
    142 Cal.App.4th 377
    , 386,
    393 (McRae); Light v. Department of Parks & Recreation (2017)
    
    14 Cal.App.5th 75
    , 92.) In addition, there must be a “‘causal
    link’” between the protected activity and the employer’s adverse
    employment action, which often is shown by a temporal
    relationship between the two. (Light, at p. 91.)
    Plaintiffs point to over 20 incidents at their work
    environment at the Courthouse, contending that they constitute
    adverse employment actions that are causally linked to their
    report of Genao.3 They do not. We group these incidents into
    3     The County asserts that plaintiffs’ laundry list of adverse
    employment actions exceeds the scope of the allegations in their
    operative complaint. We agree that plaintiffs have unfairly
    moved the target, but we nevertheless elect to exercise our
    discretion to address why the entirety of the actions proffered by
    plaintiffs fail to constitute adverse employment actions as a
    matter of law. (Conroy v. Regents of University of California
    (2009) 
    45 Cal.4th 1244
    , 1250 [“The materiality of a disputed fact
    is measured by the pleadings [citations], which ‘set the
    boundaries of the issues to be resolved at summary judgment’”];
    Oakland Raiders v. National Football League (2005) 
    131 Cal.App.4th 621
    , 648 [a “‘plaintiff cannot bring up new,
    unpleaded issues in . . . her opposing papers’”;
    “‘counterdeclarations are no substitute for amended pleadings’”].)
    18
    four buckets, each of which we discuss separately: (1) actions
    suffered by all plaintiffs, (2) actions suffered by Funes, (3) actions
    suffered by Redondo, and (4) actions suffered by Khanna.
    1.     Actions suffered by all plaintiffs
    All plaintiffs claim they suffered three of the same adverse
    employment actions—namely, (1) having to continue to work with
    Genao; (2) being prevented from performing their duties because
    they could not access the first-floor lockup; and (3) being
    “ostracized and shunned” by their fellow deputies when, for
    example, the deputies refused to share an elevator with plaintiffs,
    spoke to them in only “short, snappy replies,” and denied them
    backup.
    None of these actions constitute adverse employment
    actions as a matter of law. First, Genao’s conduct after plaintiffs
    made their report cannot be considered an adverse employment
    action by their employer because, as explained above, the
    Department took reasonable action to investigate and then
    discipline Genao and plaintiffs did not make the Department
    aware of any further misconduct by Genao; as a result, Genao’s
    conduct is not attributable to the County. Second, the
    Department’s action in telling plaintiffs not to access the first
    floor was not an adverse employment action; it was designed to
    separate plaintiffs from the coworker about whom they
    complained, which is a long-accepted and reasonable step to take
    during the pendency of an investigation. Plaintiffs’ assertion that
    the very action an employer takes to eliminate the danger of
    further harassment pending an investigation simultaneously
    constitutes an adverse employment action puts an employer in an
    impossible, no-win situation. We also reject plaintiffs’ related
    contention that inconsistencies in how the Department described
    19
    the separation to them is evidence of pretext, as it is undisputed
    that they were informed that the separation was a direct result of
    their complaint and intended to halt continued harassment
    during the pendency of the investigation. Third, ostracism or a
    pattern of social slights by coworkers does not materially affect
    the terms, conditions, or privileges of employment. (Brooks v.
    City of San Mateo (9th Cir. 2000) 
    229 F.3d 917
    , 929 [“Because an
    employer cannot force employees to socialize with one another,
    ostracism suffered at the hands of coworkers cannot constitute an
    adverse employment action”]; Yanowitz, supra, 36 Cal.4th at p.
    1054 [“a pattern of social slights by . . . coemployees” does not
    constitute adverse employment action]; Lyle, 
    supra,
     38 Cal.4th at
    p. 295 [“FEHA is ‘not a “civility code”’”].)
    2.   Actions suffered by Funes
    Funes claims she alone suffered three other adverse
    employment actions—namely, (1) experiencing harassment by
    Guerrero, (2) receiving write-ups and other discipline, and (3)
    being transferred to the Pasadena courthouse far from her home.
    We conclude, as a matter of law, that none of these constitute
    adverse employment actions causally linked to Funes’s complaint
    about Genao.
    First, the mutual dislike between Guerrero and Funes
    amounts to nothing more than “[m]inor or relatively trivial”
    conduct “that, from an objective perspective, [is] reasonably likely
    to do no more than anger or upset an employee” and, as such,
    “cannot properly be viewed” as an adverse employment action.
    (Yanowitz, supra, 36 Cal.4th at p. 1054; Doe v. Department of
    Corrections & Rehabilitation (2019) 
    43 Cal.App.5th 721
    , 735
    [FEHA “‘“‘is not a shield against harsh treatment at the
    workplace’”’”]; see also Malais v. Los Angeles City Fire Dept.
    20
    (2007) 
    150 Cal.App.4th 350
    , 357 [conduct does not constitute an
    adverse employment action simply because it is “‘“contrary to the
    employee’s interests or not to the employee’s liking”’”].) What is
    more, nearly all—if not all—of Guerrero’s conduct cited by Funes
    occurred before plaintiffs engaged in protected activity by
    reporting Genao and therefore cannot serve as an adverse
    employment action in retaliation for that protected activity.
    Second, the undisputed facts establish that the discipline
    Funes received was for legitimate, nonretaliatory reasons.
    (Galvan v. Dameron Hospital Assn. (2019) 
    37 Cal.App.5th 549
    ,
    558-559 [employer moving for summary judgment has burden to
    show that adverse employment action was based on legitimate,
    nonretaliatory factors]; Serri, supra, 226 Cal.App.4th at p. 861
    [“‘“legitimate” reasons [citation] . . . are reasons that are facially
    unrelated to prohibited bias, and which, if true, would thus
    preclude a finding of discrimination,’” italics in original].)
    Specifically:
    ●     In October 2020, Funes received a performance log
    entry (PLE)—which is a note, whether positive or negative, that
    is placed in the deputy’s personnel file for one year—because she
    made hurtful comments about Guerrero’s sexual orientation.
    Funes’s challenge to this PLE was denied.
    ●     In November 2020, Funes received a PLE for failing
    to follow a judge’s specific instructions for uncuffing an inmate.
    Funes’s challenge to this PLE was also denied.
    ●     In January 2022, Funes was suspended for making
    various sexual remarks about a judge, a fellow deputy, and the
    sergeant’s son during the period of January 2020 to May 2020.
    21
    ●       In February 2022, Funes was suspended because she
    had improperly stored an inmate’s backpack in January 2021
    despite orders to “book” the found property.
    Because the County met its burden of showing the
    Department had legitimate, nonretaliatory reasons for Funes’s
    discipline, the burden shifted to Funes to show that those reasons
    were “‘“untrue or pretextual”’” or that the Department acted with
    a retaliatory animus. (Swanson v. Morongo Unified School Dist.
    (2014) 
    232 Cal.App.4th 954
    , 965.) Other than her own self-
    serving declaration stating she did not engage in the conduct
    underlying the PLEs and suspensions, Funes offered no evidence
    challenging the County’s proof. This was insufficient to create a
    triable issue of material fact. (Serri, supra, 
    226 Cal.App.4th 830
    [plaintiff’s burden not met by mere speculation]; King v. United
    Parcel Service, Inc. (2007) 
    152 Cal.App.4th 426
    , 433 [“plaintiff’s
    subjective beliefs” and “uncorroborated and self-serving
    declarations” “do not create a genuine issue of fact”].)
    Third, Funes was transferred to the Pasadena courthouse
    sometime after September 2021—over a year after plaintiffs
    reported Genao’s conduct. There is no causal link between that
    protected activity and Funes’s transfer. (Morgan v. Regents of
    University of California (2000) 
    88 Cal.App.4th 52
    , 69 [retaliatory
    motive proved by showing that “‘“adverse action followed within a
    relatively short time”’” after protected activity].)
    3.    Actions suffered by Redondo
    Redondo claims she alone suffered one other adverse
    employment action—namely, being “shushed” by the lieutenant.
    A rude comment—or, for that matter, a rude gesture—is not
    actionable, particularly where the Department was
    simultaneously engaging in reasonable corrective action.
    22
    (McRae, supra, 142 Cal.App.4th at pp. 386, 392-393 [the
    workplace is not an “‘“idyllic retreat[]”’”]; Harris v. City of Santa
    Monica (2013) 
    56 Cal.4th 203
    , 231 [“stray remarks that are
    unconnected to employment decisionmaking” are unactionable];
    Horn v. Cushman & Wakefield Western, Inc. (1999) 
    72 Cal.App.4th 798
    , 810 [“‘single, isolated discriminatory comment’
    by plaintiff’s immediate supervisor was insufficient”].)
    4.   Actions suffered by Khanna
    Khanna claims she alone suffered three other adverse
    employment actions—namely, (1) the slashing of her tires; (2)
    having the investigation into that incident “sabotaged” by her
    supervisors; and (3) being denied time off to observe the Passover
    holiday (which occurred before plaintiffs engaged in protected
    activity and therefore cannot constitute an adverse employment
    action in retaliation for that protected activity). For the reasons
    discussed in detail below in Subsection I.D., Khanna did not
    suffer an adverse employment action because her theory that the
    Department is to blame for the damage to her vehicle is based on
    mere speculation. (Advent, Inc. v. National Union Fire Ins. Co. of
    Pittsburgh, PA (2016) 
    6 Cal.App.5th 443
    , 459 [“‘“Speculation . . .
    is not evidence” that can be utilized in opposing a motion for
    summary judgment’”].) It is also undisputed that the
    Department did not, as Khanna claims, “withh[o]ld” evidence of
    the slashing because the Department presented a complete copy
    of the video of the parking area to Khanna herself. And,
    although Khanna’s vacation time was cancelled due to the
    application of a facially neutral policy, she was able to observe
    the holiday by using sick time (Guz, supra, 24 Cal.4th at p. 354,
    fn. 20 [discrimination may be found where a facially neutral
    policy has a disproportionate adverse effect on members of
    23
    protected class]; Angelucci v. Century Supper Club (2007) 
    41 Cal.4th 160
    , 175 [“‘a plaintiff cannot sue for discrimination in the
    abstract, but must actually suffer the discriminatory conduct’”]).
    5.     Plaintiffs’ further arguments
    Plaintiffs raise two further arguments.
    They argue that we should consider all of the actions
    discussed above “collectively,” even if each action is not on its own
    sufficient to constitute an adverse employment action.
    (Yanowitz, supra, 36 Cal.4th at p. 1058.) We disagree. The
    actions cited by plaintiffs are unlike those found to have a
    cumulative effect in Yanowitz, which were compiled to build a
    case against that employee to “place[] her career in jeopardy.”
    (Yanowitz, at p. 1060.) Here, however, plaintiffs presented no
    evidence or argument for why any of the actions discussed above
    cumulatively affected the terms and conditions of their
    employment. Although the question of whether an employer’s
    conduct constitutes an adverse employment action is generally a
    factual one (id. at p. 1052), this case presents a situation in which
    we can conclude, as a matter of law, that the conduct is
    insufficient—separately or collectively—to amount to an adverse
    employment action. (See St. Myers v. Dignity Health (2019) 
    44 Cal.App.5th 301
    , 318-319 [summary judgment affirmed where
    plaintiff “failed to provide admissible evidence to create a triable
    issue of fact” to show adverse employment action].)
    Plaintiffs also argue that the trial court was required to
    deny summary adjudication of their whistleblowing retaliation
    claim under Labor Code section 1102.5 because the County did
    not invoke the proper burden-shifting standard set forth in
    Lawson, supra, 
    12 Cal.5th 703
    . The burden-shifting standard in
    24
    Lawson is irrelevant to our conclusion that plaintiffs suffered no
    adverse employment action.
    C.      Khanna’s separate claims
    1.    Religious creed discrimination
    To prevail on a claim of religious creed discrimination
    under FEHA as alleged by Khanna, a plaintiff must establish her
    employer (1) “discriminate[d]” against her “in terms, conditions,
    or privileges of employment”; (2) due to “a conflict between [her]
    religious . . . observance and any employment requirement.”
    (Gov. Code, § 12940, subd. (l)(1).) However, there is no FEHA
    liability if the employer “demonstrates that it has explored any
    available reasonable alternative means of accommodating the
    religious . . . observance . . . , but is unable to reasonably
    accommodate the . . . observance without undue hardship.”
    (Ibid.) For these purposes, “undue hardship” means “significant
    difficulty or expense” “in light of” several factors, including “[t]he
    type of operations, including the composition, structure, and
    functions of the workforce of the entity.” (Gov. Code, § 12926,
    subd. (u).)
    The undisputed facts establish that the Department had
    historically granted Khanna’s requests for time off for the Jewish
    High Holidays, including Passover; that the Department initially
    granted her request for two dates in April 2020 to observe
    Passover; that the Department later denied her request after the
    issuance of a Department-wide edict cancelling all vacation time
    through April 30, 2020 due to the need for deputies to be
    available to assist if necessary given the historical uncertainty
    about what to do in response to the outbreak of COVID-19 in
    March 2020; and that Khanna’s supervisors nevertheless allowed
    Khanna to take the days off, albeit using her sick time.
    25
    On these undisputed facts, Khanna’s religious
    discrimination claim fails for two reasons. First, the Department
    showed that it did reasonably accommodate Khanna’s request by
    allowing her to take time off for her religious observance.
    Khanna counters that she had to “fight” to achieve that
    accommodation, but the evidence of her meeting with supervisors
    to receive the days off despite the Department-wide edict reveal
    no discriminatory animus. Khanna also counters that having to
    use her sick time (rather than her vacation time) was somehow
    an unreasonable accommodation by depriving her of the two days
    of sick time in case she needed it, but she did not introduce any
    evidence to show that the types of time off were not equivalent.
    Second, and even if we assume that the Department’s
    accommodation was unreasonable, the Department also
    established that it would suffer undue hardship by allowing
    Khanna to take vacation time because the Department would
    face “significant difficulty” discharging its primary function of
    ensuring public safety if, during the uncertainty surrounding the
    unprecedented outbreak of COVID-19, it did not have “all hands
    on deck” to respond to any emergencies.
    Khanna’s chief response is that the Department did not
    apply its Department-wide edict consistently because it allowed a
    different deputy with a nonrefundable vacation to go on his
    booked vacation during the “no vacation” window. This does not
    create a triable issue of material fact because there is no evidence
    that the Department’s accommodation to that deputy was any
    different from the accommodation it offered to Khanna—namely,
    the opportunity to use sick time in lieu of vacation time. Absent
    such evidence, there is no differential treatment and no
    discrimination.
    26
    2.     The Bane Act and the Ralph Act
    The Bane Act prohibits a person from “interfer[ing] by
    threat, intimidation, or coercion . . . with [the plaintiff’s] exercise
    or enjoyment . . . of [her constitutional] rights” with the “specific
    intent to violate [her civil] rights.” (Civ. Code, § 52.1; Schmid v.
    City and County of San Francisco (2021) 
    60 Cal.App.5th 470
    , 483;
    Gabrielle A. v. County of Orange (2017) 
    10 Cal.App.5th 1268
    ,
    1290 (Gabrielle A.).) The Ralph Act prohibits a person from
    threatening or committing violent acts against the plaintiff or her
    property with a discriminatory motive. (Civ. Code, § 51.7;
    Gabrielle A., at p. 1291; Austin B. v. Escondido Union School
    Dist. (2007) 
    149 Cal.App.4th 860
    , 880-881.) As these elements
    suggest, a plaintiff can prevail on either claim only if she
    establishes that the defendant—here, the County—engaged in a
    threatening or violent act.
    The undisputed facts do not create a triable issue that
    anyone employed by the County was responsible for slashing
    Khanna’s tire, which is the sole basis for her Bane and Ralph Act
    claims. Khanna’s sole “evidence” that the County is liable is her
    belief that Guerrero was the culprit because the incident occurred
    shortly after plaintiffs reported Guerrero’s “friend” Genao and
    her belief that her supervisors sabotaged the investigation into
    the incident, but she offers no admissible evidence other than her
    own speculation to support that belief. Because “‘[s]peculation . .
    . is not evidence,’” it “cannot create a triable issue of material
    fact.” (McHenry v. Asylum Entertainment Delaware, LLC (2020)
    
    46 Cal.App.5th 469
    , 479; Gabrielle A., supra, 10 Cal.App.5th at p.
    1291 [declining to “substitute speculation for evidence” on Ralph
    Act claim].) Indeed, there is not even any admissible evidence
    that Khanna’s tire was slashed (as opposed to becoming flat), as
    27
    the sole evidence she offered of slashing was the opinion a
    “workman” at the tire shop relayed through her husband, and
    Khanna does not on appeal challenge the trial court’s proper
    exclusion of this double hearsay.
    D.    Derivative claim for failure to prevent
    harassment, discrimination, or retaliation
    An employer cannot be liable for failing to prevent
    harassment, discrimination, or retaliation under FEHA absent a
    finding that such an actionable unlawful employment practice
    actually occurred. (Dickson v. Burke Williams, Inc. (2015) 
    234 Cal.App.4th 1307
    , 1317-1318.) Because we affirm the judgment
    in favor of the County on plaintiffs’ underlying causes of action
    for harassment, discrimination, and retaliation, we must affirm
    the judgment on their cause of action for failure to prevent
    harassment, discrimination, or retaliation.
    II.    Ruling on Attorney Fees
    A.    Applicable law
    Attorney fees are allowable as costs to a prevailing party
    when authorized by statute. (Code Civ. Proc., §§ 1021, 1033.5,
    subd. (a)(10)(B).) FEHA authorizes an award of reasonable
    attorney fees to an employer who prevails in a FEHA action, but
    only if the trial court finds that “the [plaintiff-employee’s] action
    was frivolous, unreasonable, or groundless when brought, or the
    plaintiff continued to litigate after it clearly became so.” (Gov.
    Code, § 12965, subd. (c)(6); Chavez v. City of Los Angeles (2010)
    
    47 Cal.4th 970
    , 985.) “An action is not frivolous simply because
    the plaintiff[s’] FEHA claim failed.” (Baker v. Mulholland
    Security & Patrol, Inc. (2012) 
    204 Cal.App.4th 776
    , 784.) But an
    action may “rise to the level of frivolity required to support” an
    award of fees to an employer-defendant if, for example, the
    28
    plaintiff failed altogether to “present[] a colorable claim.”
    (Rosenman v. Christensen, Miller, Fink, Jacobs, Glaser, Weil &
    Shapiro (2001) 
    91 Cal.App.4th 859
    , 870, 873-874 (Rosenman).)
    We review a trial court’s award of attorney fees to an
    employer who prevailed in a FEHA action for an abuse of
    discretion. (Cummings v. Benco Building Services (1992) 
    11 Cal.App.4th 1383
    , 1387 (Cummings); Williams v. Chino Valley
    Independent Fire Dist. (2015) 
    61 Cal.4th 97
    , 101-102.)
    B.     Pertinent facts
    In support of its motion for attorney fees, the County
    submitted evidence—for the first time—of plaintiffs sending text
    messages in February and March 2020 (and thus after some of
    the harassment had started in January 2020) to fellow deputies
    of a sexual and racially insensitive nature. For example, Khanna
    sent a picture of a piece of meat at Walmart captioned “a cow
    dick”; Funes sent an image of a woman riding a toy horse and
    explained, “[T]his is going to be me in a few,” with Khanna
    responding, “[R]ide that verga girl,” which she translated as
    “[S]panish slang” for penis; and Khanna sent a picture mocking
    the appearance of an Asian person. Plaintiffs did not contest any
    of this evidence in opposing the attorney fees motion, and instead
    argued that their lawsuit was not frivolous “‘merely [because
    they] failed to achieve success’” on summary judgment.
    The trial court awarded the County $28,215 in fees,
    concluding that “plaintiffs’ case was objectively without
    foundation when brought” or, alternatively, plaintiffs “knew or
    should have known they had no admissible evidence in
    opposition” to the summary judgment motion. The court
    explained that “plaintiffs had no evidence of adverse employment
    actions or retaliation,” that Khanna “had no admissible evidence
    29
    about her alleged tire-slashing incident,” and that Khanna “had
    no evidence supporting a claim of religious discrimination.” The
    court went on to observe that, “[i]nstead of being sexually
    harassed,” “plaintiffs engaged in vulgar and sexualized comments
    with their alleged harassers.”
    C.    Analysis
    The trial court did not abuse its discretion in concluding
    that plaintiffs’ claims were “frivolous, unreasonable, or
    groundless” for purposes of awarding the County its requested
    fees. As discussed in detail above, the record on summary
    judgment showed a complete lack of factual support for at least
    one required element of each of plaintiffs’ claims. (E.g.,
    Villanueva v. City of Colton (2008) 
    160 Cal.App.4th 1188
    , 1200
    [fees appropriate where no evidence of discrimination]; see also
    Robert v. Stanford University (2014) 
    224 Cal.App.4th 67
    , 73
    (Robert) [fees appropriate where no evidence except plaintiff’s
    opinion].) To be sure, plaintiffs presented a plethora of evidence
    bearing on the harassment by Genao that they endured in
    support of their harassment claim, but they lacked evidence
    raising any dispute of material fact on the separate element
    showing that the County was legally responsible for Genao’s
    conduct under FEHA due to its failure to take corrective action
    once notified of that conduct. Plaintiffs lacked evidence raising
    any dispute of material fact on the element of whether they
    suffered any adverse employment action, which was an essential
    element of their discrimination and retaliation claims. And
    Khanna lacked evidence raising any dispute of material fact on
    the elements of whether her religious observation was reasonably
    accommodated and whether the County had any causal
    responsibility for Khanna’s tire damage. Importantly, the trial
    30
    court limited its award of fees to those incurred by the County in
    litigating its summary judgment motion—that is, after discovery
    had closed and it became obvious that the evidence supporting
    these elements was completely lacking. Just because a plaintiff
    may raise a triable issue of fact as to some elements of a claim
    does not immunize that plaintiff from a finding that the claim is
    frivolous where, as here, the plaintiff has failed to adduce any
    evidence as to other elements of that claim and that claim
    therefore fails as a matter of law.
    Plaintiffs resist our conclusion with three arguments.
    First, they argue that they presented “voluminous evidence at
    summary judgment.” But quantity is not a substitute for quality,
    and the quality of evidence they presented did not raise any
    triable issues of material fact because, as noted above, at least
    one key element of every claim was entirely absent. (Cf.
    Cummings, supra, 11 Cal.App.4th at p. 1388 [reversing fee award
    for defendant because plaintiff had “presented some evidence of
    age discrimination”].) Second, plaintiffs argue that the trial court
    “essentially found” that their case “lacked merit” rather than that
    it was “frivolous.” They are incorrect; the court expressly found
    that plaintiffs had “no evidence” supporting the necessary
    elements detailed above and it therefore “was improper” for them
    to “continue” to engage in “very heavy litigation” of the case.
    (See, e.g., Bass v. E.I. DuPont de Nemours & Co. (4th Cir. 2003)
    
    324 F.3d 761
    , 767 [plaintiff’s discrimination claims “lacked any
    foundation in the record apart from her own conclusory
    assertions”].) Third and lastly, plaintiffs argue that the trial
    court failed to make “express written findings” on the factors in
    Christiansburg Garment Co. v. Equal Employment Opportunity
    Commission (1978) 
    434 U.S. 412
    , and Cummings, supra, 11
    
    31 Cal.App.4th 1383
    . (See Rosenman, supra, 91 Cal.App.4th at p.
    868.) We reject this argument because (1) plaintiffs forfeited it by
    waiting until their reply brief to raise it (Gallo v. Wood Ranch
    USA, Inc. (2022) 
    81 Cal.App.5th 621
    , 646); (2) plaintiffs fail to
    argue that the purported lack of findings caused them any
    prejudice (Robert, supra, 224 Cal.App.4th at pp. 71-72); and (3)
    the court’s written ruling here sufficiently complies with the
    requirement of written findings.
    DISPOSITION
    The judgment and attorney fee order for the County are
    affirmed. The County is entitled to its costs on appeal.
    NOT TO BE PUBLISHED IN THE OFFICIAL REPORTS.
    ______________________, J.
    HOFFSTADT
    We concur:
    _________________________, Acting P. J.
    ASHMANN-GERST
    _________________________, J.
    CHAVEZ
    32
    

Document Info

Docket Number: B323026

Filed Date: 12/29/2023

Precedential Status: Non-Precedential

Modified Date: 12/30/2023