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DOJ Tough Stance on Discrimination in Places of Public Accommodation

On July 21, 2025, the Department of Justice (DOJ) updated its recent accomplishments, which included a section on enforcing citizens’ rights in a place of public accommodation. The DOJ noted two such litigations under Title II on its website. The more recent matter was a case that took place in California.

The United States filed a federal complaint in the U.S. District Court for the Northern District of California (Case No. 3:25-cv-04849-SK) United States v. Fathi Abdulrahim Harara, et al. (Jerusalem Coffee House).

The case alleges that the defendants – Fathi Abdulrahim Harara (also known as Abdulrahim “Raheem” Harara) and Native Grounds LLC, doing business as Jerusalem Coffee House – engaged in discriminatory practices against Jewish customers at their Oakland, California, coffee shop.

The suit claims violations of Title II of the Civil Rights Act of 1964, which prohibits discrimination based on race, color, religion, or national origin in places of public accommodation. The DOJ is seeking declaratory and injunctive relief, including a court order to stop the alleged discrimination and remedy its effects, but not monetary damages.

The Jerusalem Coffee House, located on Telegraph Avenue in North Oakland’s Temescal neighborhood, opened in September 2023 as a Palestinian-inspired café serving items like coffees, teas, smoothies, and baked goods influenced by Palestinian cuisine (e.g., a “Bebsi” coffee drink and date-tahini latte).

Harara, whose parents were born in Gaza, described it upon opening as a “vibrant cultural hub for Palestinian and Islamic thought” and a space “directly linked in heart and faith to liberation struggles around the world,” welcoming to Palestinians, Oakland residents, and beyond. The café has hosted art exhibits, public discussions, and fundraisers related to Palestinian causes, partnering with groups like Jewish Voice for Peace Bay Area and Eyewitness Palestine.

The complaint details a “policy or practice” of denying Jewish individuals full access to the café’s services based on their perceived race and religion. Key incidents cited include a June 2024 Incident Involving Michael Radice, a Jewish resident from Los Angeles scouting a nearby community space for a nonprofit event. He allegedly entered the café wearing a blue baseball cap with the phrase “Am Yisrael Chai” (Hebrew for “the people of Israel live”) and a Star of David emblem.

An employee allegedly confronted him, asking if he was a “Zionist” or “Jew” and accusing him of supporting “genocide” and “killing children” in Gaza. Harara joined, and they followed Radice outside, yelling insults like “Zionist” and “Jew.” Radice was not served and left. The DOJ alleges this was the second interaction; in an earlier visit that month without the hat, Radice encountered the same employee but no issues.

On October 26, 2024 there was an incident Involving Jonathan Hirsch. Hirsch, an Oakland resident, allegedly entered with his five-year-old son wearing a hat featuring a Star of David. Harara allegedly interrogated him about being a “Zionist,” called the hat a “Jewish star” and “violent,” accused him of supporting “genocide,” and ordered them to leave, claiming they were “trespassing” and “causing a disruption.”

Video footage of the confrontation, which went viral, shows Harara telling Hirsch, “Get out of my business… You’re the Zionist. We don’t want you in our coffee shop.” Harara called the police, falsely reporting trespassing; officers arrived but no arrests were made. Hirsch and his son were not served and left. The DOJ notes neither customer expressed political views during the visits.

Additional allegations include – On October 7, 2024 (the one-year anniversary of the Hamas attacks on Israel), the café introduced drinks like “Iced In Tea Fada” (a play on “intifada,” referencing Palestinian uprisings) and “Sweet Sinwar” (referencing Yahya Sinwar, the late Hamas leader who orchestrated the October 7 attacks that killed about 1,200 Israelis).

The DOJ argues these actions demonstrate a pattern of discrimination, denying Jewish patrons “the full and equal enjoyment” of the café. Assistant Attorney General Harmeet Dhillon stated, “It is illegal, intolerable, and reprehensible for any American business open to the public to refuse to serve Jewish customers.”

Harara and his attorneys (Glenn Katon and Walter Riley) deny antisemitism, asserting the incidents were provoked by customers staging confrontations to target the pro-Palestinian café amid the Israel-Hamas war. They claim: – No one was actually denied service; interactions were brief and non-violent (e.g., Katon said Harara and Radice “literally shook hands”).

Defense attorneys argue that the Star of David hats represent Zionism (support for Israel), not Judaism, and the café’s actions were political protest against Israel’s actions in Gaza, which Harara calls “genocide.” He has lost relatives in the conflict.

Harara spoke publicly for the first time on July 30, 2025, at a press conference at the café, surrounded by supporters including Jewish groups like the International Jewish Anti-Zionist Network and Jewish Voice for Peace. He described the café as a “treasured Oakland space” for community building, including Jewish patrons, and emphasized solidarity: “Despite the violence my people have endured… my heart remains faithfully tethered to a justice greater than anything the human mind can comprehend.” Supporters packed events in his defense, viewing the case as an attack on Palestinian liberation efforts.

On September 10, 2025, U.S. District Judge Susan Illston denied the defendants’ motion to dismiss. Treating the DOJ’s allegations as true, the court ruled that the complaint sufficiently states a claim under Title II for a “pattern or practice” of discrimination. The case is proceeding to discovery and further proceedings.

OSHA Concluding Public Input on Proposed Heat Injury Regs

The U.S. Department of Labor’s Occupational Safety and Health Administration (OSHA) proposed a Heat Injury and Illness Prevention in Outdoor and Indoor Work Settings rule in July 2024, which was formally published in the Federal Register on August 30, 2024.

This marked the first federal standard aimed at protecting approximately 36 million workers across general industry, construction, maritime, and agriculture sectors from heat-related hazards, with requirements triggering at a heat index of 80°F (initial controls like water, rest, and shade) and escalating at 90°F (additional measures like acclimatization and emergency response plans).

The proposal builds on OSHA’s National Emphasis Program on heat hazards, launched in 2022, which has already led to over 5,000 inspections.

Informal public hearings took place from June 16 to July 2, 2025 on the proposed rule. The hearings were virtual, allowing broad participation. A post-hearing comment period remains open until September 30, 2025, for those who participated to submit additional evidence or briefs. The hearings drew over 50,000 written comments prior, reflecting high interest amid record heat waves.

Representatives from the National Employment Law Project (NELP) and unions like the AFL-CIO argued the rule is essential for vulnerable workers, such as farmworkers, construction laborers, and warehouse employees, who face disproportionate risks from climate change-exacerbated heat. NELP’s Anastasia Christman, who attended multiple sessions, noted OSHA staff appeared “engaged and asked substantive questions,” praising the agency’s focus on real-world implementation.

Farmworker advocates and groups like the United Farm Workers highlighted how the rule could prevent thousands of heat-related illnesses annually (OSHA estimates up to 2,000 preventable deaths and 50,000 injuries yearly without it). They pushed for stronger enforcement in high-risk sectors like H-2A temporary agricultural labor, where language barriers and lack of acclimatization increase dangers.

Public health witnesses cited data showing only 24% of employers currently have heat policies, with 41% of workers unaware of any protections, often leaving rest and cooling decisions to employees – potentially forcing health vs. productivity trade-offs.

The U.S. Small Business Administration’s Office of Advocacy testified on the first day (June 15 or 16), arguing the 80°F trigger is too low for many operations and could impose undue costs on small employers without flexibility. They advocated for a more “performance-based” approach, allowing employers to tailor plans rather than follow rigid requirements.

Construction industry representatives, such as from the Associated General Contractors, warned of compliance challenges in varying climates, suggesting geographic variations or higher triggers in cooler regions. They noted 16 states already have or are proposing heat rules, creating a patchwork that a federal standard might complicate.

Broader business coalitions criticized the rule’s scope, estimating high implementation costs (e.g., monitoring, training, and plan development) and potential litigation risks under recent Supreme Court decisions limiting agency authority (e.g., challenges via the Chevron doctrine’s overturn). Some expressed surprise the hearings proceeded under the Trump administration, given its deregulation focus, but speculated the rule might be “toned down” to a less detailed version.

President Trump Targets Direct-to-Consumer Pharmaceutical Adds

President Donald J. Trump just signed a memorandum aimed at addressing misleading direct-to-consumer (DTC) prescription drug advertisements.

The action aligns with Health and Human Services Secretary Robert F. Kennedy Jr.’s long-standing criticism of DTC drug ads, which he argues contribute to overmedicalization and mislead consumers. Kennedy has stated, “Pharmaceutical ads hooked this country on prescription drugs,” emphasizing the need for transparency to break this cycle.

The U.S. and New Zealand are the only countries allowing broad DTC pharmaceutical advertising. Despite widespread violations, the FDA has been increasingly lax and reactive in its enforcement approach over the last few decades. The FDA used to send more than a hundred warning letters each year, and misleading ads were rare. But over time, enforcement waned and the number of warning letters sent to pharmaceutical companies dropped to one in 2023 and zero in 2024.

On the same day as the Presidential memorandum, the FDA announced it is sending approximately 100 cease-and-desist letters and thousands of warning letters to pharmaceutical companies and online pharmacies for deceptive ads.  The FDA said that it will no longer tolerate such deceptive practices. Going forward, the agency will aggressively deploy its available enforcement tools. The FDA is already implementing AI and other tech-enabled tools to proactively surveil and review drug ads.

A 2024 review in the Journal of Pharmaceutical Health Services Research reveals that while 100% of pharmaceutical social media posts highlight drug benefits, only 33% mention potential harms. Moreover, 88% of advertisements for top-selling drugs are posted by individuals and organizations that fail to adhere to the FDA fair balance guidelines.

The Pharmaceutical Research and Manufacturers of America (PhRMA) defended DTC advertising, citing First Amendment protections and its role in patient awareness, but expressed willingness to engage with the policy changes.

DTC advertising is a multi-billion-dollar industry, with $10.8 billion spent in 2024, including $5.15 billion on TV ads. Stricter regulations could reduce ad revenue for drugmakers and media networks, particularly if longer disclosures make TV ads less feasible.

The action stops short of a full ban on DTC ads, which Kennedy had previously advocated for, likely to avoid legal challenges on First Amendment grounds, as seen in a 2019 court ruling that blocked Trump’s attempt to require price disclosures in TV ads. Past efforts to regulate DTC ads have faced court challenges, and the current action may encounter similar resistance, especially given the Supreme Court’s 2025 ruling overturning the Chevron doctrine, which limits executive regulatory authority.

The memorandum directs the Department of Health and Human Services (HHS) and the Food and Drug Administration (FDA) to enhance transparency and accuracy in DTC pharmaceutical advertising, particularly by increasing disclosures of drug risks and side effects. It seeks to ensure ads provide a fair balance of benefits and risks, as mandated by existing regulations under the Federal Food, Drug, and Cosmetic Act (FDCA).

The action targets both traditional media (e.g., TV) and digital platforms, including social media, where ads often lack proper disclosures. It addresses issues like undisclosed influencer promotions and online pharmacies flouting rules that larger pharmaceutical companies follow.

The administration is also closing a 1997 FDA “adequate provision” loophole, which allowed companies to provide abbreviated side effect information in ads by directing consumers to external sources (e.g., websites). This change may require longer, more detailed disclosures, potentially impacting ad formats.

Employer Liability for No HR Response to Offsite Sexual Harassment

Bakersfield Recovery Service, Inc. (BRS) provides substance abuse treatment to recovering alcoholics and drug addicts. In 2019, Plaintiff Steven Kruitbosch began working as an assistant corporate compliance officer at BRS. His job responsibilities required him to oversee client services, ensure all staff properly documented services, that staff were providing clients with evidence-based services, ensure facilities were operational and properly maintained, and ensure BRS adhered to contractual obligations.

Plaintiff Kruitbosch also trained all staff on various aspects of their jobs. Near the end of his employment, he was tasked with overseeing construction of a new facility that BRS was designing for clients. At various times during his employment, Kruitbosch attended sexual harassment trainings that made clear even sexual harassment off the clock was a violation of BRS policy.

Many of BRS’s employees, including plaintiff, are recovering addicts, and most employees, including co-worker Lisa Sanders, knew plaintiff was sober after having struggled with drug addiction. Plaintiff and other employees were open about their addiction recovery as part of their work with BRS.

In October 2022, plaintiff’s long-time partner passed away. In dealing with the grief of that loss, plaintiff took leave under the California Family Rights Act beginning February 1, 2023, and was scheduled to return to work on March 7, 2023.

In the week leading up to plaintiff’s return to work, Lisa Sanders began sending plaintiff multiple unsolicited nude pictures and stating she wanted to have sex with him; plaintiff firmly rejected these advances. On March 3, 2023, Sanders went to plaintiff’s home uninvited and brought a friend. Sanders indicated to plaintiff she was there to have sex with him; plaintiff instructed the women to leave him alone and to stop harassing him. Sanders again indicated she wanted to have sex with plaintiff. Sanders eventually departed plaintiff’s property,

On March 7, 2023, plaintiff returned to work and immediately complained to the acting program director Stephanie Carroll about Sanders’s conduct. HR representative Kimberly Giles was also made aware that Sanders had sent plaintiff nude photos, propositioned him for sex, offered him drugs, and presented herself at his house. Carroll informed plaintiff that there was not much she could do about Sanders’s behavior ostensibly because it occurred off the worksite.

Later that day, Giles posted a video on social media depicting whining dogs and stated, “‘This is a work day at thr [sic] office … lmbo.’” (Italics omitted.) Later in the week, Giles sarcastically commented to plaintiff, “‘I hope you don’t get no more pictures.’” At no point did either Carroll or Giles take any steps to separate plaintiff from Sanders or prevent future harassment; nor did BRS take any disciplinary action as to Sanders.

Although Kruitbosch made efforts to avoid Sanders in the office, his distress at the prospect of interacting with her coupled with BRS’s failure to protect him in the workplace and mocking him for his complaint detracted from his work duties and made continuing his employment feel impossible. Plaintiff resigned a week later.

Plaintiff filed the operative second amended complaint (SAC) in October 2023 alleging nine claims against BRS, and a claim of intentional infliction of emotional distress against Sanders only: (1) hostile work environment sexual harassment in Violation of FEHA (§ 12940, subd. (j)); (2) sex/gender discrimination in violation of FEHA (§ 12940, subd. (a)); (3) retaliation in violation of FEHA (§ 12940, subd. (h)); (4) failure to prevent harassment, discrimination, or retaliation in violation of FEHA (§ 12940(k)); (5) whistleblower retaliation in violation of Labor Code section 1102.5; (6) constructive termination in violation of public policy; (7) intentional infliction of emotional distress (against Sanders only); (8) negligent hiring, supervising, or retention; (9) failure to timely produce personnel records; and (10) failure to timely produce payroll records. BRS demurred as to all claims, except as to claims 9 and 10.

The trial court sustained BRS’s demurrer without leave to amend. Following the trial court’s ruling, plaintiff dismissed his two remaining claims for failure to timely produce records and appealed with respect to BRS. The Court of Appeal reversed in part and affirmed in part in the partially published case of Kruitbosch v. Bakersfield Recovery Services, Inc. -F087809 (September 2025).
Only the Introduction, Factual Background, parts I. and V. of the Discussion, and the Disposition are certified for publication.

In the view of the Court of Appeal “although Sanders’s alleged conduct was reprehensible, it was not sufficiently work related within the ambit of FEHA, and it did not recur inside the workplace. Her underlying conduct is not imputable to BRS, and the claim is not cognizable on that basis.”

“Nevertheless, the sexual harassment hostile work environment claim is viable based on a theory that BRS’s response to plaintiff’s complaint about Sanders’s conduct altered plaintiff’s work environment in an objectively severe manner. Plaintiff’s claim for failure to prevent harassment, discrimination or retaliation under section 12940, subdivision (k) (§ 12940(k)) is dependent upon a viable claim for harassment, discrimination or retaliation; because plaintiff’s underlying claim for sexual harassment is viable, plaintiff’s section 12940(k) claim is also cognizable. With respect to these claims, we reverse the trial court’s ruling sustaining BRS’s demurrer.”

“As for the remaining claims, plaintiff did not sufficiently allege constructive termination or any other adverse employment actions necessary to support his claims for discrimination, retaliation, and constructive discharge in violation of public policy. Finally, plaintiff’s claim for negligent hiring, supervision or retention does not sufficiently allege BRS’s knowledge of the unfitness of its employees. With respect to these claims, we affirm the trial court’s ruling.”

“For purposes of clarity, plaintiff shall amend the complaint to present his allegations under the theory of hostile work environment sexual harassment, consistent with this opinion, that we have found viable. Plaintiff’s amendment may include additional allegations regarding the imputability of Carroll’s and Giles’s actions to BRS under the relevant standard.”

Physician’s Suspension by DIR Unaffected by PC 1385 Dismissal

In May 2019, Dr. Duke Ahn, a licensed physician, pleaded guilty to a misdemeanor violation of Business and Professions Code section 650 for receiving compensation for patient referrals.

He was placed on three years’ probation, paid $80,114 in restitution and $8,000 to a victim witness fund, and successfully moved for dismissal of the case in August 2020 under Penal Code section 1385, before completing probation.

In August 2022, the Division of Industrial Relations (DIR) suspended Ahn from the workers’ compensation system under Labor Code section 139.21, which mandates suspension for physicians convicted of certain crimes, including fraud related to the workers’ compensation system or patient care.

Ahn challenged the suspension in an administrative hearing, arguing that the dismissal under Penal Code section 1385 nullified his conviction, rendering Labor Code section 139.21 inapplicable. The administrative law judge (ALJ) upheld the suspension, noting that the dismissal did not erase the guilty plea or its factual basis.

Ahn filed a petition for writ of mandate in superior court under Code of Civil Procedure section 1094.5, which was denied on December 6, 2023. The court found that Ahn’s guilty plea constituted a “conviction” under Labor Code section 139.21, subdivision (a)(4)(C), and the dismissal did not exempt him from suspension. Ahn appealed, arguing that the Penal Code section 1385 dismissal meant he was not “convicted” under Labor Code section 139.21.

The Court of Appeal affirmed the trial court in the unpublished case of Ahn v. Parisotto – B337936 (September 2025). The Court of Appeal affirmed the suspension, finding it supported by the plain language of Labor Code section 139.21.

The legal issue was whether a dismissal under Penal Code section 1385 negates a guilty plea for the purposes of suspension under Labor Code section 139.21, which defines “convicted” to include a guilty plea accepted by a court.

The Court of Appeal conducted a de novo review, as the issue was purely legal with no disputed facts. Labor Code section 139.21, subdivision (a)(4)(C) explicitly defines “convicted” as including a guilty plea accepted by a court, with no exceptions for subsequent dismissals. The court emphasized that the statute’s plain language does not allow for inserting exceptions not provided by the Legislature.

The court distinguished cases like People v. Barro (2001) and People v. Chavez (2016, 2018), which dealt with criminal sentencing or post-probation dismissal procedures, as inapplicable to the administrative context of Labor Code section 139.21.

The court noted that Labor Code section 139.21, enacted in 2016 and amended in 2018, is a specific, later-enacted statute compared to the general Penal Code section 1385 (enacted 1872). If there were a conflict, the more specific and recent statute would control.

The court concluded that Ahn’s guilty plea, accepted by the court, met the definition of “convicted” under Labor Code section 139.21, and the subsequent dismissal did not negate this. Thus, the DIR’s suspension was legally supported.

Key Takeaway: A guilty plea, once accepted by a court, constitutes a “conviction” under Labor Code section 139.21 for the purpose of suspending a physician from the workers’ compensation system, regardless of a subsequent dismissal under Penal Code section 1385.

Owner of San Diego Residential Care Facility Faces Felony Charges

A felony complaint has been filed by the People of the State of California against Defendant Maria Erolina Delgado (DOB: 6/17/1963) in the Superior Court of California, County of San Diego, Central Division.

The complaint, brought by the California Attorney General’s Division of Medi-Cal Fraud & Elder Abuse, alleges multiple counts of elder and dependent adult abuse under Penal Code sections 368(b)(1) and 368(c). The offenses are alleged to have occurred in San Diego County and other counties in California between January 1, 2020, and November 30, 2020.

The criminal charges against Delgado are for alleged severe neglect of residents at J & M Happy Guest Home, a residential care facility for the elderly in San Diego County.

J & M Happy Guest Home is licensed by the California Department of Social Services (CDSS) Community Care Licensing Division as an RCFE with a capacity of 6 beds. It is described in public directories as providing “loving and dignified care” in a home setting, with services like assistance with daily activities.

The facility is not rated on state volunteer programs like Choose Well and has no publicly detailed citations or complaints in recent profiles (last updated June 10, 2025, for licensing; August 31, 2025, for citations).

However, one public report from October 30, 2024, notes a fire clearance violation, resulting in an immediate civil penalty assessment. No other historical violations, complaints, or enforcement actions are publicly detailed in available sources, though state databases update quarterly.

Delgado is the owner of J & M and allegedly left the facility severely understaffed, often leaving residents in bed all day in soiled diapers, sometimes for days at a time. As a result of this neglect, multiple residents suffered from bed sores, dehydration, and malnourishment.

The California Department of Justice’s Division of Medi-Cal Fraud and Elder Abuse (DMFEA) works to protect Californians by investigating and prosecuting those responsible for abuse and neglect of elderly and dependent adults and those who perpetrate fraud on the Medi-Cal program.

The Division of Medi-Cal Fraud and Elder Abuse receives 75 percent of its funding from the U.S. Department of Health and Human Services under a grant award totaling $69,244,976 for Federal fiscal year (FY) 2025. The remaining 25 percent is funded by the State of California. FY 2025 is from October 1, 2024, through September 30, 2025.

Carriers Not Obligated to Refund Approved but Excessive Rates

Plaintiffs Joseph Davis and Shavonda Early brought a class action lawsuit against defendant CSAA Insurance Exchange (CSAA), an automobile insurance company, claiming that automobile insurance rates became excessive during the COVID-19 pandemic when there was less driving and fewer traffic accidents. Plaintiffs alleged that, in 2020 and 2021, CSAA was the fifth largest automobile insurance company in the state and insured over one million California drivers.

The complaint alleged two causes of action under California’s Unfair Competition Law (Bus. & Prof. Code § 17200 et seq.) (UCL) and a cause of action for unjust enrichment. The complaint alleged that, by not unilaterally refunding premiums, CSAA violated Insurance Code § 1861.05, subdivision (a) (section 1861.05(a)).2 This section, titled “Approval of Insurance Rates,” provides that “[n]o rate shall be approved or remain in effect which is excessive, inadequate, unfairly discriminatory or otherwise in violation of this chapter.”

CSAA filed a demurrer, which the trial court sustained with leave to amend. The court interpreted section 1861.05(a)’s language that no excessive rate shall “remain in effect” as applying to the insurance commissioner’s system of approving rates, and meant to “ensure that a previously approved rate does not ‘remain in effect’ if the circumstances have changed.” The court found that the statute allowed for prospective rate reductions when rates become excessive, but not retroactive modifications of previously approved rates.

In their first amended and consolidated complaint, plaintiffs reasserted the UCL claims, and reiterated that CSAA received an “unprecedented windfall” from the COVID-19 pandemic by continuing to charge preapproved rates as driving and traffic accidents decreased dramatically. At the same time, plaintiffs acknowledged that some refunds were given. They recognized that, in April 2020, the insurance commissioner issued a bulletin directing insurers to “make an initial premium” refund for the prior two months. Although CSAA gave a 20 percent refund to policyholders, plaintiffs alleged that this amount was inadequate and the approved rates for this period remained excessive. Plaintiffs also recognized that the commissioner sent additional bulletins extending the directive for refunds. Although CSAA subsequently gave a 10 percent refund for May and June 2020, plaintiffs alleged that the rates were still excessive. According to plaintiffs, in 2021 the commissioner described the premium returns by California insurance companies as “insufficient.”

Plaintiffs asserted that CSAA’s failure to provide sufficient refunds violated section 1861.05(a) and was unfair and unlawful. They sought restitution for the “unearned premiums acquired from [named plaintiffs] and the Class along with CSAA’s investment returns on those unearned premiums.” CSAA again demurred, and this time the trial court sustained the demurrer without leave to amend.

The Court of Appeal affirmed in the published case of Davis v. CSAA Ins. Exchange – A169729 (September 2025).

The central question in this appeal is whether Insurance Code § 1861.05(a) imposes an independent obligation on insurers to refund premiums that were collected under approved rates when those rates later become purportedly excessive.

Section 1861.05(a) was enacted through the passage of Proposition 103 in 1988. Its stated purpose was “to protect consumers from arbitrary insurance rates and practices, to encourage a competitive insurance marketplace, to provide for an accountable Insurance Commissioner, and to ensure that insurance is fair, available, and affordable for all Californians.” Proposition 103 was one of five competing insurance initiatives on the ballot, but the only one that passed.

Proposition 103 required automobile insurance rates to be determined by applying three factors – the insured’s driving safety record, the annual number of miles driven, and the years of driving experience – and it allowed the insurance commissioner to adopt additional factors. It prohibited rates that were “unfairly discriminatory” and specified that the business of insurance was subject to California’s unfair business practice laws. Proposition 103 also designated the insurance commissioner to be an elected official, no longer appointed by the governor.

In arguing that the section imposes an independent obligation on insurers to issue refunds when approved rates become excessive, plaintiffs focus on the language in the first sentence that no “excessive” rate shall “remain in effect.”

Plaintiffs contend that the term “approved” and the phrase “remain in effect” in section 1861.05(a) are two distinct directives, and the latter phrase would be surplusage if the statute were interpreted to impose no obligation on insurers to unilaterally refund previously approved rates when circumstances render them excessive.

After reviewing the parties arguments, and citations supporting these arguments, the Court of Appeal wrote that “we conclude that section 1861.05(a) does not impose an independent obligation on insurers to retroactively refund premiums, based on rates that were approved by the insurance commissioner, when those rates later become purportedly excessive.”

The judgment of the trial court was affirmed.

Man Pleads Guilty to Impersonated Doctors to Prescribe Narcotics

A man pleaded guilty in a federal court in Los Angeles to leading a long-running scheme in which dozens of medical doctors’ personal information was stolen and then used to create fraudulent e-prescribing accounts, which his accomplices then used to issue thousands of fraudulent prescriptions of controlled substances.

Benjamin Jamal Washington, 25, of Hyattsville, Maryland, pleaded guilty to one count of conspiracy to commit wire fraud, one count of aggravated identity theft, and one count of conspiracy to distribute controlled substances. Washington remains in federal custody.

According to his plea agreement, from September 2020 to May 2023, Washington and his co-conspirators obtained personal identifying information (PII) belonging to dozens of doctors, including their names, dates of birth, addresses, phone numbers, National Provider Identification number, and Drug Enforcement Administration (DEA) Registration Numbers.

After obtaining this information, the co-conspirators impersonated the victims by obtaining fake drivers’ licenses in their names. They also paid corrupt telephone company employees to perform illegal subscriber identity module (SIM) swaps – fraudulently inducing a phone carrier to reassign a cell phone number from the legitimate subscriber to a phone controlled by the co-conspirators – to gain access to the physicians’ phone numbers.

Washington and his co-conspirators then used the fraudulent drivers’ licenses and the stolen phone numbers to open fraudulent e-prescribing accounts in the physicians’ names. At least one co-conspirator spoke with a pharmacy technician to understand the patterns and practices of physicians submitting e-prescriptions so Washington and his co-conspirators could avoid detection and issue more fraudulent prescriptions.

Once the co-conspirators opened the fraudulent e-prescribing accounts, Washington and others used the accounts to submit at least 5,600 fraudulent prescriptions of controlled substances, including illegal prescriptions of oxycodone and promethazine with codeine.

The co-conspirators then traveled to pharmacies across the United States, including pharmacies within the Los Angeles and Orange county area, to pick up the illegally prescribed controlled substances, which they sold for a significant profit.

Washington has a criminal history in Maryland, including arrests for robbery-related probation violations in 2022 and 2024, as well as an escape from pre-trial release in St. Mary’s County in September 2022 after tampering with his GPS monitor.

United States District Judge Wesley L. Hsu scheduled a January 13, 2026, sentencing hearing, at which time Washington will face a statutory maximum sentence of 42 years in federal prison, including a mandatory two-year consecutive prison sentence for the aggravated identity theft count.

Man Pleads Guilty to Impersonating Doctors to Prescribe Narcotics

A man pleaded guilty in a federal court in Los Angeles to leading a long-running scheme in which dozens of medical doctors’ personal information was stolen and then used to create fraudulent e-prescribing accounts, which his accomplices then used to issue thousands of fraudulent prescriptions of controlled substances.

Benjamin Jamal Washington, 25, of Hyattsville, Maryland, pleaded guilty to one count of conspiracy to commit wire fraud, one count of aggravated identity theft, and one count of conspiracy to distribute controlled substances. Washington remains in federal custody.

According to his plea agreement, from September 2020 to May 2023, Washington and his co-conspirators obtained personal identifying information (PII) belonging to dozens of doctors, including their names, dates of birth, addresses, phone numbers, National Provider Identification number, and Drug Enforcement Administration (DEA) Registration Numbers.

After obtaining this information, the co-conspirators impersonated the victims by obtaining fake drivers’ licenses in their names. They also paid corrupt telephone company employees to perform illegal subscriber identity module (SIM) swaps – fraudulently inducing a phone carrier to reassign a cell phone number from the legitimate subscriber to a phone controlled by the co-conspirators – to gain access to the physicians’ phone numbers.

Washington and his co-conspirators then used the fraudulent drivers’ licenses and the stolen phone numbers to open fraudulent e-prescribing accounts in the physicians’ names. At least one co-conspirator spoke with a pharmacy technician to understand the patterns and practices of physicians submitting e-prescriptions so Washington and his co-conspirators could avoid detection and issue more fraudulent prescriptions.

Once the co-conspirators opened the fraudulent e-prescribing accounts, Washington and others used the accounts to submit at least 5,600 fraudulent prescriptions of controlled substances, including illegal prescriptions of oxycodone and promethazine with codeine.

The co-conspirators then traveled to pharmacies across the United States, including pharmacies within the Los Angeles and Orange county area, to pick up the illegally prescribed controlled substances, which they sold for a significant profit.

Washington has a criminal history in Maryland, including arrests for robbery-related probation violations in 2022 and 2024, as well as an escape from pre-trial release in St. Mary’s County in September 2022 after tampering with his GPS monitor.

United States District Judge Wesley L. Hsu scheduled a January 13, 2026, sentencing hearing, at which time Washington will face a statutory maximum sentence of 42 years in federal prison, including a mandatory two-year consecutive prison sentence for the aggravated identity theft count.

Supreme Court Clears Worker Injured at Yacht Club to Sue Employer

The Alamitos Bay Yacht Club in Long Beach hired Brian Ranger as a maintenance worker. He helped the club with its fleet by painting, cleaning, maintaining, repairing, unloading, and mooring vessels.

One day, Ranger used a hoist to lower a club boat into navigable waters. He stepped from the dock onto its bow, fell, was hurt, and applied for workers’ compensation. Then he sued the club in state court on federal claims of negligence and unseaworthiness.

The trial court sustained the club’s final demurrer to the second amended complaint. The trial court ruled there was no admiralty jurisdiction.

The California Court of Appeal affirmed the trial court decision to dismiss the case in the published case of Ranger v. Alamitos Bay Yacht Club – 95 Cal. App. 5th 240, 313 Cal. Rptr. 3d (September 2023). The opinion concluded that “In sum, California’s workers’ compensation law is Ranger’s exclusive remedy. Congress in 1984 decreed this state law aptly covers his situation. A core part of the state workers’ compensation bargain is that injured workers get speedy and predictable relief irrespective of fault. In return, workers are barred from suing their employers in tort. The trial court correctly dismissed Ranger’s tort suit against his employer.”

The California Supreme Court reversed in Ranger II v. Alamitos Bay Yacht Club 17 Cal.5th 532 (February 2025). It ruled the Longshore Act’s exclusion of club workers from the act’s coverage meant only that the state, rather than the federal, workers’ compensation system applies, but did not otherwise deprive workers of their federal right to pursue available tort remedies under general maritime law. (Ranger, supra, 17 Cal.5th at p. 548.)

The state’s top court wrote “To the extent the Court of Appeal’s opinion suggests that California’s workers’ compensation scheme in itself displaces general maritime remedies and constitutes Ranger’s exclusive remedy, we disagree. It is true that California’s workers’ compensation system provides ‘a comprehensive statutory scheme governing compensation given to California employees for injuries incurred in the course and scope of their employment.” (Charles J. Vacanti, M.D., Inc. v. State Comp. Ins. Fund (2001) 24 Cal.4th 800, 810 [102 Cal.Rptr.2d 562, 14 P.3d 234].) Under Labor Code section 3602, the workers’ compensation remedy “provides an injured employee’s “exclusive” remedy against an employer for compensable work-related injuries.’ (King, supra, 5 Cal.5th at p. 1046.) We conclude, though, that the exclusive-remedy provision does not displace federal law in this case.”

The California Supreme Court remanded the case to back to the Court of Appeal to consider: 1) whether federal jurisdiction exists; 2) whether Ranger can assert the tort of unseaworthiness; and 3) whether Ranger can assert a negligence claim against his vessel- owning employer.

On remand the California Court of Appeal in the unpublished case of Ranger III v. Alamitos Bay Yacht Club -B315302 (September 2025) answered these three questions.

In answering the first question, the Court of Appeal began with the step analysis in Grubart v. Great Lakes Dredge & Dock Co. (1995) 513 U.S. 527 and reviewed and applied case law following that decision and held that admiralty jurisdiction applies to Ranger’s claim.

The review next turned to the Club’s contention that, even if Ranger’s claim is within admiralty jurisdiction, he cannot bring a claim for unseaworthiness because this claim can only be brought by Jones Act seamen. After reviewing case law beginning with Seas Shipping Co. v. Sieracki, (1946) 328 U.S. 85 and following, the Court of Appeal ruled that this “argument is incorrect. Ranger has an unseaworthiness claim.”

The Court of Appeal then moved to the third question. “We turn finally to the Club’s faulty contention that Ranger cannot bring a claim against it for negligence as a vessel owner because it is also his employer.” The Club’s argument fails because it is founded in the Longshore Act, which does not cover Ranger.”

The fact that the Longshore Act only prohibits workers engaged in certain types of service to the vessel from bringing a negligence claim suggests that even covered workers not engaged in those services can sometimes appropriately sue the vessel owner for negligence. The Club has not established Ranger cannot sue the Club for negligence as the vessel owner.”