Skip to main content

One to Keep An Eye On: Prada v. Trifecta Productions, LLC (U.S District Court, Eastern District of Michigan, Southern Division)


As with many employment and labor law related cases (and bills) being litigated around the country, there are always a few that stand out.  This is one to keep an eye on.


At the end of August, a rather novel (for the time being) lawsuit was filed by an employee that alleged his former employer unlawfully interfered and retaliated against him in violation of the Families First Coronavirus Response Act (“FFCRA”).

According to the lawsuit, Nicolas Prada (“Prada”) worked as a waiter and assistant manager at Trifecta Productions, LLC d/b/a Tomukun Noodle Bar (“Noodle Bar”).  In late June, he began experiencing coronavirus related symptoms and stayed home from work.  After testing positive three days later and quarantining for fourteen days, he texted his employer that he was medically cleared to return to work.  However, during a call with the owner of Noodle Bar, Prada claims he was interrogated about his actions prior to testing positive for the coronavirus.  The owner of Noodle Bar allegedly questioned Prada about whether he had “been out partying and acting irresponsible” and claimed that because of evidence on social media of Prada having been out in a crowd, Prada should “begin looking for work” and it was best for him to not return to the Noodle Bar.

The day after this conversation with the owner of Noodle Bar, Prada quit and brought his lawsuit against his former employer.

While this lawsuit has only recently been filed and there has not been much action so far, I would suspect that we will see similar lawsuits be filed against employers in the coming months.  Whether an employer can (or even should) terminate an employee in this situation can depend.  For instance, if an employer has a legitimate, non discriminatory, and non retaliatory reason for terminating an employee, there might be some “cover” to avoid liability under the FFCRA.  However, as others have noted, given that these cases are fact intensive and will likely vary based upon the fact set, I do not think we can apply one rule for all cases.


For a copy of the complaint in this case:  https://public.boxcloud.com/d/1/b1!rs066TjvbF3sDNKva_fNd6NgSPB5U---hbMz8hjFJF1REQWk5WJcAhNQrAwqkA4AXHsLfkFN5sDDGA-mUUNSEFTO4Ztgzt6yHuNYPukbO8DNWSmc1e9r43KKPa7qNsgMW97ewmJaF_8yDrnEz41vgTLoEIWkZv8NSAbJT1OjSe3Pn2tatbRVvjb1FRbQmB-SzVJK1NycgrFbAkVLKabvwGhQGwYQzIRTRDdFi5PdrWC8giRBW7UviN6atUEU7TIpe_p0HX2QS3xw_D6bsSt3OKboDyEqXsDKORvDopKkEhcIftR38FB_Btq-2GNkHMH20eZ3XBk0zII-rjBw0cGMF-7bkFnV9cusXWE1y8vyEa6MT4k8F7oqMClTHEURa3A9ZeZFzrU4GeSoa5VEhMWfiNzz-IXOGWNUhtft1Be01pFqFgcGSGBVkYnyJ0-Kyflv5gkXx5SUZ4T8p7nNT16WW7ArRZZ-0hHAKnM1bq0nLaKOOMWbjIO6ayK7HDZh5sOumtHoFngxCXdN4HRMrIQ6pUwJr2hAE02dUx2RncuklxFSGefhahEeQNelRZz8p3jc4bnX1lAQpCRHug_YhwVY8pgmQEV3YPbgdUE3cKs7r0E8pm-KYZ-bv88Cns5fNgBy275AOjFneZm0QoOBYGKHoTEfpOheTuYTHQgYS7DnQ7F7rhoGFcBCM_urKYPvrPR4kkHr-y3LxHmUESLuSMbEA0IwLsUHt4Lwo7QKZUn0UpA7psYUTtIHEE6h9NklYuoMaLImkmtNmn8edoYCQbI2zdkQVEct8umUPum3LRXsq7caYkKOz45ELbWrlutKcxctlcm2evB5et1LlRY6nwwIwZJY3FBBzh3KykfsQHL8dr4sTXH4SpNoVVpS3SxkpkWzOBSfAV--hUbFY7-T7E67IZ5mVleJdlz669dFrfPL6dn5delgf-blgnoSmfOEM6YUPUCevYLsr4CO4hA_Ek_5-W7XJUcNO3C8r1S0OKHZ0c-AwifFv5fyRlN5MtTsvKOcjkB2AJ0v9TLPSTFuDgmoOZK0XyDWQfBk8VTIv_omr1PguY2fZDS5q7meP_sUd81_6zEDbmYIRz52HIvYxOrZ-ErfgZy7wsl9ekikg8QXrHDbtEqrHI98BNDKFBmWiU4VQdaMa5zhXpmtOQWayjWj4cTLmq8Fa8jLS9TK6FKV8PoEfgpJqg4nm0CyJemC84eua8EuRAH2NeC6T3fL1fO316xjvdiLhbXo9XZprQbtFZFY5KiXexdeJ_bYFZOG79Np6GixVlOjzdLoSmuWgw92CA../download

Comments

Post a Comment

Popular posts from this blog

NLRB: Discussion Among Employees About Tip Pooling is Protected Concerted Activity

  This Advice Memorandum from the National Labor Relations Board’s Associate General Counsel, Jayme Sophir, addressed whether employees which discussed and complained about tip pooling at work constituted protected concerted activity. In relevant part, an employer in New York operated a chain of steakhouses.  While tip pooling was in place at these steakhouses, some of the employees objected to it on the grounds that it was not transparent and improperly divided tips among the workers.  Employees were told not to complain or talk to each other about the tip pool and were told that doing so would endanger their jobs.  Despite the employer later attempting to provide some clarity as to how the tips were being divided, rancor still existed among some employees.  At one point, the employees were told by a general manager that some employees that had been talking about the tip pool were “cleared out” and the employer would continue to do so. In the Advice Memorandum, it was noted that emplo
Post a Comment
Read more

What I’ve Been Reading This Week

A few years ago, I remember when the “Fight for $15” movement was taking off around the country.  Lo and behold, it appears that a $15/hour minimum wage is not the stopping point, which should be no surprise.  As the below article notes, New York is aggressively moving to ramp up hourly wage rates even higher.  While all the  below articles are worth a read, I called particular attention to that one. As always, below are a couple article that caught my eye this week. Disney World Workers Reject Latest Contract Offer Late last week, it was announced that workers at Disney World had rejected the most recent contract offer from the company, calling on their employer to do better.  As Brooks Barnes at The New York Times writes, the unions that represent about 32,000 workers at Disney World reported their members resoundingly rejected the 5 year contract offer which would have seen workers receive a 10% raise and retroactive increased back pay.  While Disney’s offer would have increased pa
Post a Comment
Read more

Utah Non-Compete Bill Falters in House

Last month, a non-compete bill sponsored by Representative Brian Greene (Republican from Pleasant Grove) & up for vote in the Utah House failed to make it through the Legislature.  The bill sought to ban enforcement of non-competes if they came after a worker was already employed, given no compensation (such as a bonus or promotion) for signing the non-compete, and laid off within six months.  However, by a 22 - 49 vote, the bill was resoundingly defeated after some business groups lobbied to kill the non-compete bill.  One group in particular, The Free Enterprise Utah coalition, argued that the Utah State Legislature should hold off on any changes to non compete laws in the state until a survey about non competes was done among Utah businesses.  Representative Greene had countered this claim and argued that a survey was not needed to show that the current non compete laws in the states allowed many businesses, including some small high tech companies in the state, to per
Post a Comment
Read more