Source: https://de.scribd.com/document/389672362/Darren-Eastman-vs-Apple
Timestamp: 2019-04-22 09:22:12+00:00

Document:
Ex-Apple engineer sues to get proper recognition on filed patents, and over alleged wrongful termination.
c; C Information about additional plaintiffs who are not competent adults is shown in Attachment 3c.
b. The true names of defendants sued as Does are unknown to plaintiff.
c. &C Information about additional defendants who are not natural persons is contained in Attachment 4G.
6. C This action is subject to = Civil Code section 1812.10 [= Civil Code section2984.4.
a defendant entered into the contract here.
C a defendant lived here when the contract was entered into.
C.. 0 a defendant lives here now.
El the contract was to be performed here.
e. [J a defendant is a corporation or unincorporated association and its principal place of business is here.
f C real property that is the subject of this action is located here.
this complaint's 10,313 eligible words.
... S.30 Tamenyv.....18 ig Wetherbee v..........17 ii United States v............ 178 ............. Apple Inc...............2d 1316 . Anheuser-Busch......Supp....32 14 Vargas v....3d 1020 .......3d 64 ......... Real Property (1999) 194 F.........4th 1310 . Sulik (1919)93 Conn. Larsen (1980) 299 N. 662..............34 7 Tim Bucher v........2d 389 .24...................32 13 Van Slooten v............ United Insurance Co..............3d 1086 ...App............. Apple Computer..2d 704 ...... ofAmerica (1968) 20 265 Ca1...... Goldfarb (1996) 46 Ca1..... Inc. Ruggiero (1961) 197 Ca1.......Y.. (2012) 1-CV-230651 .... William M Eisen Co.....................App.. Inc...32 V ..29 9 Tucker v. 213... (1994) 7 Ca1..... Taft Elks Lodge #1527(1935)6 Ca1....2d 556 ..4th 299 ...... Crawford (2001) 239 F..........................31 12 United States v................... Case 4:18-cv-05929-DMR Document 1-2 Filed 09/27/18 Page 8 of 46 Stone v............ (1980) 27 Ca1... Marine Cooks & Stewards Assn.2d 921 ........ Longo (1987) 43 Ca1... Atlantic Richfield Co............. Unidentified.......... Believed 25 tobeSB "Lady Elgin" (1990) 755 F.... (2009) 171 Ca1.....App.......3d 167....... (2005) 1-CV-035201 ...................... Farmers Group... Naito (1975) 188 USPQ 260 .............4th 1305 .. 5 10 Turner v................25 24 Zych v........ (1954) 6 117 Ca1........ v..........34 21 Wolf v... Veterans of Foreign Wars 16 of U.. Barclays American Mortgage Corp. Vigeant (1980) 407 N..... 205 .................. 214 ....36 22 Yates v..............4th 1238 ........ 26 a Troyk v................32 17 Wayne Goodrich v......35 is Walker-Rogers Post No...... (1916) 219 N....17 Taylor v.....App... Wrecked & Abandoned Vessel..... 431 ..........App..36 Sutherland v....36 23 Youst v. (1997) 53 Ca1..............2d 709 .........App...........26 18 Weinbaum v................. Inc....W.....................E.......App..... Inc..
23 whether Apple would continue ignoring plaintiffs generous latitude to 24 settle. Diego Acevedo (Apple counsel) contacted plaintiffs 25 counsel. electronic read 17 receipts (disclosed in the email submission by counsel) showed 11 is individual devices had examined the demand letter and the extensive 19 supplemental material contained in the Points & Authorities. Sewell. 22 Plaintiff emailed Mr. On February 20 27. both plaintiff and his counsel experienced 14 significant medical events requiring hospitalization and temporary assisted is living. 52450) submitted a 5-page demand letter 31 (with a 26-page summary of facts) to Bruce Sewell. The letter detailed defendant's s nonjoinder of Mr. Eastman's critical innovation and responsibility in the 6 creation of six US utility patents. yet still attempted to cause Apple to respond in good faith. Sewell's manager (Tim Cook) asking for clarification. General Counsel and SVP of Apple. Acevedo stated he wished to confer (per Mr. Cook) but never 26 contacted counsel again. Cook again on July 25. Mr. 2014 termination (not subject to at-will employment in s California) and covered the intentional conversion of plaintiff's personal 9. It discussed discrimination. Case 4:18-cv-05929-DMR Document 1-2 Filed 09/27/18 Page 10 of 46 ii INTRODUCTION 21 Plaintiff's counsel (Ivan Halperin. Rice or Mr. property and common stock after termination. Sewell by email and it bounced- 21 Mr. Sewell ignored the case for so long he no longer worked for Apple. his unlawful 7 September 23. on November 2. Plaintiff emailed Mr. Sewell acknowledged counsels' 12 periodic requests for updates for over one year and have yet to report any 13 findings. io The defendant assigned Deborah Rice (Director of HR Legal) to investigate ii these claims. 2016. 1 . 2018 plaintiff attempted to reach Mr. Neither Ms. During this time. Within 16 one week of the demand letters submission to Mr. On February 27.
2 .3d 966. one containing background how 16 Apple evolved from an honest company into a rampant and regular abuser of 17 contract. Inc. Apple Computer. 2 Sewell and comprise some of the Points and Authorities. defendant has s exploited California's statute of limitations—purporting to "investigate" the 6 matter without ever intending to do so. Six causes of action are presented 14 after four sections in the statement of facts—one for intellectual property is nonjoinder. as of the time of filing. discrimination and employment law. 988. in addition to regularly acting is without good faith in business dealings. Intentionally ignoring counsel g before litigations occurred unabated for almost two decades. and/or. who've made sizable contributions towards 21 Apple's success. Apple ensured plaintiff had depleted available funds for legal 12 representation from continued unemployment. 24 Fourth.Supp. (2001) 1-CV-802679. This includes a disturbing practice 19 of unlawfully terminating employees in the final days before Apple's 20 October 1 fiscal calendar ends. summarizes how Apple's unlawful actions have affected every 25 aspect of plaintiff's life and continue today. (2016) 182 F. one for unlawful termination. Defendant has still 3 not contacted counsel or the plaintiff. Inc. Case 4:18-cv-05929-DMR Document 1-2 Filed 09/27/18 Page 11 of 46 i attaching the same documents which had been sent over a year earlier to Mr. The guilty manager in a this 2001 case was promoted to Senior Vice President in 2012. In keeping the 4 plaintiff waiting in good faith for over one year before filing. as evidenced in 9 Grant v. ii Lastly. identified key quality problems before product 22 shipment and subsequently were due favorable performance review 23 compensation and/or vested granting of common stock previously awarded. FedEx Office & Print 7 Services. Minor v. forcing him to act pro se- 13 causing his sole writing of this complaint.
This 3 allowed the practical sustainability of a product design where the laptop 4 battery is permanently attached and not user serviceable. 2009 and explained his new 20 feature. 2009. his exchange with Mr. Wisconsin. Forstall on March 8. Cue—who responded that." Plaintiff then reached out 19 to Scott Forstall (VP of iOS) February 18. Forstall. 2010 release of the "Find my iPhone" feature. 23 plaintiff emailed Mr. 2009. empowering him to create 6 innovations critical to Apple's continued success. This increased 5 plaintiffs credibility and value within Apple. 15 Realizing the feature would require the use of Apple's iCloud infrastructure 16 to work correctly for Mac and iOS users. "would hate such a feature and feel Apple was 13 spying on them." 22 After the initial June 15. Case 4:18-cv-05929-DMR Document 1-2 Filed 09/27/18 Page 12 of 46 STATEMENT OF FACTS 1 Plaintiff was awarded a utility patent for firmware signaling technology 2 invented during development of the original MacBook Air computer. "it was a 21 good suggestion. Plaintiff emailed Rick von 3 . 9 After detailing the invention in a Radar application ticket (which is date/time 10 stamped and unchangeable) plaintiff began shopping the new feature to 11 members of engineering and ultimately the Director of iTunes marketing. Mr. and. he invented a novel 8 method and apparatus for locating a lost smartphone or computing device. which're more expensive than competitors. Cue replied that it was a good idea and 18 now. asking if patent protection 24 should be sought. After plaintiff temporarily 7 losing his original iPhone in Milwaukee. but never heard from Mr." The market advantage predicated Apple should allow 14 users to locate their lost devices. plaintiff contacted Eddy Cue (VP 17 of iCloud) January 27. he was then 25 unsuccessful soliciting Apple's patent counsel. "something we have on our list to consider. 12 who decried customers.
Rick responded less than an hour later. simply a reduction to practice of the sole inventor's broader concept. Schaeffer (1976) 193 USPQ 627. (1998) 135 F. von Wohid never responded further. Plaintiff also declared a process for selling mobile tickets using an Apple operating system on his 2006 Intellectual Property Agreement (IPA) that closely resembles claims in a utility patent defendant was granted for the 11 "Passbook" application for event ticketing. While clearly not 15 occurring in this matter. v. I'll get back to you on this. while researching the previous four nonjoinder patents for potential others—which followed a demonstrated and repeated pattern of discrimination by Apple. "Got it. 1548-1551. 11 including." See Ethicon Inc. Thanks Darren.. contribution to one claim's enough." See Brader v. 2 45 USPQ2d 1545. 2009." Mr. "[a]s IA between inventors their word is normally taken as to who are the actual inventors. stating. 1460-63.. who 25 contributed to one of the two alternative structures to define "the means for 4 . "The contributor of any disclosed means of a means- 2( plus-function claim element is a joint inventor as to that claim. The electronics technician in Ethicon. plaintiff was nonjoinder from four US utility patent applications later filed in 2012 and 20 13— subsequently granted by the USPTO. IA A coinventor need not contribute to every claim of a patent. unless one 21 asserting sole inventorship can show that the contribution of that means was 2. Plaintiff only discovered being 11 nonjoinder in re the Passbook patent after his unlawful termination. Despite being the sole inventor of the process and technology to locate a lost computer or device. United States Surgical Corp.3d 1456. 631. Case 4:18-cv-05929-DMR Document 1-2 Filed 09/27/18 Page 13 of 46 Wohid on March 24. but not limited to its executives and legal group. when there's no apparent disagreement.
and. Jobs of using Dave Matthews' "Everyday" for an iMac 25 commercial." See In re DeBaun (1982) 687 F. Naito (1975) 188 USPQ 260. .where implementation of l those steps does not require the exercise of inventive skill. Jobs to 19 implement what became the eMac computer—inspiring a future generation 20 to embrace technology. 214 USPQ 933. 463. Plaintiff designed a computer which would 18 attain these goals while concluding graduate school. plaintiff earned extremely 26 positive performance reviews. in large part from 141 the efforts of CEO Steve Jobs—who was motivated by plaintiff's idea to 151 build a low-cost Mac capable of running the OS X operation system for the education market. with all the ports streamlined in one place for easy. with none of the claims existing without plaintiff. a US utility patent for firmware technology. 263 it was found inventors need not "personally construct and test their invention." Further. Apple had no previous art or plans for such claims before he created Radar 6262545. 131 Plaintiff began working as an engineer for Apple in 2006. in Tucker v. Lastly. 11 12 II. For eight years after joining Apple. 936.. his disclosures made in a 2006 IPA. stating she revised Apple's unsolicited idea submission policy [to 23 what it remains today] based on plaintiff's role in the eMac.2d 459. 17 securable access in academia. Plaintiff contributed to at least one (or more) of the claims for all the patents in question. and. Plaintiff wasn't yet an Apple employee and 21 nonjoinder for associated design patents. "it is not essential for the inventor to be I personally involved in carrying out process steps. discretionary bonuses for his work on Apple products— including a 5 . presenting 24 the idea to Mr. Case 4:18-cv-05929-DMR Document 1-2 Filed 09/27/18 Page 14 of 46 detaining" in a claim limitation was held to be a joint inventor. 27 and. convincing Mr. GC Nancy Heinen contacted 22 plaintiff.
plaintiff was responsible for exception processes from the executive team in re software 8 and Mac quality issues. Locating a lost device using another connected to the Internet 12 became "Find my iPhone" and saw executives feel confident it was brilliant. quality and safety. solutions to longstanding ii problems. a threatening one later by your direct manager. he appreciated plaintiffs' commitment to Apple. A portion of 26 nearly every day became tasked with dealing with customers. which ceased with his 2011 death. Jobs made the plaintiff promise that he'd always work for Apple and indicated that a job would always be available for him—honesty and loyalty were most important. Jobs further instructed him to always report anything he felt wasn't correct via email. As part of his position description. This caused plaintiff to give periodic updates to Mr. Cronyism and a dedicated effort to ignore quality 20 issues in current and future products became the most important projects to 21 perpetuate the goal of ignoring the law and minimizing tax. 13 while everybody else in the company felt it was very foolish. or. often for embarrassing and 11 . Such 14 frustrations are commonplace at Apple and offer a clue why Mr. Mr. Mr. if the proper channels and points were first exhausted. issues or 27 otherwise projects related to product litigation. Jobs tenure. Jobs was is passionate about having employees who'd done good work for him promise 16 to remain working for him for the balance of their career. or. g Jobs at his request. Case 4:18-cv-05929-DMR Document 1-2 Filed 09/27/18 Page 15 of 46 small restricted stock grant. Jobs) produces either no 25 response. which encouraged a justifiable 23 influx of litigation for atiticompetition. Notifying Mr. Plaintiff occasionally io presented ideas for new Apple technologies. 24 Cook about issues(previously welcomed by Mr. This meant an 22 end to communicating anything to customers. Many talented 17 employees who've given part of their life for Apple were now regularly 18 being disciplined and terminated for reporting issues they were expected to 19 during Mr. In 2009.
26 Employees who can remember when a proposed outcome has cost Apple 27 dearly. No corporate responsibility exists at Apple 19 since Mr. Document retention notices sometimes were sent by legal multiple times per 7 week—the fire drill approach of interrupting everything to stop and fix an 8 issue which never would have existed previously began to cause undue strain. discredited and 7 . Case 4:18-cv-05929-DMR Document 1-2 Filed 09/27/18 Page 16 of 46 simple causes which never had previously happened at Apple. or caused significant harm are always disregarded. There's no accountability. Jobs' death. causing more significant issues than those they resolved—sometimes rendering applications or basic functionality to be completely unusable until another update fixes the regression in the previous update. spawning itself yet more quality bugs. The executive teams main focus is eliminating tax liability and bad PR 18 being disseminated about Apple. is who started to disappear suddenly without warning—because a stock option 16 was due. as a result of limited resources io and a management focus on eliminating quality assurance and engineering ii positions in a zeal to acquire retail and treasury employees. irrespective of role. a performance review which'd necessitate a large bonus and/or 17 raise. or. 24 Attempts to explain past failures to management in plaintiffs workgroup are 25 akin to contentious and improper communication. hiring 14 managers with little technical experience to oversee the remaining engineers. with attempts at doing the 20 right thing met with swift retaliation. just as the elimination of 23 institutional memory becoming a strong policy of middle management. Updates for every product are often untested. This destroyed 12 morale and caused many of the remaining engineers who made a difference 13 to leave after 2011. This sparked a contentious and toxic environment. which never (or rarely) exist in comparable products worldwide. The continual pattern of Apple's 21 already troubled HR and legal teams affecting the company began 22 inadvertently driving Apples engineering focus.
with judicial 2! orders and paying tax (of any kind) representing the principal frustration of 2( Apple's executives. as Apple's fiscal calendar begins in October. that it'd been attempted twice in the last 15 years. ic encouraged staff to return to the office after simply repainting. Ii A regular practice among Apple management is to terminate employees in September. He was terminated. and. The stock can then be re- allocated to other employees and becomes an added bonus for managers to terminate experienced staff—this keeps both salary and tax costs minimized 2: following the retirement of illegal anti-poaching activity at Apple after 2 losing High-Tech Employee Antitrust Litigation in 2015. this means that if compensation due for the current years' work (including stock which may 11 have taken multiple years to vest) is not granted. plaintiff's previous manager appeared to be unlawfully fired by his Director (William Heilman) for suggesting in a large meeting that a proposed project would cost millions of dollars and hundreds of thousands of hours of labor without any success. and. Case 4:18-cv-05929-DMR Document 1-2 Filed 09/27/18 Page 17 of 46 often terminated. Plaintiff's former manager was recruited by Steve Jobs and managed both Developer Relations and the Developer Technical Support organizations previously. It was only a matter of time before any ethical employee. In 2014. then. Apple signed a new multiyear lease. Complying with 2 the law and paying what's honestly required is taboo at Apple. Despite contractors confirming the building could never be rid of mold. Apple steadfastly . which caused her and other employees to work-from-home. or.believes in ignoring it's ethical and 8 . in a completely different division—for reporting issues with toxic mold in her building. Jobs was unlawfully terminated since Mr. Cooks 11 tenure as CEO. his daughter was terminated shortly thereafter. anyone who did work respected by Mr.
but never released as an update. These customers' names is would appear in document retention notices plaintiff received from legal. a few years later. subsequently filed litigation—with the issue never is being resolved. with the caveat it's always cheaper to settle a lawsuit. assuring them a nonmerchantable product. Lohr's residence to retrieve personal belongings for 24 him was commonplace. who. 23 Regularly visiting Mr. it files ridiculous motions which regularly 1 challenge the rule of law and disrespect both the judiciary and due process. si which also unnecessarily slows the judicial process. One occurrence saw her being asked to retrieve 25 Euro currency secured in his personal safe at his residence and FedEx them 26 to him while on holiday in Europe. Case 4:18-cv-05929-DMR Document 1-2 Filed 09/27/18 Page 18 of 46 business responsibilities. The renewed discussion in i-c eliminating the demurrer in California by the legislatures no 12 doubt been fueled by Apple. Even when Apple is presented with litigation. At no point during plaintiffs tenure after Mr. over age 40) Director Dan Lohr would regularly 21 instruct her to do inappropriate things for him. Plaintiff was regularly assigned to help 13 customers who wrote to executives after being ignored by Apple for 14 reporting a problem. Jobs' death has Apple done what was right and actually mitigated a legal issue without being ordered to do so by a court—often. Organizing his vacations was also . which takes effort. This is despite 16 being well understood by engineering after plaintiffs diagnosis—often with 17 a fix identified. Apple tries to discredit and attack the character of customers and employees who've suffered wrongdoing and file a claim or complaint. 19 In another of plaintiffs companion workgroups (all sharing one female 20 administrative assistant. money and time to prepare. when the publics memory has faded. both during work hours and 22 off time—despite being nonexempt and not compensated for such actions.
plaintiff acquired 7 U disabilities and became a member of a protected class in California. she'd sometimes be performing inappropriate tasks for Mr. exercising a conflict of interest. and further. occurring minutes after 2 the Office of the CEO had contacted plaintiff at home. Cook. Ii III. Lohr. Lohr also was her direct manager. plaintiff began is experiencing discrimination. and finally. reputational damage. via personal email. while at home on a sick day. When plaintiff would visit her cubical in need of sending urgent items to somebody. After 11 repeated occurrence since Mr. 2014. unfair business practices and ultimately unlawful termination—before the 21 unlawful conversion of his personal property. the distinction between personal servant and Apple employee wasn't understood by Mr. Such occurred on September 23. Lohr. such as getting his home mail. Lohr would never explain that she had a choice and could say no to such ridiculous discrimination without fear of being terminated as a member of a protected class for age discrimination. retaliation. as all his Apple access had been disabled without his knowledge. it became clear why she was suddenly unavailable so often—after years of always being more available than everybody else. favoritism. 15 During his tenure at Apple from 2006 until 2014. Lohr joined Apple. causing the workgroups AA to be off- campus doing personal errands for him when needed at Apple. for assistance 2E investigating a software problem reported to Mr. Apple business is 10 . breach of contract and good faith in business dealings. Mr. including plaintiff. Missing meal breaks commonly resulted—Mr. Case 4:18-cv-05929-DMR Document 1-2 Filed 09/27/18 Page 19 of 46 common. After having life-saving neurosurgery in 2013 and returning to work four months U earlier than his recommended twelve-month recovery.
Plaintiff received several awards and ii was well-respected during his joint tenure as an Apple engineer and 12 supervisory employee. After is counsel asked plaintiff to obtain a copy of his employment file in June of 16 2015. who has no college 26 degree. having never being given a poor performance review. and. Why waste time in fabricating a yearly performance review for an 24 employee who hasn't worked for Apple since the previous year? An 25 uneducated. Case 4:18-cv-05929-DMR Document 1-2 Filed 09/27/18 Page 20 of 46 i forbidden using personal email and plaintiffs manager (Eric Barkve) had• 2 refused previous scheduled 1:1 meetings. Barkve. unethical and unqualified Mr. a single (highly negative) performance review is for 2014—which Mr. as well as any explanation of Apple's disciplinary process for 21 either current or new employees made plaintiffs counsel realize Mr. Barkve 22 was unlawfully trying to conceal his wrongful termination of plaintiff ex 23 post facto. The absence of an Apple employee 20 handbook. 13 although management frequently omitted his IP achievements. no programming experience and little technical background for such 27 a demanding position as plaintiff was qualified. it was found that it contained only his 2006 IPA. Barkve submitted to HR over 3 months after 19 unlawfully terminating plaintiff. which ensure critical customer-facing issues are resolved in a io timely manner with software updates. key work 14 with cross-functional teams such as legal and product marketing. Plaintiff was discharged 11 . Plaintiff still hasn't received a written warning (as of the time of filing) and it was explained via personal 4 email that his fixing a critical quality bug in the Disk Utility application (in s the then pending Mac OS update known as Yosemite) and attempting to 6 solicit Mr. Heilman) repeatedly refusing to perform their job 9 positions. his termination letter 17 sent via personal email. or. Barkve to do his job in ensuring the fix was integrated before 7 customer shipment was improper communication—despite Mr. Barkve and 8 his manager (Mr.
Barkve. 25 Plaintiffs termination letters not signed. citing the need to leave Apple on two occasions in to 14 reclaim children from school during normal business hours. 27 Barkve intended to unlawfully terminate plaintiff—with the expectation 12 . it would include this exact phrase. AMD. "providing a 21 contentious atmosphere which made employees feel uncomfortable. enthusiastically discussing how this would reduce Mac support ii cost during a 1:1 meeting two months before his unlawful termination. especially given his recent projects' completion after 20 three years. If plaintiff could instead conduct a 24 performance review of Mr. connected displays is primary. Intel and Nvidia) so that common functionality with external displays s (such as remembering which of multiple." This 22 was instead what Mr. It's 12 no surprise ex post facto Mr. has a grammatical mistake and 26 appears to have been originally written by somebody else. however. his workgroup 23 and others in engineering at Apple. it's obvious Mr. 5 secondary or tertiary across computer restarts and sleep) and took three years 7 to achieve. Plaintiff unified Apple's 3 graphics drivers (from the three companies used in Mac graphics cards. both to plaintiff. Barkve cancelled meeting requests with 13 plaintiff in September. Since plaintiff had previously 17 received extremely rare and superior past reviews (which required executive 18 approval before they could be granted by his manager) plaintiff expected 19 repeat occurrence. Barkve was well-aware of the 9 compensation such an achievement spanning three performance reviews o would entail. Barkve did regularly. Finally. 8 plaintiff saw results via diligent effort. Everyone on is plaintiffs team indicated they'd had their performance review for 2014 is before the second week of September. Case 4:18-cv-05929-DMR Document 1-2 Filed 09/27/18 Page 21 of 46 i unlawfully one day before his compensation and stock were due on 1 2 October—as is SOP with Apple's key employees. plaintiffs termination letter stated he was. Some engineers theorized it could not be achieved. Mr.
without him doing so. Case 4:18-cv-05929-DMR Document 1-2 Filed 09/27/18 Page 22 of 46 i having HR deactivate his online and physical Apple access would magically 2 communicate his premeditated malice. 24 a desk. As additional punishment for having a reasonable accommodation to 26 work-from-home. making him s unable to initiate Apple's Decision Review Process to appeal his discharge 6 within two months. as only his termination notice and 2006 IPA are in his 7 HR file—with nothing reviewable by a legal standard. including 13 . with a recurring theme in regular nightmares indicative 22 of Apple punishing him-ac-post facto for reporting said events to legal—the 23 plaintiff's forced to continue working for Apple. access to the internal applications or tools necessary to perform 25 his job. Barkve on September 13. Plaintiff asked 3 Mr. Iv. property and stock 13 through no fault of his own. The two-month limit a always expires before terminated employees can get anything from HR. plaintiff was diagnosed with post-traumatic 14 stress disorder (PTSD) and continues to suffer emotional distress—from is such events. without compensation." Such events (as 20 described throughout the complaint) constitute traumatic events. The American Psychiatric Association. "the development of characteristic symptoms 19 following exposure to one or more traumatic events. reputational damage. 5th Edition manual describes the "essential is feature" of PTSD (at 274) as. Diagnostic and Statistical 17 Manual of Mental Disorders. and finally. but. or. plaintiffs manager makes him travel frequently. 2014 for all 4 documentation relating to his discharge and received nothing. but. Plaintiff has 21 difficulty sleeping. because his fabricated review wouldn't be created until o March—a full 6 months after his termination. not having been employed 16 since. 2014 and on September 26. iz Upon the both devasting and unlawful loss of his job. o plaintiff couldn't.
Case 4:18-cv-05929-DMR Document 1-2 Filed 09/27/18 Page 23 of 46 for meetings which're subsequently cancelled after his departure. Plaintiffs suffered financial and reputational damage as the original and 25 putative inventor of the "Find my iPhone" feature. causing him financial loss. explaining why it continues unabated. which later was the sole 14 . CAUSES OF ACTION 24 1. Apple will pay any price to contain public disclosure of its liabilities and the Court's gladly acquiesced in the past—perpetuating each of the continual offenses described herein. Due process and the rule of law will be restored to Apple employees by this complaint—even if appellate court and sanctions are necessary. without impunity. "the gift which keeps on giving" as it helps frame the unlawful employment practices Apple's legendary for—but only known about by a handful of people. causing a dreaded IRS audit for 2015. affected his ability to timely file for unemployment (and later) disability insurance. Being the most valuable company in the world gave Apple free license to break the law and then use unethical legal attempts to dismiss (or hide) the evidence from the public. a result of the defendant's rich abuse of demurrers and motions to seal. and. which caused him to continue to receive work-related calls on his mobile phone into the next year. or. Apple also didn't communicate his departure to the IRS for the following tax year. Another event which caused emotional distress for plaintiff was that Apple didn't communicate his departure internally. nightmares affecting his ability to sleep. Plaintiffs dubbed Apple. While any other company faces sanctions. A trillion-dollar worth doesn't preclude any entity from 23 intentionally and repeatedly violating the law. which didn't help plaintiffs PTSD. Apple's (apparently) been rewarded for its deceit and disrespect for the rule of law. particularly from international locations.
s (A) Reputational damage qualifies for nonjoinder relief. Seagate Technology. The 25 consent of others named on said patents isn't necessary for a correction to be 26 filed by Apple with the USPTO. Supp. Supp. on the part of either the named inventor or the actual 19 inventor.C. Case 4:18-cv-05929-DMR Document 1-2 Filed 09/27/18 Page 24 of 46 i basis for the "Find my iPad" and "Find my Mac" features.S." Plaintiff hasn't been employed since his 14 unlawful termination in September of 2015. 7 1357. (1995) 894 F. Apple must 4 amend these patents via 37 CFR 1. comparable to being an author of an important scientific paper. 2d 1087. Inc. In Shukh v. as in Iowa State Univ. for affecting one's 6 employment via §256. §256. 560. (2001) 254 F. As we noted in Chou. s the opinion states.41(c) as a violation of 35 U. 20140364099 and 20140199966. by Apple counsel. Apple committed 2 nonjoinder of plaintiff in USPTO filings for utility patent applications 3 20130326643. 12 We reasoned that pecuniary consequences may well flow from being 13 designated as an inventor. could otherwise 24 demonstrate participation in the development of claims in said patents.3d 1347. Research is ." Stark v. "being o considered an inventor of important subject matter is a mark of success in ii one's field. of Chi. none of which had any claim. 20130326642. Additionally. Univ. Advanced Magnetics. see Chou v. The rehabilitation of plaintiffs is professional reputation by joinder and recognition of said utility patents 16 would improve his employment and financial prospects. Forstall) 23 or. Any deception committed by the non-inclusion of 22 plaintiff may have only occurred at an executive level (such as Mr. "we hold that concrete and particularized reputational g injury can give rise to Article III standing. the 17 true inventor was left off the application as a result of a mistake and not as a 18 result of deception. 555. 20 Plaintiff doesn't know (or recognize) any of the names listed as inventors for 21 the patents in question. or. LLC (2012) 873 F.
170.7 and §1102. §256 and the Leahy-Smith America Invents Act. and.5. This occurred in the months before plaintiff's unlawful termination. California Labor Code 15 §98. 'S Barkve was aware of the resulting memory corruption bug plaintiff filed and 2C didn't assist in escalating to engineering management). 284.S. 374. (A) Plaintiff won a small-claims action against Apple for concealing a memory defect he exposed in a personally purchased iPad Retina. Finally.S. §256 and the Leahy-Smith America Invents Act. California Code of Regulations §11065 and 1( §11068. Plaintiff (again) seeks relief per 35 U. §98. or person to discharge. Mr. §12940(h) includes protection.2d 406. Sperry Rand Corp.C. codified as 125 Stat 284. codified as 125 Stat. despite at-will employment.C.6 also 2 applies. Honeywell Inc. labor organization.2d 1187. breach of contract. Plaintiff seeks relief per 35 U.6. "from any 21 employer. Symsyk (1993) 988 F. Plaintiff was unlawfully terminated. 2 as plaintiff communicated the case and outcome to his manager—retaliation 2 from Apple wasn't coincidental. as shown in multiple emails with Apple executives before the features in-question began research or development.. none of the claims made in said patents could exist without plaintiff's innovation. which 1 violated the Fair Employment and Housing Act. employment agency. Plaintiff additionally suffered financial and reputational damage as a joint inventor of the "Passbook" electronic ticketing solution. Case 4:18-cv-05929-DMR Document 1-2 Filed 09/27/18 Page 25 of 46 Foundation v. 1195. so. Plaintiff easily passes the "rule of reason" test as defined in Price v. Plaintiffs IPA had 'C specific declarations for said art and was nonjoinder from Apple's filing of Ii 20140364148 with the USPTO. §98. 16 . (1971) 444 F.
Ralee Engineering Co. As in 21 Stevenson v. (1980)27 Cal. when 14 it did not. This subjects Apple to tort liability. or assisted in any proceeding under this part. 821 it's noted that.App. despite being identified as mission critical. or otherwise discriminate against any person because the person has opposed any practices forbidden under this part or because the person has filed a complaint. 675-682 and 2C Collier v. No fix was scheduled for the bug in question." 17 . for obvious reasons in diagnosing and 'C fixing hard drive problems. "a discharge for the exercise of a 25 constitutionally conferred right. 887 "An employer may 22 not discharge an at will employee for a reason that violates fundamental 22 public policy. (1994) 7 Cal. Interactive Data Corporation (1988) 47 Cal. No software engineer had been assigned to Disk Utility for three years.4th 1238.App. 2E may support a wrongful termination action in violation of public policy. John Muir Medical center (2002) 97 24 Cal. Atlantic Richfield Co. great concern had been escalated to plaintiff about this bug from 12 support readiness employees—in re customers mistakenly becoming certain 12 their Macs hard drive needed replacement after checking it for errors. 1E Sentry Insurance (1992) 1 Cal. 178. 1094-1095 and Green v. 79-80. meeting both constitutional and state provisions. Anheuser-Busch." (B) Defendant committed "public policy" wrongful termination for fixing a quality bug in the Mac Disk Utility application. as in Tameny v.4th 880. Inc. no less than the exercise of a statutory right. which would erroneously indicate to most users their computers hard drive was damaged when it wasn't. (1998) 19 Cal. 11 however. testified. as in Turner v. Case 4:18-cv-05929-DMR Document 1-2 Filed 09/27/18 Page 26 of 46 expel. Superior Court (1997) 16 Cal. is Foley v.4th 814.3d 1117. Such a contravening public policy affected millions of free 15 product users.4th 66. 1121. as in Gantt v.4th 1083." As in Jersey v.3d 654.3d 167. Superior Court (1991) 228 Cal.
g Given the lack of an employee handbook and no posted disciplinary 10 procedures at Apple.81. 18 ." Apple was founded 118 years later. Magee (1858) 9 Cal. 399. except in accordance with specified procedures or without 8 good cause. Hartley (2014) 224 Cal. All four elements 22 for breach of plaintiff's employment contract are clearly met. It's well known from 24 Robinson v. (3) the 20 defendant's breach. as in Soules v. 83. by competent parties. Inc. A reasonable accommodation doesn't constitute breaching these said three characteristics identified by California Labor Code §2924 as being valid reasons for dismissal. that. 14 by a disabled person in a protected class. Case 4:18-cv-05929-DMR Document 1-2 Filed 09/27/18 Page 27 of 46 The plaintiff never willfully breached any employment duties. Plaintiff ii never received a written warning and wasn't issued a second warning before 12 being abruptly terminated. 1315. and (4) the resulting damage to the plaintiff. To prevail on a cause of action for breach of is contract. A wrongful termination claim is arises out of "the employer's improper discharge of an employee" in an 16 "employer-employee relationship" as in Weinbaum v. plaintiffs termination was a breach of contract. Goldfarb (1996) 46 17 Ca1. to do or 26 not to do a specified thing. The policy plaintiff was alleged to violate isn't 13 documented or disseminated anywhere at Apple and was protected speech. was never habitually neglectful. unable to perform them. for a good consideration.4th 1310. (1991) 2 Cal.App.4th 1182. 6 (C) Defendant breached the express (or implied) agreement of an employer 7 not to terminate. See 21 Richman v. 1186.App. (2) the plaintiff's 19 performance of the contract or excuse for nonperformance. with further 23 proof to be shown in the Points and Authorities. the plaintiff must prove (1) the contract. or. Cadam.App.4th 390. "a contract is a voluntary and 25 lawful agreement.
manager and Director expressed disdain and uncertainty about whether they'd comply. as defined in 1E California Government Code §12945. but. who then approved plaintiff to work from home full-time one month before his termination. or. as a result of 'C his unsatisfactory work conditions. Farmers Insurance Exchange (2016) 245 is Cal. see California Labor Code §1041. and the denial is not justified by a permissible defense. Plaintiff was an exemplary employee and never received a poor performance review. Plaintiff had been working from home part-time under written guidance from his neurosurgeon. subd. 1320. See California Government Code §12940. Code of Regulations §11009. other covered entity. 14 (E) Plaintiff remains under continuing supervision and treatment for 7 15 disabilities which all began during his tenure with Apple.2. Case 4:18-cv-05929-DMR Document 1-2 Filed 09/27/18 Page 28 of 46 (D) Likewise. Apple breached contract in terminating employment of a disabled employee with a reasonable accommodation on-file without good cause. negative feedback concerning his communication (or any) ability. as in Davis v. Its evident 13 discrimination was a "substantial motivating factor" in plaintiffs' termination.App.4th 1302. "Discrimination is established if a preponderance of the evidence 21 demonstrates that an enumerated basis was a substantial motivating factor in 2 the denial of an employment benefit to that individual by the employer or 2. subd. California. Despite producing a high volume of 11 quality work from home which exceeded teammates at the office. an employer cannot harass a member of a protected class for being part of that class. didn't object. plaintiffs 1. (c) 2C states. 24 A substantial factor motivating the denial of the employment benefit is a 25 factor that a reasonable person would consider having contributed to the 19 . (C)(8).
Inc (2016) 17 BC6224 13. attempting to claim recognition for his continued innovations. one of defendant's product safety counsel was wrongfully is terminated after complaining of illegal and unethical issues. Levitan's 22 treatment by Apple worsened after raising questions about her work 23 environment and Apple's conduct." This standard 2 illustrates a reasonable person would conclude plaintiff was discriminated 3 against in attempting to move into different positions to escape his growing 4 uncomfortableness with his managers repeated careless and unethical s decisions. Case 4:18-cv-05929-DMR Document 1-2 Filed 09/27/18 Page 29 of 46 i denial. Levitan was discriminated 24 against and refused the chance to work-from-home when male counterparts 25 did. Levitan requested to 20 work remotely. Nobody 13 else in plaintiff's workgroup appears to have been disabled. plaintiff was discriminated against working-from-home when other non- 26 disabled counterparts (without reasonable accommodations on-file with HR) 27 regularly did so. past is and recent precedents can be found before Apple moves to "seal and 16 conceal" them from the public. Ms. (1987) 192 Cal. While an employee 8 isn't required to prove that the discriminatory motivation was the sole 9 motivation behind a negative employment action and instead prove only a in causal connection between the employee's disability and the termination. 1319. as in Mixon v. While Ms. as well as a 19 hostile and disparate work environment. even 21 though her male counterparts were able to work remotely. she was both criticized and denied the opportunity. the ill plaintiff exceeds this threshold well beyond doubt. In Lynn Levitan v. Apple. When Ms. It does not have to be the only cause of the denial. in his unlawful termination. had a 14 reasonable accommodation.3d 1306. Fair 12 Employment & Housing Comm. & and.App. This was also the case with plaintiff. without impunity. which precluded the unlawful conversion of his personal belongings and vested common stock. 20 . or. As with everything Apple does unlawfully.
Plaintiff was well-qualified to manage his 25 team and wasn't interviewed by Mr. (p)(2)(M). 2014 plaintiffs workgroup s moved to a new building. however. subd. rendering it difficult to rotate in an office chair. §11068. 12 With 7 others on plaintiffs' team in good health. Only two cubicles on the floor had giant concrete ii support pillars inside them. 14 (G) California Code §11068 provides priority for disabled employees to is attain suitable alternate or vacant positions. internal employees were moved into such roles. Paramount Unified School District (1995)41 Cal." and this was 7 never performed by defendant. In each instance. Case 4:18-cv-05929-DMR Document 1-2 Filed 09/27/18 Page 30 of 46 (F) California Code §11065. subd. states an 6 employee may be. which didn't have enough capacity for everyone- 9 permission was granted from facilities to shorten all cubicles from the in minimum requirement. (p)(2)(C). 195 "an 23 employee must show the employer harbored a discriminatory intent" and the 24 plurality of evidence affirms this. Barkve approved 13 plaintiffs assignment to one of two such cubicles. Managing is the analysis group (known as Carpe Facto) and an equivalent engineering 19 position focused on cellular carrier updates were the two most recent 20 examples. Note §11065. specifically allows an s employee to work-from-home. (c) even provide for time off completely. subd. which the plaintiff's Director 16 refused to do on multiple times when plaintiff applied and made such 17 requests when positions in his workgroup were posted publicly. plaintiff didn't need (or request) leave and was performing his job at the same exemplary level he previously did in the office. 21 without public applicants appearing to have been considered.4th 189. Given §11065.App. (p)(2)(L). subd. On June 23. Mr. Heilman when the position became 21 . As in Ca/dwell 22 v. "transferred to a more accessible worksite.
which made sitting in a conference room impossible.4th 376. despite already working on the team. despite being effective leading the meeting in plaintiffs opinion. The business interference. 392. but. 54. a female program manager appeared to be unlawfully terminated by Alan Coulson for working-from- home while disabled. "was wrongful by some measure beyond the fact of the interference itself' as in Della Penna v. Heilman charged Mr. Plaintiff was directly harmed by independently wrongful acts. Inc. and. like the plaintiff. California Government Code §12940 provides that disabled employees have a right to work under different conditions than other employees. plaintiff injured his lower back at some point at Apple. unrelated from his other disabilities. Toyota Motor Sales. U. Coulson seemed to dismiss her for dialing into a meeting he felt she should've attended in-person. Lockheed Martin Corp.S.A. No opportunity ever existed for a qualified applicant to be considered for the position." was spoken to plaintiff on multiple occasions by Mr. Like Gelfo. (2006) 140 Cal..4th 34. See Gelfo v. Mr. Barkve in team meetings with finding a replacement. such as retaliation against fixing a major quality bug and reporting numerous quality issues in products 22 . Case 4:18-cv-05929-DMR Document 1-2 Filed 09/27/18 Page 31 of 46 available after he unlawfully terminated the current manager. Both business and contractual variants of interference occurred by the defendant's actions. The PM had a temporary medical condition precluding any prolonged position other than lying down without pain. "Working from home is not how we do business at Apple. which never occurred without duress for the plaintiff from his manager and Director. Heilman. In plaintiffs companion workgroup. (1995) 11 Cal.App. Mr. despite many other employees also participating by telephone.
D." 2( He then added." See Tim Bucher v. Plaintiff was. Google. Pixar and LucasJllm) to not allow plaintiff to be considered for jobs with other companies he was qualified for as part of High-Tech Employee Antitrust Litigation No. and.4th. Intuit. terminating him days before a 4-year RSU grant vested." Bucher's manager said he was "sometimes manic depressive. 21 the rule of law. 30. 1: unaccommodating and unethical working conditions at Apple. Defendant has a long history of abusing disabled employees. This award would have increased plaintiffs income and stature considerably—both inside and outside of Apple. Intel. but I think I'm going to 21 have to ask you to leave the Company. refusing to interview him to manage his team despite being more qualified than every applicant. 2015). jury and executioner. "I'm not sure what I'm going to do. The nonjoinder patents would've caused plaintiff to be awarded Apple's most prestigious (and hardest to achieve) 'award. Apple Inc. "a stellar and highly valued employee" like the employee at a partner company U Apple arranged to be unlawfully fired in Popescu v. Case 4:18-cv-05929-DMR Document 1-2 Filed 09/27/18 Page 32 of 46 before shipment. as Apple directly conspired with other companies in Silicon Valley (such as Adobe. Plaintiff was unable to secure positions at Google and Pixar ic he was qualified and even interviewed for. Pressuring a third-party company to unlawfully 2( terminate an employee shows the regular disregard Apple has for ethics. the Apple Innovators Award. in an attempt to escape the toxic. just before plaintiffs' tenure began with Apple in 2005. (2016) H040508 Cal.App. 11-CV-2509-LHK (N. or. influencing plaintiffs' career and ability to leave Apple." and that his coworkers didn't "know how to handle that. Apple Computer. 2. 23 . where they acted as judge. Jan. Cal. disastrous conduct in destroying his professional reputation by not including him in patents for his inventions. the well-liked vice 2 president of Mac hardware engineering was fired as a result of a "perception 2 that he suffers from a disability.
S. (2013) 221 Cal. the 2C notion a noncontracting defendants' interest in an "interfered-with contract" 21 doesn't provide immunity from tort liability.4th 1140. and (5) resulting damage. often with its best employees—who's diligence has exposed terrible quality issues with products causing delay in shipment. j. (2005) 1-CV-035201." (Rest. actor does not act for the purpose of interfering with the contract or desire it U but knows that the interference is certain or substantially certain to occur as 'S a result of his [or her] action. Despite negative publicity. 1126. 24 . (J) Five elements must be alleged to support a claim for intentional contractual interference. 55. v. as plaintiff often did. (4) actual breach or disruption 'C of the contractual relationship. They are "(1) a valid contract between plaintiff and a third-party. as in Powerhouse Motorsports Group. all of which were met. p. (1998) 19 Cal. U. 883-884. It isn't a 1. Bear Stearns & Co." See 25 Reeves v. 12) Moreover. (1990) 50 Cal.3d 1118. or exceeded.4th 867.A. The tort's shown even where. Apple continued its unethical and unlawful termination practices. v. requirement that "the defendant's conduct be wrongful apart from the 1z interference with the contract itself. Further. "the defendant engaged in an independently wrongful act. 2d Torts. (3) defendant's intentional acts designed to induce a breach or disruption of the contractual relationship. v. Under at-will employment. contractual interference may be 24 pursued if. (2) defendant's knowledge of this contract. despite being obvious here. Stewart Title 1 Guaranty Co. Yamaha Motor Corp. §766. 2. a plaintiff need not establish 15 that the primary purpose of the defendant's actions was to disrupt the 1€ contract. Inc. 1152. as in Quelimane Co. Hanlon (2004) 33 Cal. "the 1.4th 26." Pacific Gas & 11 Electric Co. Case 4:18-cv-05929-DMR Document 1-2 Filed 09/27/18 Page 33 of 46 Inc.App..
Johnson (1975) 14 Cal. Plaintiff had a valid employment contract and IPA with 13 Apple and was a member of the core team first making Apple the world's 14 most valuable company. 17 18 4. and (5) economic harm to the plaintiff proximately caused by 8 the acts of the defendant. (4) actual disruption of the 7 relationship.3d 1553. 22 2015. with the probability of future economic benefit to the plaintiff.App.3d 12 815. subdivision (a) 26 provides that exemplary damages may be recovered "in an action for the 27 breach of an obligation not arising from contract. (2) the defendant's knowledge of that relationship.3d 64." See Buckaloo v. 9 The business interference tort "is consid&rably more inclusive than actions io based on contract or interference with contract and is thus not dependent on ii the existence of a valid contract. Parra 25 (1987) 193 Cal. see Haines v. California Civil Code §3294. Plaintiff's fully-vested Restricted Stock Units (RSU's) for 105 shares 19 (currently 735 shares after a 7-1 split on June 9. constituting fraud. 826-827. fri. Case 4:18-cv-05929-DMR Document 1-2 Filed 09/27/18 Page 34 of 46 (K) The five necessary elements of an intentional interference tort with prospective economic advantage (business interference) are "(1) an economic relationship between the plaintiff and some third-party. The five elements necessary for an intentional is interference tort have been met or exceeded—along with the five elements 16 of an intentional contractual interference tort. (3) intentional acts on the part of the defendant designed to disrupt the relationship. malice andoppression. See Youst v. Longo (1987)43 Cal. Plaintiffs manager ensured his termination guaranteed his last day was 23 only 15 days before the shares vested and 1 day before defendant's fiscal 24 year ended. where the defendant has . 71. before being 20 awarded) were converted by defendant and removed from his E*TRADE zi brokerage account after their scheduled deposit occurred on October 1. 2014. 6.
Haveson (1976)65 Cal. 7 fraud or oppression." Pursuant to subdivision (c) of that section. or 3 concealment of a material fact known to the defendant with the intention on 4 the part of the defendant of thereby depriving a person of property or legal s rights or otherwise causing injury. and 26 . Apple unlawfully terminated a 17 trusted. 21 22 Whenever an unlawful termination case with merits filed against Apple. In Wayne 16 Goodrich v. Per guidance in 25 Sealing Court Records and Proceedings (2010) is states. given the required showing of malice.App. or malice..2d 674. "all unvested units of restricted stock 12 granted to the plaintiff shall vest fully on the date the plaintiffs employment 13 terminates. so. if employment terminates for reasons other than 'cause' as 14 defined. (2012) 1-CV-23065 1.. g (B) In Tim Bucher v. Apple Inc. Case 4:18-cv-05929-DMR Document 1-2 Filed 09/27/18 Page 35 of 46 been guilty of oppression. defendant also terminated the 10 plaintiff just before his RSU grant was due to vest—even with an ii employment contract which stated. Apple Computer. 18 Apple has never stopped this predatory. they 23 immediately move to have the proceedings sealed—typically only done with 24 cases in re minor children and national security exceptions. deceit. as in Haigler v. ongoing investigations. handling is individual contributors in the same manner has been SOP. fraud.3d 306. "courts will keep 26 confidential classified information. often at great personal cost. 316-317. Inc. Donnelly (1941) 18 Cal. fraud means an intentional misrepresentation. 681 and s Cyrus v. trade secrets. well-liked employee because his RSU grant was about to fully vest. vindictive and unlawful practice— i which tends to happen to the best employees. Exemplary damages are properly 6 awardable in an action for conversion. who've contributed the most 20 to Apple's phenomenal success." Breaching contract with executives isn't a concern..
or. a trade 10 secret. while reinforcing counsel's tactic of 22 ignoring all legal communications outside litigation." Clearly. Apple enjoys special 26 privilege only reserved for suspected terrorists under the FISA Act and the 27 federal government—when Area 51 employees sue for injury damages. Warner Communications. let alone the general public—who have a right to know by law. unabetted for over a decade. attempts to deceive 23 the public by wrongfully sealing cases rife with continued wrongdoing. The 27 . Case 4:18-cv-05929-DMR Document 1-2 Filed 09/27/18 Page 36 of 46 the identity of minors. Apple's "motion to seal" SOP has successfully insulated Apple from ii bad PR and caused affected employees (and survivors) to be unable to find 12 information about the plurality of identical cases. haven't performed a criminal act against Apple and finally. and. they aren't minors. Apple attempts to have every case sealed which can be publicly found. The apparent absence 19 of admonishment and sanctions is disturbing—the Court rewarding Apple's 20 continued unethical motives has given HR the confidence to continue 21 unlawful employment practices. Inc. fair and 25 transparent basis when summoned to Court. this has allowed a discriminatory and unlawful practice to is continue. even with retained 13 counsel. none of these very specialized conditions appear in this case. as in Nixon v. It's 24 lawful for other business entities to operate on a common. Apple's best employees aren't guilty of national security or terrorist acts. the g existence of a plaintiff as a former employee's not confidential. demonstrating both disregard of the First Amendment and incorrect understanding of the Sixth—wrongful termination cases are civil and not criminal—civil cases still must be impartial. Coupled with ignoring all demand letters sent to 17 their legal group. it's doubtful every Apple employment case involves classified information. 16 (1978) 435 US 589. 596-97. perhaps longer. however. for example. The 14 general public and news media have a qualified right of success to court 15 proceedings and records.
This strategy has continued unabated for over a decade. "If an employer discharges an employee. 15 (C) Given the necessary time had elapsed for plaintiff's restricted stock units 1E to vest. ensuring the intentional lack of mitigation is never understood. else it'd be a matter of public record. and. Apple almost always settles after an unnecessarily protracted amount of time. Apple steadfastly wants to continue its 11 routine practice of discrimination and unlawful termination. no evidence to the contrary exists. and in good faith. otherwise. causes the plaintiff to sign a non-disclosure agreement. defendant's in violation of California Labor Code §201 (a). which 1. Case 4:18-cv-05929-DMR Document 1-2 Filed 09/27/18 Page 37 of 46 continued abuse and misinterpretation of California law by Apple to seal wrongful termination cases has caused a clear and present danger to others affected—the concept of stare decisis is preempted for Apple. the wages earned and unpaid at the time of discharge are due and payable immediately. 303. as well as flawing the discovery process for others. In each instance. as such behavior's been commonplace at Apple before 2006. Breach of 28 . CACI No. and finally. The implied covenant of good faith and fair dealing is a general 21 presumption that the parties to a contract will deal with each other honestly. The Courts encouraged Apple's greed. states that. plaintiffs' case would never 14 have occurred." is Withdrawing plaintiffs RSU's after they were properly granted violates not 2C just breach of contract and §201. 2 5. instilling no regard for law in HR. but also. and. raising the cost of actions against Apple to be unnecessarily high. 24 fairly. a breach of good faith and fair 21 dealing. explaining 1c why no mitigation ever happens. so as to not destroy the right of the other party or 25 parties to receive the benefits of the contract.
California Causes of Actions 21 §4:10 states that.4th 373. 314. although only one is necessary. the causes for action 8 are met. are 20 committed against their most loyal employees. Barclays American Mortgage Corp. and a breach of this covenant by 24 failure to deal fairly or in good faith gives rise to an action for damages. as approved at the December 2016 2 Judicial Council Meeting of the Judicial Council of California defines four 3 different conditions where a breach can seek remedy—two of which apply in 4 this case. Inc. is (1992) 9 Ca1. Apple argues its duty to perform was 13 conditioned on an event which never occurred (obviously abusing 14 precedents like Consolidated World Investments. v. which occurred. Case 4:18-cv-05929-DMR Document 1-2 Filed 09/27/18 Page 38 of 46 i Contract—Essential Factual Elements. Frasher (1960) 181 Cal. Harm v.. Secondly. ii App. Inc.App. and further. See Troyk v.App. (1997) 53 26 Cal.4th 299. In both elements. The discriminatory and 18 unlawful employment practices continue at Apple—all of which constitute a 19 clear breach of good faith and constitute unfair dealing.2d 405. "in every contract there is an implied covenant of good 22 faith and fair dealing by each party not to do anything which will deprive the 23 other parties of the benefits of the contract. which harms the 7 plaintiff and was a substantial factor. 29 . 1352. 415. even when the plaintiff proves they honored 16 the conditions on their part.4th 1305. which is clearly io obvious in this matter. (2009) 171 Cal. Implicit in the element of damage is g that the defendant's breach caused the plaintiff's damage. the defendant may do 6 something the contract prohibited them from doing. a contract must be entered into and the significant things s required must be met. and finally. Farmers Group. First. didn't excuse Apple from its 17 contractual obligation to grant them stock owed. 12 (B) In each related past case. 380. Lido Preferred Ltd." 25 See Sutherland v.App.
for example. they're usually silenced by having the 11 case sealed and/or completing a non-disclosure agreement—after being compelled to settle by the judge. Nothing's unlawful to Apple until it's caught and well-documented. Contracts §743. v. participating.3d 752. that's when intimidation. Each time Apple succeeds in unethical acts. Case 4:18-cv-05929-DMR Document 1-2 Filed 09/27/18 Page 39 of 46 Seaman's Direct Buying Service Inc. or. let alone the is general public—until now. The public knows more about alien spacecraft than Apple's continued conspiracy to discriminate against employees working-from-home 24 with reasonable accommodations. Standard Oil Co. Summary of California Law.4th 85. Cooks ascension. Apple regularly and wrongfully takes 1z advantage of its customers and employees by artificially controlling the truth 14 from public disclosure and disregarding the rule of law. due process is further eroded. Inc. (1995) 11 Cal. For any employee who dares file litigation. The federal 15 government will have revealed its illegal cover-up in re what it knows about 1€ the existence of extraterrestrial life before Apple's routine history of abuse. as well as Witkin. Belcher Oil Co. with the public trust trampled without its 21 knowledge. Courts are fair and open matters of public record. 206 (overruled on other grounds) and Freeman & Mills. especially since Mt. and. (C) It's hard to find instances where Apple does anything in good faith. in fair dealing. discrimination and unlawful termination of its best employees has any U chance of being disseminated to customers and shareholders. retaliation and unlawful termination occur—nearly always before review or stock vesting time. v. (1984) 36 Ca1. unless Apple's 2. theft integrity ic and credentials are questioned. 30 .
Vanguard Bank & Trust Co. of Sedgwick County v. She made no further effort to locate said belongings and 13 wouldn't file a police report. and. Inc. Walker- 24 Rogers Post No. despite repeated s attempts via telephone and text message. (1987) 512 21 So. 31 . or. anyone else he 12 recognized. 19 Crawford (2001) 239 F. Case 4:18-cv-05929-DMR Document 1-2 Filed 09/27/18 Page 40 of 46 i 6. Larsen (1980) 299 N. Veterans of Foreign Wars of U S. 16 see Artists Embassy v. Given the irreplaceable nature.W. See United States v. Mr. Right Reason Publications v. California Civil Code §3355 4 and §3336 apply. Bobo v. Hunt (2004) 99 P. Further.E.E. Collins Trust (1999) 599 N.2d 1316 and Van Slooten v. Nicole Atkinson (HR Legal) told plaintiff his o possessions had been sent to his home address during the first week of ii November.App. Silva (1998) 691 N. 320. Vigeant 25 (1980) 407 N.3d 1086. Hunt (1958) 157 Cal.W.2d 1347. or "peculiar is value" of the property converted by a "willful wrong-doer" §3335 applies. Mr.. Atkinson were ignored. When plaintiff complained to Apple HR in mid-November.2d 371. v. Bruner v.2d 448. Barkve approved a two-week November vacation for s plaintiff in June. 662.2d 704. Geneva County Forestry Dept 20 (2003) 865 So. 22 Allamakee County v. that the required signature was not his. Plaintiffs personal property (including irreplaceable awards and 2 engineering equipment) were converted. Barkve 6 waited a month after plaintiffs "final day" at Apple in September to send his 7 belongings and never once communicated with plaintiff. so he could be married in Orange County. Inc. with no means made available to 3 recover them after his unlawful termination. 17 plaintiff's unanswered communications indicated his possessions weren't is abandoned or being donated to other employees.2d 1167. Follow-up attempts via email and telephone 14 with Ms.3d 1135.2d 246. Riverside 23 Drainage Dist.
but not him. and does cause. as in United States v. Supp. California (1999) 194 F. Plaintiffs continued. Unidentified. 16 either professionally or personally from his utility patent nonjoinder. novel innovations have benefitted all of society worldwide. Real Property at 2659 Roundh ill. is and. Further. 1971) 54. 1026. mental 14 distress. g and. Alamo. Wrecked & Abandoned Vessel.W. Van De Mark (2002) 83 S. of a 13 nature which is especially calculated to cause. Law of Torts (4th ed. (2) knows the plaintiff is susceptible to injuries through mental 23 distress. or (3) acts intentionally or unreasonably with the recognition that 24 the acts are likely to result in illness through mental distress. reputational damage from not being properly recognized for his io important innovations used worldwide daily on electronic consumer devices. social and legal hinderances have been a direct result—it's 18 unknown if plaintiff will ever regain employment again. Clear 17 economic. "there is liability for 12 conduct exceeding all bounds usually tolerated by a decent society. 32 . which can only be ig the product of outrageous conduct performed against his person: Prosser 20 further states that behavior may be considered outrageous if a defendant (1) 21 abuses a relation or position which gives him power to damage the plaintiffs 22 interest. Plaintiff suffered emotional distress from Apple's unlawful termination. (1970) 10 Cal. 213. Western National Life Insurance Co. plaintiff established no desire to abandon his belongings. 214 and City of Houston v. Case 4:18-cv-05929-DMR Document 1-2 Filed 09/27/18 Page 41 of 46 Plaintiff demonstrated not "renouncing utterly" his property by asking for it again in writing when mailing his Apple-owned devices to Mr.3d 1020." See Prosser. 8 7. Barkve in October via FedEx. This is cited on 25 57 and in Fletcher v. ii The modem rule (in re emotional distress) states.3d 864. believed to be SB "Lady Elgin" (1990) 755 F. as in Zych v.
Restatement 12 (Second) of Torts. Co. of America 22 (1968) 265 Ca1. In a case such as this. 43 Fletcher also found. unless. albeit moot. Chelini v. as in Crisci v. not economic losses. (B) Tortious conduct in this case has resulted (and could be expected to 4 result) in both economic loss and emotional distress. of course.2d 921. "a 13 rule placing the emphasis where it belongs and permitting recovery of all 14 proximately caused detriment in a single cause of action is more likely to 15 engender public respect for and confidence in the judicial process than a rule 16 which would require attorneys." Further. Emotional distress s resulted (and could be expected to result) from both the conduct of Apple 6 and the economic losses caused. Herbert 54 Cal." See 20 Acadia. 653. Ltd v. Likewise. "if an action is one in tort. Acadia. 23 California (1964) 225 Cal. the economic 11 losses result from the intentionally caused emotional distress. Case 4:18-cv-05929-DMR Document 1-2 Filed 09/27/18 Page 42 of 46 App. 336-337. as only one of three's necessary. United Insurance Co. as in Fletcher. (1967) 66 Cal. California. punitive damages may be 18 recovered upon a proper showing of malice.2d 328. California. the Court should respectfully decide (3). the invasion of 7 economic interests might well outweigh the direct invasion of emotional a tranquility. §46 and Prosser.2d 425. The tort of intentional infliction of emotional g distress is designed to redress primarily invasions of the personal interest in io emotional tranquility. Security 26 Ins. Haigler (supra). litigants and judges to force square pegs into 17 round holes. 432-434. if the conduct is 24 tortious.3d 376. Automobile Club of S. damages for emotional distress may be recovered despite the fact 25 that the conduct also involves a breach of contract. Nieri 21 (supra).App12d 648. 928-929 and Sharp v. It's clear in this matter that (1) and (2) apply.App. Herbert 33 . Law of Torts. Wetherbee v. fraud or oppression even though 19 the conduct constituting the tort also involves a breach of contract. Ltd v.
App. 498. "complete emotional tranquility is seldom attainable in 16 this world.2d 556. The intensity and duration of the distress are factors to be 20 considered in determining its severity. Marine Cooks & Stewards Assn. ii Anbro Engineering. as in Alcorn v. 6 Bank of America (1950) 97 Cal. It appears. therefore. Fletcher found the term "severe emotional 14 distress" is discussed in comment to §46 of the Restatement (Second) of is Torts. Severe emotional distress means. (1970) 2 Cal. fit 3. being unemployed since 2014.3d 493. Inc. Case 4:18-cv-05929-DMR Document 1-2 Filed 09/27/18 Page 43 of 46 (supra) and Taylor v. 562-563. are significant in determining liability. Susceptibility of the plaintiff to emotional distress and a defendant's io awareness thereof.2d 14. "severe" means substantial or enduring as distinguished from trivial 22 or transitory. The plaintiffs 12 economic distress is decidedly severe. "it's well established 34 . then. In 13 defining severity of distress. noting that. especially given his disabled and s impecunious condition—which was infallibly known to Apple when they 9 acted. that in this 21 context. (1954) 117 Cal." It's beyond reasonable 25 doubt that the plaintiff shouldn't be expected to endure the continued 26 distress inflicted by Apple. Plaintiff's worry and anxiety 7 are inferably substantial and continued.App. emotional distress of 23 such substantial quantity or enduring quality that no reasonable man in a 24 civilized society should be expected to endure it. Fletcher also notes how. and some degree of transient and trivial emotional distress is a 17 part of the price of living among people. 24. 3 (C) The defendants continued recalcitrance—ignoring this claim while 4 stating its counsel was investigating it for over one year without responding s easily meets the "continuing conduct" standard for distress in Parrott v. The law intervenes only where the is distress inflicted is so severe that no reasonable man could be expected to 19 endure it.
v. Strycula (1965) 231 Ca1.. acts in an outrageous manner may be held liable for intentional infliction of emotional distress.3d 295. 35 . Bowden v.2d 804. 180 and Continental Casually Co. 14 and (4) actual and proximate causation of the emotional distress by the is defendant's outrageous conduct. as in Spackman v. (1950) 96 Cal. Insurance 7 Co. supra. that Apple's conduct causing distress ig was unprivileged.App.App. It's obvious these four 18 thresholds have been met. v. Siliznoff. v.App.2d 518. Vitz (1948) 88 10 Cal. supra and 17 State Rubbish Collectors Assn.2d 330. Siliznoff (1952) 38 Cal. the "severe inflicted distress" g doesn't appear as severe as in this case. the Court found the simple 21 allegation a process server was banging on someone's door in the middle of 22 night constituted a valid cause of action for mental distress. Anbro Engineering.2d 793. 10 (D) Elements of a tort case for intentional infliction of emotional distress ii are: (1) outrageous conduct by the defendant. and further. Nobody in 23 "civilized society" could dispute plaintiff has endured significantly more 24 unpleasant (and continued) mental distress than a process server visiting a 25 home in the evening. 6 Emden v. State Rubbish Collectors Assn. (2) the defendant's intention of 12 causing or reckless disregard of the probability of causing emotional 13 distress. Inc.3d 396. v. Spiegel. 8 Garrett (1935) 173. in exercising the privilege of asserting his own economic interests.App. 528-534. Ruggiero (1961) 197 Cal. Good (1966) 245 16 Cal. 808. Anderson (1985) 187 Okla. Inc.App. (3) the plaintiffs suffering severe or extreme emotional distress.2d 709. Case 4:18-cv-05929-DMR Document 1-2 Filed 09/27/18 Page 44 of 46 that one who. National Life & Acc. 20 In Golden v. Dungan (1971) 20 Cal. as inAgostini v." This was found in Vargas v.App. In each of the six cases. Alcorn v.
Martin v. Monson (1920) 183 Cal. Such injuries are one of the risks of the enterprise.App. Leatham (1937)22 Cal. 0 . (1930) 31 S. (supra). Alvarez v. (1936) 18 Cal.App. Higgins v.381 and Wolf v. "extends far beyond his actual or possible control over the conduct of the servant. Pacific Gas & Electric. 151. Scott's Cleaning Co. 654 explains that companies cannot claim immunity from tortious conduct of their employees. (1871) 46 N.Y. as explained in Hiroshima v. (1941) 44 Cal. 436. The employer's responsibility for the tortious conduct of his employee. Doyle v. (1916) 219 N. 11 23. 28. C. Cromwell Co. 377. Taft Elks Lodge #1527 (1935) 6 Cal. Sulik (1919) 93 Conn.W.2d 822. William M Eisen Co.Y. 253. Rounds v.App.Y. (1946) 28 Cal. 134.2d 242. New Haven Waste Material Corp. New Haven Waste Material Corp. Delaware (1876) 64 N. 379. Wm. 26. (1999) 111 Conn. 431. Schubert Wagon Co. Watervliet Turnpike Co. 256 and Stone v.2d 24. 205." See Alvarez v. Case 4:18-cv-05929-DMR Document 1-2 Filed 09/27/18 Page 45 of 46 (E) Finally.2s 652.App. 445. Carr v.Y. Stansellv.2d 442. Inc. Safeway Stores. 824. remains bound to so manage them that 3"' persons are not injured by any breach of legal duty on the part of such others while acting in the scope of their employment. Yates v. Johnson v. 390. Schubert v. 149. (1928) 249 N. It rests on the broader ground that every man who prefers to manage his affairs through others.2d 389. 129. Co.
the regrant of 735 shares of Apple common stock.. 20140199966 and 20140364148.400 dollars. damages in the sum of $326. costs of this action. Case 4:18-cv-05929-DMR Document 1-2 Filed 09/27/18 Page 46 of 46 DEMAND FOR RELIEF Plaintiff prays for judgment against the defendant. for correction of ownership (with the USPTO) for US Utility Patents 20130326643.640 dollars.000 and for such further relief as this Court may deem proper. 8/22/2018 37 . 20130326642. interest in the sum of $32. attorney fees of $5. INC. APPLE. I declare under penalty of perjury under the laws of the State of California that U the foregoing is true and correct. 20140364099.
Snelling v. Lawson et. al.

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