Opinion ID: 1199837
Heading Depth: 1
Heading Rank: 7

Heading: Law Compared

Text: Simpson Paper's argument that California law applies is premised on the assumption that Washington law conflicts with California's preference for the administrative resolution of discrimination disputes, and that California's interest outweighs, and therefore should displace, Washington law. The argument is unpersuasive. [4] First, Simpson has failed to show a conflict between the purposes of Washington and California law. The Legislatures of both California and Washington deem employment free from discrimination to be a civil right. Compare Cal. Gov't Code § 12921 (Deering 1982) with RCW 49.60.030(1). Both states seek to promote the same fundamental interest, deterring discrimination by businesses operating within their borders. The Washington Legislature has declared in the purposes section of RCW 49.60: The legislature hereby finds and declares that practices of discrimination against any of its inhabitants because of race, creed, color, national origin, sex, marital status, age, or the presence of any sensory, mental or physical handicap are a matter of state concern, that such discrimination threatens not only the rights and proper privileges of its inhabitants but menaces the institutions and foundation of a free democratic state. Former RCW 49.60.010. Similarly, the California Legislature has declared under the public policy section of its California Fair Employment and Housing Act (FEHA): [4] It is hereby declared as the public policy of this state that it is necessary to protect and safeguard the right and opportunity of all persons to seek, obtain, and hold employment without discrimination or abridgment on account of race, religious creed, color, national origin, ancestry, physical handicap, medical condition, marital status, sex, or age. Former Cal. Gov't Code § 12920 (Deering 1982). It can hardly be said that California and Washington law are in conflict of purpose. Second, Simpson exaggerates California's interest in the administrative resolution of employment discrimination suits. California law does not compel the administrative resolution of such suits. California law does provide a statutory administrative procedure for resolving such claims, see Snipes v. Bakersfield, 145 Cal. App.3d 861, 865-69, 193 Cal. Rptr. 760 (1983), but it does not reflect as compelling an interest as Simpson Paper maintains. Under California law, an employee may file a claim under California's Fair Employment and Housing Act. A state commission will investigate the claim and seek resolution in confidence  by conference, conciliation, and persuasion. Snipes, at 866. If the commission does not pursue the claim or take action within 150 days of filing, it must issue a right to sue letter to the employee. Snipes, at 866. Only then may the employee sue in superior court under the act. Snipes, at 866. Employees, however, must file their complaints within 1 year of the claimed discrimination. Snipes, at 867. Simpson Paper maintains that Burnside's claim is time barred because he did not file his claim under the statute. Although Burnside's cause of action may be time barred under the statute, Simpson Paper has not shown the claim would be barred under California law. Despite the apparently mandatory procedure under FEHA, the California Supreme Court has held failure to pursue a complaint under the act does not preclude suit. Rojo v. Kliger, 52 Cal.3d 65, 801 P.2d 373, 276 Cal. Rptr. 130 (1990); cf. Strauss v. A.L. Randall Co., 144 Cal. App.3d 514, 194 Cal. Rptr. 520 (1983), called into doubt by Rojo. The Rojo court held California's Fair Employment and Housing Act does not establish the exclusive avenue of recovery for employment discrimination. The act supplements, rather than supplants, remedies that would otherwise be available to plaintiffs in California. Thus, an employee may proceed against an employer under the act, or outside the act, at his or her election. The court explained: The act expressly disclaims any intent to repeal other state laws relating to employment discrimination. Subdivision (a) of section 12993 provides: The provisions of this part shall be construed liberally for the accomplishment of the purposes thereof. Nothing contained in this part shall be deemed to repeal any of the provisions of the Civil Rights Law or of any other law of this state relating to discrimination because of race, religious creed, color, national origin, ancestry, physical handicap, medical condition, marital status, sex, or age. Rojo, at 73. Rojo dealt with a sex discrimination claim, but its rationale extends to other forms of discrimination, including age discrimination. Since Rojo, at least one California appellate court has held that age discrimination claims may be brought outside the act. [5] See Soules v. Cadam, Inc., 2 Cal. App. 4th 390, 3 Cal. Rptr.2d 6 (1991) (tortious discharge in violation of public policy can be brought whenever basis of discharge violates a public policy, such as the public policy against age discrimination), review denied (Mar. 12, 1992). [6] Simpson Paper's contention that California's interest requires dismissing Burnside's suit is thus without merit. Simpson has shown neither that California and Washington law are substantively in conflict, nor that California law compels the dismissal of Burnside's claim on procedural grounds. An actual conflict between the law of Washington and the law of another state must be shown to exist before Washington courts will engage in a conflict of law analysis. International Tracers of Am. v. Estate of Hard, 89 Wn.2d 140, 144, 570 P.2d 131 (1977) (citing B. Currie, Selected Essays on the Conflict of Laws 176 (1963)). Simpson Paper fails to show a conflict between Washington and California law. Absent such a showing, the forum may apply its own law. See International Tracers, 89 Wn.2d at 144; B. Currie, at 176. Because this is a false conflict case, the trial court's application of Washington law does not constitute error.