Former Morgue Attendant Wins Wrongful Termination Suit: He's Nowhere to Be Found

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In recent news, an Alameda County Superior Court jury awarded a plaintiff who claimed wrongful termination $2.4 million. There was only one problem: no one knew where to find the plaintiff.

Case: Daniel Ridge v. Alameda Health System/Highland Hospital

Court: Alameda County Superior Court

Case No.: RG17847260

Daniel Ridge v. Alameda Health System/Highland Hospital: The Plaintiff's Allegations

Daniel Ridge worked as a morgue attendant for a hospital in Oakland from June 2006 to 2013. For years, Ridge received positive feedback in his evaluations, but near the end of 2013, Ridge took a leave of absence to address PTSD that had been left untreated for decades. After taking leave, Ridge was dismissed from his position. Ridge filed a lawsuit against Alameda Health System, claiming wrongful termination. In essence, he launched a legal battle against his former employer while simultaneously fighting his own mental health demons.

Key Legal Question: Ridge v. Alameda Health System

At the heart of the case is the question: Did the Alameda Health System unlawfully terminate Daniel Ridge's employment in violation of his rights under the Family and Medical Leave Act (FMLA) and California's Fair Employment and Housing Act (FEHA), particularly in light of his mental health condition and ongoing protected medical leave? Additionally, Ridge's complaint included allegations regarding wages and hour law.

Does this Case Carry Any Significant Legal Implications?

The legal implications of Ridge v. Alameda Health System are significant, particularly for California employers navigating medical leave, mental health accommodations, and alleged wrongful termination. This case reinforces that:

  • Medical leave rights are not optional;

  • Mental health accommodations are legally protected;

  • Retaliation or termination during protected leave can lead to costly judgments and

  • Employers must handle all medical leave matters with transparency, documentation, and compliance.

Ridge v. Alameda Health System: The Employer's Position

Alameda Health System, the defendant, operates five hospitals and four wellness centers, offering 800 beds and employing approximately 1,000 physicians. Ridge claims his former employer, Alameda Health Systems, dismissed him from his job at a county morgue because he took leave (in compliance with labor law).

Why This Case Matters: Ridge v. Alameda Health System

This case underscores the critical protections California law provides to employees facing mental health challenges, particularly regarding medical leave and workplace safety. It sends a clear message that terminating an employee during a protected leave—especially after they've raised health or safety concerns—can result in significant legal and financial consequences.

What Comes Next for Ridge v. Alameda Health System

Eight years after the initial wrongful termination filing, the judge awarded 49-year-old Ridge $2.4 million; however, Ridge was not in court when the judge announced the verdict in his favor. Ridge's attorneys are unable to locate him. While Ridge managed to file suit to protect his rights after his employer dismissed him from his job at the county morgue, the case dragged on as his mental health deteriorated. Ridge's struggle to maintain his mental health became so difficult that he was unfit to testify in court and eventually fell into homelessness. Estranged from his family (including his 10-year-old son), Ridge is assumed to be somewhere amongst the homeless population in the Oakland area. His attorneys are not optimistic that they'll be able to locate him among the thousands of homeless people in the area.

FAQ: Ridge v. Alameda Health System

Q: Can an employer terminate an employee who is out on medical leave for mental health reasons?

A: No. Both the Family and Medical Leave Act (FMLA) and California's Fair Employment and Housing Act (FEHA) protect employees who take medical leave for conditions like PTSD or depression. As long as the employee follows reasonable procedures (e.g., providing documentation), termination during this time can be considered a form of discrimination or workplace retaliation.

Q: What happens if an employer fires a worker before their leave paperwork is processed?

A: Such an action is a high-risk move for employers. In Ridge's case, the hospital allegedly fired him immediately after he returned with his FMLA paperwork. Employers should be aware that the courts view terminations that coincide with leave requests or active medical leave as suspicious, and such actions can easily lead to wrongful termination claims.

Q: Does California labor law consider mental health conditions the same as physical disabilities?

A: Yes. FEHA considers conditions like PTSD and depression disabilities, so employers are required to provide reasonable accommodations, such as time off or adjustments to the workplace.

Q: What happens if an employee raises workplace safety concerns before being terminated?

A: If an employee reports unsafe or unsanitary working conditions—especially involving health hazards—and is then terminated, this may be considered illegal retaliation under California Labor Code Section 1102.5. In Ridge's case, his concerns about toxic chemicals and morgue conditions added weight to his claims.

Q: Can a jury award damages even if the employee claiming wrongful termination isn't present in court to testify?

A: Yes, if a plaintiff in a wrongful termination lawsuit is not present in court and cannot testify, the court can still find in their favor. Ridge's attorneys presented compelling evidence of employer wrongdoing, which resulted in a substantial jury award even though Ridge was not present.

Do you have questions about filing a California wrongful termination lawsuit? Please contact Blumenthal Nordrehaug Bhowmik DeBlouw LLP. Knowledgeable employment law attorneys are ready to assist you in various law firm offices in Rivisn'te, San Francisco, Sacramento, San Diego, Los Angeles, and Chicago.