Noble Attorneys Secures Major Employment Law Victory in Los Angeles Anti-SLAPP Appeal
Noble Attorneys recently secured a major win in a California employment law case involving wrongful termination, unpaid wages, and retaliation. The California Court of Appeals affirmed the trial court’s ruling, rejecting an employer’s attempt to dismiss the case under the state’s anti-SLAPP statute.
This decision reinforces a critical principle in California labor and employment law: companies cannot avoid wage laws, retaliation protections, or contract obligations simply because they operate in a creative or media-based industry.
Case Overview
Our client, Jesus Alejandro Garcia, was hired as Senior Vice President of Development and Licensing by Get Me Out Productions, LLC, a Los Angeles-based film production company. His role involved negotiating deals, securing acquisitions, and generating revenue for the company’s projects.
Under his employment contract, Garcia was entitled to a 10 percent commission on gross funds collected from new clients he brought in. One of those deals was a major documentary project with SkyShowtime, valued at over $1.6 million.
When Garcia requested payment of his earned commission, the company attempted to reinterpret his contract, claiming he was only owed a percentage of their net revenue rather than gross. This drastically reduced what he was owed.
When Garcia objected and filed a complaint with the California Labor Commissioner, he was terminated the next day.
The Employer’s Tactic: Misusing the Anti-SLAPP Statute
Instead of addressing the wage and retaliation claims, the defendants attempted to use California’s anti-SLAPP law to dismiss the case.
Anti-SLAPP laws exist to protect free speech, not to shield employers from labor law violations. The defendants argued that because they were producing a documentary, the dispute was related to protected creative expression.
The Court of Appeal rejected this argument.
Why the Court Ruled in Garcia’s Favor
The court made several important findings that impact employees and employers throughout California:
1. This is an employment dispute, not a free speech case.
Garcia’s claims were based on unpaid wages, breach of contract, retaliation, and wrongful termination, not on creative or expressive activity.
2. Creative companies must still follow California labor laws.
Operating in the entertainment industry does not exempt companies from wage laws, whistleblower protections, or retaliation statutes.
3. Firing an employee is not protected speech.
The court rejected the idea that staffing decisions are automatically protected under the First Amendment.
4. Anti-SLAPP laws cannot be used to silence valid labor claims.
The ruling confirms that anti-SLAPP statutes cannot be weaponized to block employees from pursuing legitimate claims.
Because the defendants failed to meet the first legal requirement under the anti-SLAPP test, the court did not even need to evaluate the merits of Garcia’s claims. The case will now move forward.
Why This Employment Law Victory Matters
This decision is important for workers throughout Los Angeles and across California. It sends a clear message:
• Employees have the right to be paid what they are owed
• Retaliation for reporting wage violations is illegal
• Employers cannot hide behind creative work to avoid labor laws
• Anti-SLAPP laws are not a shortcut to escaping accountability
Noble Attorneys fought to protect our client’s rights under California employment law, ensuring his claims for unpaid commissions, retaliation, waiting time penalties, and contract violations could proceed.
What’s Next
With the appeal denied, Garcia’s claims will continue in the Los Angeles Superior Court. He will now have the opportunity to pursue the compensation and justice he is entitled to under California labor law.
