Dahua Sued by Fired Employee Alleging Retaliation
A former Dahua employee in California sued the company alleging he was illegally fired for taking medical leave to help his mother get treatment after a stroke.
In this note, we examine the allegations in the worker's complaint, requirements under the Family and Medical Leave Act, Dahua's employment track record in the U.S., and the implications of the lawsuit.
Ongoing Dahua lawsuits include:
- Dahua Sued By H.265 Licensor
- "Dahua’s Defense Fails", Court Rules For NA Ex-President
- Dahua Sues USA, FCC
"Wrongful ***********"
*** *********, *********** ********** ********** ********* ************ ****,****** ********** ** **********'* ****** ****** ******** Court******** ** ***** *********** **** *** manager *** *** ********** ***** *** taking ********* ***** ***** *** ****** and ******* ***** ***.
****, *** *** ***** ** ******, took ***** **** ***** ** ***** in ********* *** ******* **** ***** the **** ** ********* *** ****** to ******, ** *** ***** ****** medical **** ***** * ******, ********* to *** *******. ******** **** *** paid * ****** ** $***,*** *** year **** ** ********** $**,*** ********* annual *****, "******* ********* *** *** mother ***** ****** ******* **** ****** the ****** ******," **** *******.
*** ****** ***** ****** ******* **** when ** ********, *** *******,******** **********, "***** * ******** ** *** Chou ** *** *******," **** ** deliberately *** ********* *** ** ******** meetings *** ********* ********. *** **** assigned *** ******** *****, ********* ** least *** ******* "****" ** *** day ** **** *****, ********* ** the *********.
**** ** *** ***** ** ***. 13, ****, ********** **** *** *** reason *** "**** *********** ******," ********* to *** *********. *** *** ******* "knew **** *** *****," **** *******.
**** *** * ****** ****** ** positive *********** ******* *** ** *** never ****** *** **** ** *********** improvement **** ** ****** ** **** work *********** -- ******* ***** **** no ******* ************ ** ****.
**** ******** ****** ******* ***** ********* violation ** *** **** *** ********** Family ****** ***; *********** *** ********** rights ***** *** **** *** ****; wrongful ***********; **********; *** *********** ********** of ********* ********. ** ** ******* unspecified ************, ******* ********* *** ******** damages ** **** ** *********' ****.
****** ****** *** *******, **** ***** a ********* **** *** ********** ***** Rights **********, ***** ****** *** * "Right ** ***" ****** ** ***. 23, ****. **** *** *** **** from *** **** ** *** ****** to **** * **** ******* ***** in ***** ***** **** ******* **********.
FMLA ************
** *******, ********* *** **** **** at * ******* *** ** ***** a **** *** ******** ***** ********* **** ** ** ** ***** of ***-*********, ****** ***** ****** * 12 ***** ****** *** ********** *************, such ** * ******* ******* *********, recovering **** ********** *** ******* **** a *******, ** ****** *** ** immediate ****** ****** **** * ******* medical *********.
*** ******* *** ******* ** ********* with ** ***** ** *******. *************** ******* *********** *** ******* ** companies **** ** *** ** * workers. ********* *** **** ** ******* notice ** ********* ** ***** ** a ***** ****** ****** *****, ** as ***** ** ********** ********, *** can't ** ******* **** ** **** leave ** **** *** ******* ********.
Chou's **********
********* ** *********** *******, **** *** ***** **** ** his ****** ***** **** ******* ** a ******* ******* *** ********** *********, including *-****, ******** ************, *** ********* USA. ** ******* ******* ** * product ********* ******* *** ***** ** June ****.
****** ******* ************* **** ** "************, *********, *** collaborative, **** ****** ********* ** ******* product *********** *** ******** ******* *** over ** *****." ** *** **** he ******* ******** ******* ******** *** mannaged *** *** *** ******** ****, according ** *** ****.
**** ***** *** ********* **** ***** Chou ** ***** ******** ** ****** of *** ********* ***** ***** ********. He *** ****** ** * ********** ******* ** **** ************** *** *******'* ****** ********** ****-**** access **********. ** ******* ****, ***** at *********, ** *** ****** ** a******* ***************** * ****** ** *.*-**** *********** Network **** *** ************ *******.
****'* ********* ******* **** ** *** assigned ******* ********* ****** *** **** after ** *** ***** ** *****, including *** "***** ********, ****** ********, networking ********" *** "****-*** *********," **** though ***** ****** **** ******* ** his ******* ****.
*** ******* ************ *** ** ******* full-time ***** **********, *** ******* ********* director, ** ******** ****, ********* ** the *********. ** ******* *** ******* was ******* **** *** ****.
***** ********* ****** ** *** ********* with ****'* **** *********** *** ********* granted ********* *********** ***********.
"Classic *******"
** ****** ****, **** ********** *****-**, resulting ** *** ****** ** **** off *** ***** **** ****, *** his ****** **** ******** * ******, according ** *** *********. ** ********* additional **** *** ** **** *** mother *** ********* ** ******.
**** ****** ** **** *** ****** to ****** *** ********** ******* **** and ********* **** ** *** *** PTO ***** — ************* *** ***** hours. ********** ****** *** *******. ** late ********* ****, ***** **** ** clear *** **** ****** **** ** Chou *** ** **** ***** ***** the ****** *** ******* ***** *** ("FMLA").
********* ** *** *********, **** ******** Dahua *** ********** ** *:****, ****. 22, ****, **** ** ***** **** FMLA *****. ******* ***** ** ******** notice, ********** "******* * *** ** tasks" *** *** ********* *** "***** was ******** ** ** ********* ****," the ********* ****.
***** ** ******** ** **** ******* 2022:
********** ***** ********* ******** ******** ********** projects ** ***** **** *** * team ****** ******* ********* *** ****** or ******* ** ******.
***** **** "************" ******* *** *** of ********, ********** "********" ******* ***** from ****'* ***** *** "**** ********* him *** *** ********** **** *****," according ** *** *********. ****'* ********* continued:
*****'* **************** ** *** *********** ** poor ** ***** *** **********. ***** retaliated ******* **** *** *** ** protected **** ***** ** ******* *** up *** ******* *** ********** *********** him. *****'* '**** ***********' ****** ** classic *******. ** * ****** ** these ******** *** ********** ****, ****** has ******** *** **** ******** ** suffer ******** *** ***-******** *******.
***** **** "********** **** ********** ********** about ********* ** ******** ******* ********* coworkers, *********** *** *********** ********* ** Plaintiff," ***** ****** *** ** ******** to **** ****, ** *******.
*************** **** ***** ******** *** ********* response ***** **** **** *** ********* published.
** * ****** ** ******* ******, we ** *** ******* ** ****** litigation. *******, ** *** *** **** we ******** **** *** *********** ** the ********* ** *** ****** ********, as ** ******* *** *********** ** be ******* *****. ***** ********** *** is ***** ** ****** * ******* of ********* *** ******* ***** *** team, *** ** ****** ********* ** the ****-***** ** ******** *** ***** here.
Dahua's *.*. **********
***** ***** ******* ** *** *.*. operations ** ****, **** * **** to****** *** ******** ** ************ ** *** *** ** ****. However, *** ******* *** ***** ********** in *** *.*., **************** ** *** *-*****,*.*. ********** ****,************* *** ****** ******, ********-***** ******** Industry *********** *** ****** **********, ***"********* ***** ******"** *** ***** ****.
*********, *** ******* *** * ****** over *** ********* ** *** *.*. and *** *** ***** *.*. ********* in *** **** *** ******, ********* to********.
** *** *******, ***** ** ********** ****** ** join ***** ***, *** ******* **** it ****** "**** ********" ** "**** sure *** **** **** ** ******** and **** ******."
** **** *** *********** ** ***** that ** *** ***** ******* ** took ******* ********* *****, ** ***** be ******* *********** *******. ************ *** ********** ** *** ******* ******* ** **** ***, ********* relief **** ** *************, ** ********** liquidated ******* ** ** ******** *** not *** ** **** *****, **** extensive ******** ******* *** ********* ********-******* damages *** ********* ***** *** ****.
********** **** *** ** ***** ** punitive *******, ***** ***** **** * verdict ***** **** **** *** ******** of *******.
**** **** ****** ** *** **** progresses.
* **** **** ** ********, ****** I **** *** ***** ** ******** here.
**** *** ** ***** ******* ** Dahua **** **********, ************ ** * marketing ********.
* **** **** ** ********, ****** I **** *** ***** ** ******** here.
‘**** ****…
******: ***** *** ******** *** ********* email ********:
"** * ****** ** ******* ******, we ** *** ******* ** ****** litigation. *******, ** *** *** **** we ******** **** *** *********** ** the ********* ** *** ****** ********, as ** ******* *** *********** ** be ******* *****. ***** ********** *** is ***** ** ****** * ******* of ********* *** ******* ***** *** team, *** ** ****** ********* ** the ****-***** ** ******** *** ***** here."
* ********** ****** **** ***** ** several ******** ***** ** *** ** Hikvision. ** *** ********* *** **** intuitive *** ** *** *** ******** to **** **** *** ******** ******** for ***** *********.
** * *** ********** **** ***, I ***** **** **** *** *******. When **** ***** ***, * ***** have **** **** ***** **'* **** off, **'* *** ***** ********. *** cares ** *** **** ****** ** go ** ****** ** **** **** of *** ****** ** *** ** home *** **** ***** *****?
* **** **** ** ********, ****** I **** *** ***** ** ******** here.