Transfered after medical leave 494
April 9th, 2012 
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Rogers v County of Los Angeles 198 Cal.App.4th 480 (2/2) (2011) Rogers went on 12-week family medical leave, from personnel officer position. San-Diego-Auto-Accident-lawyer While on leave, her position eliminated by reorganization. Rogers returned to work well after 12-week period expired. Rogers transferred to another division, different duties, lower-sounding title, same pay and benefits. Rogers refused, took retirement and sued for violation of California Family Rights Act Gov C § 12945.2. Jury verdict $356K, reversed. [1] By failing to return at end of 12 weeks protected CFRA leave, Rogers not entitled to reinstatement to this position. Fact decision to transfer Rogers made during 12 weeks irrelevant; Rogers argument not supported by any legal authority, and “we therefore disregard.” [2] Retaliation claim: County’s substantial evidence supported this was a legitimate, nondiscriminatory business decision which shifted burden to Rogers, who offered no evidence. Thus Rogers “failed to establish the requisite causal connection” between her leave and county’s actions. San Diego personal injury attorney