Privacy Issues in the Community College Workplace

Note that a waiver, while recommended, may not prove to be an absolute bar to liability.

McQuirk v. Donnelley 119 The Ninth Circuit Court of Appeals interpreting California law, held that a County and its Sheriff were not immune from liability (despite a signed release) for providing a reference to a prospective employer for a former employee. Philip McQuirk was a former employee of the Glenn County, California Sheriff’s Office. Five years after receiving a medical retirement from Glenn County, he applied for a non-peace officer position with the Mountlake Terrace Police Department in Washington State. McQuirk signed a release that authorized former employers to provide information regarding him, his work record, his reputation, and his financial status and waived liability for compliance. McQuirk, was hired on April 11, 1995. On April 12, 1995, Commander Smith of the Mountlake Terrace Police Department spoke with Louis Donnelley, Glenn County Sheriff, regarding McQuirk. McQuirk alleges that Donnelley made five defamatory statements about him during that conversation. McQuirk’s offer was rescinded. McQuirk filed a lawsuit in Washington against Donnelley and Glenn County, seeking damages and injunctive relief for defamation. The Court granted the County’s motion for summary judgment. McQuirk appealed. The Court of Appeals reversed. Interpreting the law in the way it believed the California Supreme Court would, the Court held that pursuant to Civil Code Section 1668, the waiver signed by McQuirk was invalid as it improperly shielded Donnelley from liability for intentional torts. In addition, the Court held that Donnelley was not immune from liability under Government Code section 820.2, which supplies immunity for public officials for discretionary acts. The Court held that Donnelley’s conduct in making the statements to McQuirk’s prospective employer was a ministerial act, not discretionary. The Court concluded that section 820.2 confers immunity only with respect to basic policy decisions and found that the actions of Donnelley were on an operational level and not a planning/policy level. Similarly, the County would not be immune from liability. The Court noted, however, that Civil Code section 47(c) provides a qualified privilege for employers when giving references, and limited its holding to prevent employers from prospectively contracting by waiver for more than the qualified privilege granted them under California law.

3. S TATUTORY C LAIMS State and Federal anti-discrimination laws prevent employers from taking adverse action - such as giving false job references - to individuals on the basis of a protected status. The law protects individuals on the basis of race, national origin, color, sex, sexual orientation, religion, disability, medical condition and numerous forms of protected activity. Examples of protected activity include seeking Workers’ Compensation benefits, filing a discrimination or harassment complaint, and participating as a party or witness in a discrimination lawsuit.

Privacy Issues in the Community College Workplace ©2019 (c) Liebert Cassidy Whitmore 40