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| Case Name | Johnson v. Pacific International Bearing, Inc. | |
|---|---|---|
| Date | 12/27/2012 | |
| Note | Substantial evidence supported a jury's determination that an employer had not fired a poorly performing salesman with a history of lying to his boss because of a known or perceived physical disability. | |
| Citation | A129774 | |
| WCC Citation | WCC 39662012 CA |
JOHNSON v. PACIFIC INTERNATIONAL BEARING, INC. RICK JOHNSON, JR. , Plaintiff and Appellant, v. PACIFIC INTERNATIONAL BEARING, INC. , et al. , Defendants and Respondents. Johnson did not come close to making his monthly sales goals at any time during his employment by Pacific. He was concerned that many of the accounts Johnson was targeting were too small or needed products Pacific was not selling, so he began to mentor Johnson and redirect him toward more productive efforts. On April 6, Sweeney and Johnson exchanged e-mails over a scheduled performance review for Johnson and other employees. Johnson's Termination On April 10, at 8:36 a. m. , Sweeney sent Davis an e-mail, copied to Johnson, instructing her to go on certain sales calls with Johnson.
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