Golden State Cider Sued After Firing Worker Who Cared for Premature Baby

When your child is born three months early and needs ongoing medical care, the last thing you should worry about is losing your job. That’s exactly what happened to one Bay Area worker, according to a lawsuit filed against Golden State Cider in August.

The case centers on an issue that affects countless California workers. What happens when you need time off for family medical emergencies, and what protections exist when you return to work? For parents of children with serious health conditions, understanding these rights can make the difference between keeping your job and facing retaliation.

A former cellar supervisor at Golden State Cider spent nearly eight years with the Healdsburg-based cider company before everything changed in October 2024. That’s when his son arrived three months ahead of schedule, requiring complicated medical care. The worker took four months of parental leave to be with his child during this critical time. Under California law, he had the right to take this leave.

The trouble began when he came back to work. He asked his supervisors if he could work a half day every other Friday to take his son to medical appointments. They agreed to the accommodation. According to the lawsuit filed in San Francisco Superior Court, Golden State Cider had already decided he was “an inconvenience and burden” and began planning to get rid of him.

Shortly after the plaintiff’s return, company CEO Chris Lacey rolled out a new attendance policy. The policy banned remote work and required automatic termination after a fifth absence, even for medical reasons. When the worker questioned how this policy would affect him, given his need for regular medical appointments, things went downhill. He received a negative performance review and was unfairly written up for a production error that was actually not his mistake.

Each time he complained to human resources about the treatment, the consequences got worse. After being written up, he was placed on administrative leave and then fired after his third complaint. All of this happened within eight weeks of returning from parental leave.

California’s Family Rights Act (CFRA) protects workers who need time off for serious health conditions affecting themselves or immediate family members. The law allows eligible employees to take up to 12 weeks of unpaid, job-protected leave. Crucially, it also prohibits employers from retaliating against workers who exercise these rights. Retaliation can include firing, demotion, negative performance reviews or creating a hostile work environment.

The lawsuit also describes what it calls a broader pattern of hostility toward young families at Golden State Cider. According to the complaint, when the company’s director of marketing told CEO Lacey she was pregnant, he responded, “I didn’t think we’d be going through this with you again. I thought one would be it.” Lacey also allegedly asked her to fire another employee right before his wife was due to have a baby.

The worker’s lawsuit accuses Golden State Cider of CFRA violations, discrimination because of his disabled son and wrongful termination. According to the complaint, “His termination was not the result of poor performance, absenteeism or misconduct; it was the inevitable outcome of a retaliatory culture that sees caregiving as a liability and compliance as optional.”

Under California law, employers can’t punish workers for taking protected leave, and they must provide reasonable accommodations for ongoing medical needs. When a company implements new policies that disproportionately affect workers who have just returned from protected leave, that can be evidence of retaliation.

At McCormack Law Firm, we’ve seen how employers retaliate against workers who take protected leave to care for their families. If you have been fired, demoted or faced other negative consequences after taking family or medical leave, our San Francisco employment lawyers can help. Contact us today for a free initial consultation to discuss your rights and options.

Disclaimer: This article is for information purposes only. McCormack Law Firm is not involved in this case.