Sears
Sears v. Water Employees Services Auth. CA4/2
Opinion
Opinion
INTRODUCTION
Joel Sears was terminated from his employment by the Water Employee Services
1 Authority (WESA) in July 2009 for not notifying his supervisors when he was late or
absent for work and for submitting false time records. Sears appeals from an order and
judgment denying his petition for writ of administrative mandate seeking to reverse the
termination and reinstate his employment.
The standard of review requires us to uphold the trial court’s judgment if any
substantial evidence supports the trial court’s statement of decision. (Fukuda v. City of
Angels (1999) 20 Cal.4th 805, 824; Bledsoe v. Biggs Unified School Dist. (2008) 170
Cal.App.4th 127, 134.) We have thoroughly viewed the record and determined that
substantial evidence supports the judgment, which we affirm.
II
STATEMENT OF FACTUAL AND PROCEDURAL BACKGROUND
We derive the material facts from the administrative record.
A. The Facts Related to May 25, 2009
WESA employees are subject to a Memorandum of Understanding (MOU) and the
WESA Administrative Code (WESA Code). An employee must arrive at work promptly.
If an employee is late, he must give notice within 15 minutes of his starting time…