- Hershey-Law
Article Overview
Our $27.5 million jury verdict in Valla v. Dignity Health, et al. has been named the No. 1 whistleblower retaliation verdict in Los Angeles County for 2025 by TopVerdict.com. The list recognizes the largest plaintiff’s jury verdict in each case category tried in the Superior Court of California, County of Los Angeles, during the year.
For our team, this recognition shows what can happen when an employee refuses to stay quiet about patient safety, and when her legal team is ready to take that story all the way to a jury.
Below, we explain what the ranking means, an overview of how the case unfolded, and what California employees should know if they face retaliation for speaking up.
What the Number 1 Verdict Recognition Means
TopVerdict.com is a legal publication that tracks jury verdicts across the country. Each year, it publishes lists of the largest plaintiff’s verdicts in specific counties, organized by case type.
In its 2025 Los Angeles County list, Valla v. Dignity Health, et al. ranked first in the Whistleblower Retaliation category with a verdict of $27,500,000. The trial team includes:
- David M. deRubertis of The deRubertis Law Firm, APC
- Brennan M. Hershey of Hershey Law, P.C.
- Johnny Rundell of Hershey Law, P.C.
Most whistleblower retaliation claims never reach a jury, and employers pay attention to which firms are willing to go to trial. A ranking like this shows that our trial employment lawyers can build a case strong enough to hold one of the largest health care systems in the United States accountable in court.
A Look Back at Valla v. Dignity Health
For the full story, read our in-depth overview of the $27.5 million whistleblower retaliation case. Here are the key points.
Who Was Involved
Nancy Valla became Chief Nursing Officer at St. Mary Medical Center in Long Beach in 2018. St. Mary is part of Dignity Health, a member of CommonSpirit Health.
The Safety Concerns She Raised
Valla repeatedly urged hospital leadership to act on serious patient safety issues, including:
- Suicide deaths from the hospital’s parking structure, and the need for protective barriers to prevent future tragedies
- Anesthesia machines and defibrillators being used past the manufacturer’s stated end of life
- Surgical instruments that were not being properly sterilized
According to trial testimony, when Valla even offered to pay for the barriers herself, leadership declined, reportedly out of concern that it would make the hospital “look guilty.”
What Happened Next is Considered Workplace Retaliation
Valla alleged that instead of addressing her concerns, leadership pushed her out of her role. She also requested accommodations for a disability. Dignity Health denied wrongdoing at trial.
The Whistleblower Retaliation Verdict
After a five-week trial in Los Angeles County Superior Court (Case No. 20STCV30610), the jury unanimously found that Dignity Health unlawfully retaliated against Valla and failed to accommodate her disability under California law. The jury awarded:
- $5 million in economic damages for past and future lost wages and benefits
- $22.5 million in noneconomic damages for pain, suffering, and emotional distress
The Trial Team Behind the Win
Hershey Law partnered with trial attorney David M. deRubertis, who has a long record of employment verdicts in California. Our attorneys worked alongside him to build the evidentiary record, connect Valla’s safety reports to the actions taken against her, and present her story in a way jurors could relate to.
“This case was always about doing the right thing,” said Brennan Hershey, founder of Hershey Law. “The jury’s message was clear: retaliation has consequences and the truth always prevails.”
Johnny Rundell added that Valla’s courage “paved the way for other healthcare workers to stand up for what’s right.”
At Hershey Law, our attorneys can handle your case from the first consultation through trial. That readiness gives our clients leverage, whether a case resolves through negotiation or in front of a jury.
What This Verdict Means for California Whistleblowers
California Law Protects Employees Who Speak Up
California has some of the strongest whistleblower protections in the country. Key laws include:
- California Labor Code 1102.5: Protects employees who report suspected violations of law to a government agency or to someone at work with authority to investigate, such as a supervisor or HR. It also protects employees who refuse to take part in illegal activity. Learn more in our complete guide to Labor Code 1102.5.
- The 90-day presumption: Since January 1, 2024, if an employer takes adverse action within 90 days of a protected report, the law presumes the action was retaliatory. Employers can also face a civil penalty of up to $10,000 per violation, which is awarded to the employee.
- California Labor Code 1102.6: Once an employee shows their report was a contributing factor in the employer’s decision, the employer must prove by clear and convincing evidence that it would have made the same decision anyway.
- California Health and Safety Code 1278.5: Protects healthcare workers who report concerns about patient care, safety, or quality. Read our breakdown of Health and Safety Code 1278.5.
- California’s Fair Employment and Housing Act (FEHA): Requires employers to provide reasonable accommodations for employees with disabilities, as enforced by the California Civil Rights Department.
Signs You May Be Facing Whistleblower Retaliation
Retaliation isn’t always as obvious as a termination letter. Watch for changes that start after you raise a concern, such as:
- Being fired, demoted, or pressured to resign
- Having your job posted or a replacement recruited
- Losing access to email, systems, meetings, or your office
- Sudden negative performance reviews after a history of good ones
- Being excluded, isolated, or treated with new hostility
Our guide to common mistakes employees make when facing retaliation covers more warning signs.
Steps to Take If You’ve Reported Wrongdoing
- Write it down. Keep a timeline of when you reported, who you told, and what happened afterward.
- Save your communications. Keep copies of emails and messages about your concerns. Avoid taking patient records or confidential information you aren’t authorized to keep.
- Don’t resign before getting advice. Leaving your job can affect your legal options.
- Act quickly. Filing deadlines apply, and evidence is easier to gather early.
- Talk to a whistleblower retaliation lawyer. An attorney can help you understand whether what you’re experiencing is unlawful.
Healthcare Workers: Your Voice Matters
This verdict carries a special weight for nurses, physicians, and hospital staff. Healthcare workers are often the first to see unsafe conditions, and California law gives them added protection when they report. If you’ve been punished for raising patient safety concerns, learn more about how we help with whistleblower retaliation in healthcare.
Talk to a Trial Employment Lawyer About Your Case
If you spoke up about wrongdoing and your employer made you pay for it, you have options. Our whistleblower retaliation lawyers represent California employees, never employers, and we’re prepared to take your case to trial if that’s what it takes. Request a Free Consultation or call (818) 962-0445 today.
Want to see more outcomes we’ve secured? Visit Our Results and Hershey Law in the News.
Frequently Asked Questions
What is TopVerdict.com’s Number 1 Verdicts list?
It’s an annual list of the largest plaintiff’s jury verdicts in each case category for a given county. Hershey Law’s verdict in Valla v. Dignity Health, et al. ranked first in Whistleblower Retaliation for Los Angeles County in 2025.
What counts as whistleblower retaliation in California?
Whistleblower retaliation happens when an employer takes negative action against an employee for reporting suspected illegal activity or safety concerns, or for refusing to take part in illegal conduct. Learn more about workplace retaliation.
Do I have to report to a government agency to be protected?
No. Under Labor Code 1102.5, reporting internally to a supervisor, manager, or someone with authority to investigate can also be protected.
How much is a whistleblower retaliation case worth?
Every case is different. Depending on the facts, damages can include lost wages and benefits, emotional distress, civil penalties, and attorney’s fees.
How long do I have to file a claim?
Deadlines vary by claim. Many Labor Code 1102.5 claims must be filed within three years, but some claims have much shorter deadlines. Contact an attorney as soon as possible to protect your rights.
Disclaimer: Prior results do not guarantee a similar outcome. Every case is different and depends on its own facts and circumstances. This article is for general information only and is not legal advice.
