- 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.
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