Case Background
DaRon Benson, an African American man, had built a successful 17-year career as a removal technician with S.E. Combined Services of California, Inc. (SCI). His professional life changed drastically in September 2019 when a serious car accident left him with a disabling health condition. After taking a two-year medical leave for treatment and recovery, Benson had returned to work in September 2021 with full medical clearance. However, instead of the stable employment he had previously enjoyed, he encountered immediate hostility and a series of drastic changes to his long-standing working conditions.
Cause
The conflict began the moment Benson returned to the office in September 2021. He alleged that management immediately targeted him for having taken protected medical leave. Despite his 15-year history of never having such a requirement, the company suddenly demanded that he work weekends. Furthermore, they revoked his use of a company vehicle a benefit he had utilized for over a decade while allowing other employees to continue using theirs. When Benson protested these changes to his supervisor, Yuri Sikkema, he was told that the company had been "just fine" without him during his two-year absence.
Injury
The injury in this case centered on the devastating economic and reputational damage Benson suffered when the company fired him. He experienced profound humiliation and mental distress after being falsely accused of timecard fraud a "disgraceful" end to nearly two decades of loyal service. Beyond the emotional toll, the termination caused significant economic loss, including the forfeiture of his salary, benefits, and future earning potential in a field where he had a proven track record.
Damages Sought
Benson pursued a multi-layered damage claim to address the full scope of his losses:
Special Damages: He sought compensation for his past and future loss of income and employment benefits.
General Damages: He requested relief for the shock, embarrassment, physical distress, and severe emotional suffering caused by the harassment and termination.
Punitive Damages: Benson asked the Court to punish the Defendants for acting with malice, fraud, and oppression, aiming to deter similar workplace conduct in the future.
Legal Relief: He also sought the recovery of his attorney's fees and the total costs of the litigation.
Key Arguments and Proceedings
Legal Representation
Plaintiff(s): DaRon Benson.
Counsel for Plaintiff(s): Michael J. DePaul
Defendant(s): S.E. Combined Services of California, Inc | Service Corporation International | SCI Shared Resources, LLC | Yuri Sikkema.
Counsel for Defendant(s): Steven H. Gurnee | Toby M. Magarian | Candace H. Shirley
Key Arguments or Remarks by Counsel
Benson’s legal team argued that the company had manufactured a reason to fire a veteran employee because they no longer wanted to accommodate his disability or respect his medical leave. They highlighted that Yuri Sikkema had a history of racial animus, previously telling Benson he would "crack the whip" to keep him in line. Counsel contended that the "investigation" into timecard fraud was a sham and a pretext for retaliation, noting the suspiciously short time between Benson’s complaints and his firing.
Claims
Racial and Disability Discrimination
Benson claimed the Defendants violated the Fair Employment and Housing Act (FEHA) by treating him differently based on his race and his disability status. He alleged the company used his medical condition as a justification to sideline him and eventually remove him from his position.
Harassment and Retaliation
The lawsuit alleged that Yuri Sikkema subjected Benson to a hostile work environment through aggressive behavior and offensive comments. Benson argued the company retaliated against him specifically because he had complained about this unfair treatment to senior management.
Wrongful Termination and Defamation
The complaint asserted that the Defendants committed defamation by falsely accusing Benson of intentional fraud. He argued the termination was "wrongful" because it violated fundamental public policies protecting employees who take medical leave or report discrimination.
Defense
The Defendants issued a general denial of all claims, asserting they had acted fairly and legally. They argued that Benson was an at-will employee and that his termination was based purely on "bona-fide" business factors—specifically the alleged timecard discrepancies. They further contended that Benson had failed to follow internal company procedures to resolve his grievances and that his own negligence contributed to any damages he suffered.
Jury Verdict
The case proceeded to a trial where the jury examined the contrast between Benson’s 17 years of service and the swift disciplinary actions taken upon his return from leave. On November 19, 2025, the jury found the Defendants liable for discrimination, harassment, and retaliation. They awarded DaRon Benson a total verdict of $13,655,263. This award accounted for his significant economic losses and provided substantial compensation for the emotional and reputational harm caused by the Defendants' malicious and fraudulent conduct.
Court documents are available upon request at jurimatic@exlitem.com
