In this case, the court affirmed an order granting a new trial in favor of Mr. Faber’s client following a six-week jury trial marred by juror misconduct during deliberations.  Mr. Faber’s client, Ready Pac’s Vice President of Human Resources, was fired after complaining that the company’s President was unlawfully classified as an independent contractor rather than an employee.  Although the plaintiff initially lost at trial, Mr. Faber persevered against one of the largest law firms in the country and persuaded the trial court to grant a new trial based on the jury’s improper consideration of the so-called “at-will employment” doctrine.  The defendant appealed to the new trial order, but Mr. Faber again prevailed in the Court of Appeal.  The case was then resolved on confidential terms.