The Puerto Rico Court of Appeals recently ruled against Evertec Group LLC in a case concerning wrongful termination and workplace retaliation. The court denied a petition for certiorari filed by Evertec and its executives, which sought to challenge a lower court’s decision regarding the case brought by Andrea Elaine Vázquez Vargas. This ruling is significant as it allows Vázquez Vargas's claims to proceed in the lower court, affecting not only her case but also setting a precedent for similar employment disputes in Puerto Rico.
The case, identified as TA2026CE00388, began when Vázquez Vargas filed a lawsuit on August 4, 2022, claiming unjust dismissal under Puerto Rico's Law No. 80 and retaliation under Law No. 115. She alleged that her employer's actions forced her to resign, which constitutes a constructive dismissal. The dispute escalated to the Court of Appeals after the lower court denied Evertec's motion for summary judgment, which sought to dismiss Vázquez Vargas's claims.
The parties involved in this case are Andrea Elaine Vázquez Vargas, the plaintiff, and Evertec Group LLC, along with its executives Morgan Schuessler and Miguel Vizcarrondo, who are the defendants. The core of the dispute revolves around allegations of workplace retaliation and the circumstances surrounding Vázquez Vargas's resignation. Evertec claimed that the evidence presented by Vázquez Vargas was insufficient to support her allegations, leading to their request for a summary judgment.
After extensive discovery and procedural incidents, the lower court issued a 31-page ruling on January 12, 2026, where it identified 145 undisputed material facts. The court ruled that there were genuine issues of material fact that warranted a trial rather than a summary judgment. Dissatisfied with this outcome, Evertec and its executives filed a petition for certiorari on March 30, 2026, arguing that the lower court had erred in its interpretation of the facts and the law.
The Court of Appeals, led by Judge Ronda Del Toro, reviewed the petition and ultimately denied it. The court stated, "In the case at hand, there exists a real and substantial controversy regarding whether the actions of the defendants constituted onerous conditions that forced the resignation of Vázquez Vargas." The court emphasized that the lower court's findings regarding the existence of controversies were supported by the evidence presented and that it was not appropriate for the appellate court to intervene at this stage.
This ruling has significant implications for employment law in Puerto Rico. It reinforces the importance of allowing cases involving allegations of wrongful termination and retaliation to proceed to trial when there are genuine disputes over material facts. The court's decision also highlights the standards for granting summary judgment, which require a clear absence of material fact disputes.
The impact of this ruling extends beyond the immediate parties involved. It sets a precedent for future cases where employees allege wrongful termination or retaliation, signaling that courts may be reluctant to dismiss such cases without a full examination of the evidence. This could encourage more employees to pursue claims against their employers, knowing that courts will scrutinize the facts before allowing a case to be dismissed.
Looking ahead, the case will return to the lower court for further proceedings. The denial of certiorari does not preclude Evertec from continuing to contest the claims in the trial court. It remains to be seen how the lower court will handle the case moving forward and whether any additional motions or appeals will arise as the litigation progresses.
As of now, there are no indications that this ruling will be appealed further, but the situation could change depending on how the trial unfolds. The case serves as a reminder of the complexities involved in employment law and the importance of legal protections for workers facing retaliation or unjust dismissal.