Fairgrounds CEO Fired: New Lawsuit Details Emerge
The news rippled through San Diego County like a familiar refrain: another lawsuit, another shake-up at the Del Mar Fairgrounds. Just two days after the Board of Directors for the 22nd District Agricultural Association abruptly fired CEO Carlene Moore in a closed-door session, Brad Oates filed a complaint alleging age discrimination, wrongful termination and violations of rest and meal break laws. While the national conversation might focus on corporate governance or employment law trends, for residents of coastal North County—from Solana Beach to Carlsbad—the story hits closer to home, touching on workplace fairness in a beloved local institution that hosts everything from the annual fair to weekend swap meets.
Oates’ complaint, filed on April 16, 2026, details a decade of service as a seasonal carpenter starting around April 2014. According to the document, he applied for a permanent carpenter position in January 2024 after it opened up, scoring 95 out of 100 on a written competency test and receiving support from two supervisors. However, Moore allegedly overruled them, telling the supervisors Oates was “too old” for the role at age 66. Instead, she hired her nephew for the position and assigned Oates to train him—a detail that adds a painful layer of personal betrayal to the professional grievance. By October 2024, Oates claims he was removed entirely from his seasonal role, despite never receiving warnings or disciplinary actions in his ten years of service.
The timing is impossible to ignore. Moore’s firing on April 14, 2026, followed a 4-hour closed-door session where the board voted 8-1 to terminate her, appointing Chair Sam Nejabat as interim CEO for ten days. No official reason was given, but the lawsuit filed just two days later suggests the board may have been responding to mounting legal pressures. This isn’t the first time Moore’s leadership has been tied to litigation. Last year, Melinda Carmichael, a former chief administrative officer, sued the association alleging retaliation after reporting payroll violations, racial discrimination, and harassment. In September 2025, four former executives penned a letter to the board describing a “toxic environment” that began under Moore’s tenure, citing hostility, intimidation, and a culture of fear that forced out long-term staff.
Beyond the personnel drama, the fairgrounds have faced significant financial and reputational challenges. In 2024, the Department of Justice announced the 22nd District Agricultural Association agreed to repay over $5.6 million to the federal government for improperly obtained COVID-era business loans. Civil rights activist Shane Harris has repeatedly pointed to what he calls a “Diversity Deficit” in leadership, arguing that the public property—funded by taxpayer dollars and frequented by communities across the region—should reflect the diversity of San Diego County itself. These overlapping issues suggest systemic problems that extend far beyond any single individual.
For North County residents who view the Del Mar Fairgrounds as a community hub—whether they’re volunteering during the fair, attending a concert at the arena, or shopping the Saturday farmers market—these revelations can feel deeply personal. The institution isn’t just an economic engine; it’s a place where generations have created memories. When allegations of age discrimination, retaliation, and financial mismanagement surface, it undermines trust in a space meant to serve everyone equally. The ripple effects touch local contractors who rely on fairgrounds contracts, seasonal workers seeking fair treatment, and families who simply want to enjoy a public venue without wondering about the ethics behind its operations.
Given my background in analyzing workplace equity and public institution accountability, if this trend impacts you in North County San Diego, here are the three types of local professionals you need to recognize about:
- Employment Law Advocates Specializing in Public Sector Cases: Look for attorneys with proven experience handling claims against government entities like agricultural associations or special districts. They should understand the nuances of the California Fair Employment and Housing Act (FEHA), know how to navigate claims involving age discrimination under both state and federal law (ADEA and FEHA), and have a track record of securing settlements or verdicts in cases involving rest break violations and wrongful termination. Prioritize those who offer free consultations and work on contingency fees for wage and hour claims.
- Workplace Culture Consultants Focused on Public Institutions: Seek professionals who specialize in assessing and rehabilitating toxic environments in publicly funded organizations. Ideal candidates will have experience conducting anonymous climate surveys, facilitating restorative justice circles, and developing leadership training programs that address unconscious bias and retaliation prevention. They should be familiar with California’s healthy workplace initiatives and able to partner with boards and HR departments to create measurable improvement plans—not just deliver one-time workshops.
- Good Government and Transparency Watchdogs: Connect with local nonprofits or civic engagement groups that monitor special districts like the 22nd District Agricultural Association. These organizations often track board meeting compliance with the Brown Act, analyze financial disclosures for irregularities, and advocate for greater public participation in decision-making. Look for groups that host public forums, publish accessible reports on district spending, and have successfully pushed for reforms in similar entities elsewhere in California.
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