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GAIL A. GLICK, ESQ.

  • Based in Los Angeles, available in All of California
  • Mediation Only

Introduction

Gail spent 26 years representing plaintiffs and defendants in litigation of employment law, personal injury, breach of contract, and professional malpractice cases. Gail has now dedicated her career to mediation on a full-time basis. During her litigation career, she also served as a private mediator, as well as on the Los Angeles Superior Court’s ADR panel and CRASH employment case settlement program. She has earned a reputation for having a respectful and straightforward demeanor with an evaluative and facilitative approach.

Gail says, “In litigation, I believed that my clients were best served by resolving their disputes early - prior to the emotional and economic devastation of participating in a trial or arbitration on the merits. Now, as a full-time mediator, I can help the litigants take control of their lives by making peace for themselves, their businesses, and their families through a mediated resolution.”

One attorney commented, “Gail is an excellent communicator. She has a direct and respectful approach which was particularly appreciated while discussing the weak points of my client’s case. Prior to the mediation, she suggested we exchange a settlement form with all of the non-monetary terms, which saved time and helped us focus on the financial terms during the session.”

Practice Areas

Experience Summary

Gail has been involved in the resolutions of a broad array of employment law matters over the course of her twenty-six year litigation career, in an array of industries that include aerospace, banking and finance, biotech, engineering, education, entertainment, food services, health care, hospitality, logistics, oil and gas, pharmaceuticals, transportation, and technology.

Her clients included actors, artists, bookkeepers, CEOs, CFOs, comptrollers, clerical employees, delivery persons, entertainment executives, factory workers, foodservice executives, grips, HR professionals, insurance brokers, investment professionals, lawyers, librarians, managers, mariners, orthopedists, ophthalmologists, pharmacists, pharmaceutical sales representatives, physicians, plumbing sales representatives, professors, psychologists, real estate executives, RNs, respiratory therapists, retail managers, rocket scientists, salespersons, social workers, teachers, and videographers. Gail’s balance of plaintiffs’ and defense work over her career uniquely qualifies her to mediate for a diverse group of employers and employees.

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Hobbies & Interests

Gail is an avid Dodgers and Yankee fan. She is a former All-American soccer player, loves to golf, and has a passion for travel around the world. She also enjoys art, outdoors, and historical museums.

Website

https://gailglick.com/

Testimonials

"This was a very difficult case to settle. I didn't think a settlement was possible. She did an amazing job to get both sides to compromise."
- Attorney on a Defamation case

"We came to Gail after the dispute was court-ordered to arbitration and before any proceedings actually commenced. The mediation did not settle during the initial session likely due to our client's expectations regarding the value of the case. We were far apart. However, this is where Gail shined and literally worked magic. After the mediation, we felt there was no possibility of resolution, but Gail did not give up. On her own initiative, she engaged tenaciously to bring the parties back to the table with elegant ideas she initiated to reengage in the process. I was surprised that opposing counsel was even willing to talk to us. Through what I can only call artistry, within two weeks of the failed mediation session, she got us back on track exchanging positions and keeping us going. She even worked us on her birthday and from the beach. You could not possibly hope for a mediator more engaged and more determined to bring about a settlement. When it comes to mediation and resolution of business disputes, I say that Gail is both an artist and a magician."
- Attorney on an Employment Wrongful Termination Dispute

"Gail Glick was excellent. The settlement that resulted out of the process was right on the nose for what the parties likely were willing to do and could live with. "
- Attorney on an Employment PAGA case

"Great work. You exceeded expectations"
- Attorney on an ERISA matter

"Thank you for all of your dedicated time, effort, attention, and consideration. You certainly went the extra mile as our Mediator in dealing extensively with both sides and doing everything possible to obtain a settlement."
- Attorney on a Wrongful Termination/COVID19 Matter

"Gail Glick did an exceptional and exemplary job as our Mediator, and her dedicated and devoted efforts for us are very greatly appreciated. I will definitely consider Gail as Mediator for future matters, without any reservation. Thank you."
- Attorney on an Employment WT Covid 19 case

"Gail was fabulous! We had a very difficult and unpredictable plaintiff and confrontational opposing counsel. Gail was able to calmly and very expertly focus on the issues, and get the parties to a resolution when I thought we were far too far apart to reach a deal. "
- Attorney on an Employment Wrongful Termination case

"Thank you for the time and effort you put into our mediation. My client spoke very highly of you after the session. I'm confident that your analysis and feedback resonated with her. "
- Attorney on a Whistleblower Employment Wrongful Termination case

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Links and Articles

Experience Summary

Gail has been involved in the resolutions of a broad array of employment law matters over the course of her twenty-six year litigation career, in an array of industries that include aerospace, banking and finance, biotech, engineering, education, entertainment, food services, health care, hospitality, logistics, oil and gas, pharmaceuticals, transportation, and technology. Her clients included actors, artists, bookkeepers, CEOs, CFOs, comptrollers, clerical employees, delivery persons, entertainment executives, factory workers, foodservice executives, grips, HR professionals, insurance brokers, investment professionals, lawyers, librarians, managers, mariners, orthopedists, ophthalmologists, pharmacists, pharmaceutical sales representatives, physicians, plumbing sales representatives, professors, psychologists, real estate executives, RNs, respiratory therapists, retail managers, rocket scientists, salespersons, social workers, teachers, and videographers. Gail’s balance of plaintiffs’ and defense work over her career uniquely qualifies her to mediate for a diverse group of employers and employees. The types of matters she has litigated and resolved include:

• Discrimination based on race, national origin, age, religion, disability, sex, pregnancy, transgender status, gender expression, and sexual identity
• Harassment based on race, national origin, age, religion, disability, sex, pregnancy, transgender status, gender expression, and sexual identity
• Failure to accommodate and failure to engage in the interactive process
• Violation of the Rehabilitation Act
• Retaliation for engaging in FEHA protected activity
• Violation of CFRA and FMLA
• Retaliation based on exercised of rights under CFRA and FMLA
• Wage and hour violations, including class actions
• Private Attorneys General Act (“PAGA”)
• Violation of section 1102.5 of the Labor Code
• Wrongful termination in violation of public policy
• Defamation
• Breach of contract
• Breach of the implied covenant of good faith and fair dealing
• Fraudulent misrepresentation and Labor Code section 970 claims
• Negligent hiring, retention, and supervision
• Misappropriation of trade secrets
• Unfair competition
• Unfair business practices
• ERISA
• Lemon law
• Construction defect
• Legal malpractice
• Insurance coverage

Legal Career

  • Mediator/Arbitrator at Judicate West (Present)
  • Founding Partner, Alexander Krakow + Glick. LLP, focused on employment law litigation, representing employees (2009-2020)
  • Volunteer and Party-Pay Panelist, Los Angeles Superior Court ADR Panel (2003-2009)
  • Principal, Gail A. Glick Attorney at Law, focused on employment law litigation for plaintiffs (2002-2009)
  • Associate, Reish, Luftman, McDaniel & Reicher, LLP, focused on employment law, real property, ERISA, and business litigation for defendants (2001-2002)
  • Associate, Musick, Peeler & Garrett, LLP, focused on employment law, insurance, professional liability, and business litigation for defendants (1995-2001)
  • Associate, Lawrence Silver & Associates, focused on business litigation and employment law for plaintiffs and defendants (1994-1995)

Education & Professional Affiliations

  • J.D., Loyola Law School (1994)
  • B.A., cum laude, Amherst College (1991)
  • Pepperdine’s Straus Institute for Dispute Resolution, Intensive Mediation Seminar (2002, 2003)
  • Los Angeles County Bar Association, Advanced Mediator Skills Training (2003)
  • Disability Rights Legal Center, Vice President and Member of the Board of Directors (2015-2020)
  • LACBA Labor & Employment Law Section (2005-present), Executive Committee Member, and former Chair of the Executive Committee (2018-2019),
  • College of Labor and Employment Lawyers, Fellow (2018-present)
  • ABA Labor & Employment Section and Technology Subcommittee Co-Chair, Member (2015-present)
  • Consumer Attorneys of California, Member (CAOC) (2012-2020)
  • Beverly Hills Bar Association (BHBA), Member (2010-present)
  • Consumer Attorneys of Los Angeles (CAOC), Member (2010-2020)
  • California Employment Lawyers Association (CELA), Member (2003-Present)
  • Los Angeles County Bar Association (LACBA), Member (1994-present)
  • Amherst Association of Southern California,Board of Directors Member (2003-2020)

Legal Experience

  • All types of Employment/Workplace Disputes including Class Action
  • Business/Contractual
  • Lemon Law
  • Personal Injury
  • Real Property
  • Professional Malpractice

Representative Case Information

Recent Representative Cases

Business/Commercial

Fraud/Misrepresentation

  • Former business associates' dispute over copyright infringement, ownership of likeness and YouTube channels' content, and violation of the Digital Millenium Copyright Act.

Employment

A D A

  • In a disability discrimination and failure to accommodate case in the health care industry, assisted with the interactive process to accomplish a reasonable accommodation for an employee to return to work following an extended leave of absence.

Constructive Discharge

  • Warehouse employee alleged constructive termination for employer's alleged failure to follow COVID-19 safety protocols, along with retaliation under sections 1102.5 and 6310 of the Labor Code.

Disability

  • An advertising/marketing agency employee alleged disability discrimination, including failure to engage in the interactive process, and wrongful termination.
  • A retail employee alleged age and disability discrimination in the way that she was treated upon furlough and returns of employees to work following COVID-19 shutdowns during the pandemic.
  • Sales executive alleged medical condition (cancer) discrimination, disability discrimination, failure to accommodate and engage in an interactive process, and wage and hour violations against a closely held corporation.
  • A long-term employee in the aeronautics industry alleged disability discrimination, failure to accommodate, failure to engage in the interactive process, violation of FMLA/CFRA, and wrongful termination against his former employer.
  • A delivery driver in the oil and gas industry alleged disability discrimination, failure to accommodate, and retaliation, along with violations of Labor Code section 132a and wage and hour provisions.
  • A warehouse retail worker alleged disability discrimination, failure to accommodate, and failure to engage in the interactive process to reasonably accommodate.
  • Salesperson alleged associational disability discrimination, accommodation, and wrongful termination claims against hospice facility during COVID-19 pandemic.
  • Wage and hour and wrongful termination claims against a national non-profit organization.
  • Disability discrimination, failure to accommodate, and retaliatory termination case pursued by a skilled technician against a closely held manufacturing company, with nuanced issues that included discussions of concepts of "qualified individual with a disability" and "regarded as" disabled.
  • A long-term employee for a closely held logistics corporation alleged disability discrimination, failure to accommodate based on a 100% healed policy, and retaliation under the Fair Employment and Housing Act.
  • Disability discrimination including failure to engage in the interactive process and failure to accommodate by a long-term retail employee against a Fortune 500 corporation.
  • A retail employee alleged disability discrimination, failure to accommodate, failure to engage in the interactive process, retaliation under FEHA, and wrongful termination in violation of public policy.
  • Insurance call center supervisor alleged failure to accommodate, failure to engage in the interactive process, disability discrimination, retaliation, and wrongful termination in violation of public policy.
  • A management-level employee of a large retailer asserted claims of disability discrimination, failure to engage in the interactive process, and provide reasonable accommodation, retaliation, and wrongful termination in violation of public policy.
  • An assembly line worker alleged disability discrimination, failure to accommodate, failure to engage in the interactive process, and wrongful termination in violation of public policy against a parts manufacturer. The employer asserted defenses of undue hardship and lack of qualification/ability to perform the essential functions of the job with or without reasonable accommodation.
  • Housing discrimination case alleging failure to accommodate and failure to engage in the interactive process by a tenant against an apartment developer. Plaintiff claimed he should have been issued a parking spot closer to their apartment unit as a reasonable accommodation, and requests for accommodation were ridiculed and went unanswered.
  • An oil and gas industry employee alleged disability discrimination, including failure to accommodate and engage in the interactive process, wrongful termination in violation of public policy, retaliation under section 1102.5 of the Labor Code, and wage and hour violations involving on-call time and failures to provide meal and rest breaks. The employer alleged defenses of failure to engage in the interactive process and LMRA preemption of the wage and hour claims.
  • A medical transport employee alleged disability discrimination, including failure to engage in the interactive process, and wrongful constructive termination.
  • Logistics employee alleged wrongful termination and disability discrimination arising out of a positive COVID-19 diagnosis and the employee's alleged failure to provide certified documentation supporting a return to work following recovery from the virus.
  • A food packing worker alleged disability discrimination, including failure to accommodate and failure to engage in the interactive process.
  • A trucking employee alleged disability discrimination, including failure to accommodate and failure to engage in the interactive process, and retaliation under the Fair Employment and Housing Act.
  • Two automotive employees alleged disability discrimination, including failure to engage in the interactive process, and wrongful termination in violation of public policy. The employer asserted the defense of reduction in force during the COVID-19 crisis as its legitimate business reason for the termination decisions.
  • A watchmaker, a long-term employee, alleged disability discrimination, failure to accommodate, failure to engage in the interactive process, and wrongful termination against a jewelry retailer.
  • An accounts payable procurement specialist alleged disability discrimination, including failure to accommodate and failure to engage in the interactive process, retaliation under section 1102.5 of the Labor Code, and wrongful termination against fortune 100 company.
  • Forklift driver alleged disability discrimination, including failure to accommodate and engage in the interactive process, wrongful termination, and violation of section 6310 of the California Labor Code against logistics corporation.
  • A customer service representative alleged medical condition and disability discrimination and CFRA retaliation against a food manufacturing company. The employer asserted defenses of legitimate business reasons and reduction in force for failure to reinstate following an extended leave of absence.
  • A long-term employee in the medical manufacturing field alleged failure to accommodate, failure to engage in the interactive process, and CFRA interference when she was terminated upon attempting to return to work from a leave of absence.
  • IT employee alleged disability discrimination and failure to accommodate against an assisted living facility. The employer alleged factual defense that the employee never asked for, or was denied, any accommodation.
  • A leasing agent alleged disability discrimination, including failure to engage in the interactive process against the property management company.

Discrimination

  • A back-office employee alleged pregnancy discrimination, aiding and abetting discrimination, and defamation against a closely held medical corporation.
  • A front office receptionist alleged race discrimination and wage and hour violations against a closely held medical corporation.
  • Contentious case on the eve of trial that was brought by a stock clerk who alleged race discrimination, racial harassment, and retaliation under the FEHA against a former employer, an aerospace parts manufacturer.
  • A sales representative in the tech industry alleged sex discrimination in the allocation of accounts and wage and hour violations.
  • Age and disability discrimination case by a security employee against his Fortune 500 former employer, requiring sensitivity to the significant emotional needs of a long-term employee.
  • A long-term employee for a national corporation with allegations of age discrimination, harassment, and retaliation.
  • Diabetic phlebotomist alleged disability discrimination and failure to accommodate/engage in the interactive process against healthcare entity.
  • An employee in the solar technology industry alleged disability discrimination, failure to accommodate, failure to engage in the interactive process, and wage and hour violations.
  • An executive employee in a manufacturing enterprise alleged medical condition (cancer) discrimination, disability discrimination, failure to accommodate, and wrongful termination in violation of public policy.
  • A long-term food service employee alleged age and sex discrimination, failure to prevent discrimination, intentional infliction of emotional distress, and retaliation under section 1102.5 of the Labor Code against a restaurant chain.
  • A pharmaceutical industry executive alleged defamation, sex discrimination, and failure to pay bonus.
  • An employee alleged race discrimination, retaliation, and wrongful constructive termination against a technology company.
  • Plaintiffs were long-term purchasing employees in a Fortune 500 company. They alleged age and race discrimination in their selection for termination as part of a reduction in force during the first months of the COVID-19 crisis. The employer asserted defenses of legitimate business reasons, failure to mitigate, and lack of corroboration/direct evidence of discriminatory conduct.
  • A car dealership employee alleged race and disability discrimination, harassment, retaliation, and wrongful termination, as well as wage and hour violations.
  • A hotel executive alleged race and sex discrimination and wrongful termination in violation of public policy.
  • A latinx accounts payable worker in the aerospace manufacturing industry alleged race and national origin discrimination and harassment, illegal English-only policy, violation of section 1102.5 of the Labor Code, and retaliatory wrongful termination based on workplace safety concerns raised about COVID-19 protocols.
  • A teenage fast-food employee alleged sexual harassment, sex discrimination, retaliation, wrongful termination, and wage and hour violations.
  • Multi-party mediation of 11 separate employees' cases. They were cocktail servers alleging sex, age, and race discrimination, as well as wrongful termination. Cases required extensive follow-up and were resolved in their entirety by global resolution almost three months after the initial two-day mediation session via a complex mediator's proposal.

ERISA

  • ERISA class action alleging breach of fiduciary duty and "continuing breach" theory of liability with potential statute of limitation defense based on "actual knowledge" and argument based on "subsequent breaches of a similar nature."

Hostile Environment

  • A long-term female executive employee of a Fortune 500 company alleged age and sexual harassment and discrimination, as well as retaliation for complaining, under the FEHA and Title VII.
  • A long-term employee of a closely held corporation asserted claims of hostile work environment, wage and hour violations, and wrongful termination under FEHA, section 1102.5 of the Labor Code, and common law.
  • Long-term employee in a closely held medical corporation alleged continuing violation of doctrine, sexual harassment, wage and hour violations, and intentional infliction of emotional distress.
  • Multi-plaintiff case alleging sexual harassment and wrongful termination under FEHA based on race, national origin, sex, and age.
  • A long-term executive employee of a real estate finance company alleged retaliatory termination, sexual harassment, wage and hour violations, and defamation.
  • Registered nurse alleged sex discrimination and harassment, violation of sections 1102.5 and 3610 of the Labor Code, and wrongful termination in violation of public policy against a medical facility.

PAGA

  • PAGA representative action concerning assistants in the entertainment industry, alleging denial of meal breaks, denial of rest breaks, failure to reimburse expenses, and illegal "off the clock" work.
  • PAGA representative actions and multiple single plaintiff wage and hour arbitrations where arbitration agreement precluded class actions. Legal issues included piece-rate pay structure, alleged failures to provide meal breaks, failure to pay rest breaks, Labor Code 226 and 2802 violations, and waiting time penalties.
  • Outside salesperson for large retail chain alleged wage and hour violations, race discrimination, and retaliation during a corporate reorganization/reduction in force that resulted in the salesperson's termination.
  • Logistics warehouse workers alleged rounding and meal period violations against their alleged joint employers. Negotiated the settlement of the PAGA action as well as the contribution of each of the defendant entities.
  • PAGA representative action in the retail mercantile industry alleging violation of the suitable seating requirements in section 14 of IWC Wage Order 7-2001.
  • A janitorial worker alleged PAGA action for meal and rest period violations, other wage and hour violations, disability discrimination, and wrongful termination.

Pregnancy Discrimination

  • Arbitration of a pregnancy discrimination case against an automotive dealership.
  • Pregnancy Disability/CFRA/Failure to accommodate case against a closely held corporation in the building and construction business.
  • A loan processing employee alleged pregnancy discrimination, disability discrimination, retaliation, and wrongful termination in violation of public policy against a mortgage brokerage. The brokerage asserted factual defenses of the employee's failure to engage in the interactive process and undue burden.
  • A logistics employee alleged pregnancy and sex discrimination, violation of the Pregnancy Disability Leave Law, wrongful termination in violation of public policy, and wage and hour violations.
  • A cyber-security employee alleged equal pay violation, sex and pregnancy discrimination, and wrongful termination in violation of public policy.

Sexual Harassment

  • A registered nurse alleged sexual harassment, sexual assault, retaliation, failure to prevent, negligent hiring, retention, and supervision, and intentional infliction of emotional distress against a medical doctor and health care facility.
  • An automobile finance employee alleged sexual harassment, retaliation, wrongful termination, and wage and hour violations against a closely-held used car dealership.
  • Sexual harassment, retaliation, and constructive termination case against a small business, wherein allegations of harassment were made against a male supervisor/owner and allegations of retaliation and wrongful constructive termination were made against the owner's wife. A high level of sensitivity to the parties was required in all rooms.
  • Male on male sexual harassment, sexual assault, and intentional infliction of emotional distress alleged by housekeeping worker against a large corporation.
  • Sexual harassment and assault allegations by a female executive against an entertainment company.
  • An automotive sales employee alleged male-on-male sexual harassment by a colleague.
  • A female clerical employee of a medical corporation alleged sexual harassment, discrimination, invasion of privacy, and sexual battery by the male founder of the corporation.
  • Female security guard in the hospitality industry alleged sexual harassment and sexual assault by supervisor.
  • Minor fast-food worker alleged sexual harassment and sexual assault by supervisory employees.
  • Administrative employee of CPA firm alleged sexual harassment and retaliation in violation of the Fair Employment and Housing Act.
  • Arbitration of sexual harassment case.
  • Paralegal alleged sexual harassment and retaliation against a law firm and a named partner in the firm.

Wage and Hour

  • Salesperson for a chemical manufacturer alleged failure to pay wages and commissions, waiting time penalties, fair pay violations fraud, breach of contract, and quantum meruit.
  • A store manager alleged that she was misclassified as an exempt employee and asserted wage and hour claims that included failure to pay overtime, meal break and rest break violations, inaccurate wage statements, unlawful wage forfeiture, and waiting time penalties.
  • A behavioral interventionist worker alleged disability discrimination, FMLA/CFRA retaliation, and wage and hour violations against a behavioral health care entity.
  • Computer engineer alleged violations of wage and hour law, including failure to properly pay overtime, failure to provide meal and rest breaks, and wrongful retaliatory termination for complaining about failure to pay wages in violation of section of 1102.5 and the wage and hour provisions of the Labor Code.
  • A female project engineer in the construction industry alleged harassment and discrimination based on sex and pregnancy and violation of the Equal Pay Act.

Wage and Hour Class Action

  • Class action alleged wage and hour violations including rounding, off-the-clock time, missed meal and rest breaks, and violations of PAGA. Among other defenses, the employer asserted the federal enclave doctrine.
  • A complex wage and hour class and PAGA action on behalf of aeronautic mechanics, alleging meal and rest break violations, failure to pay overtime, uncompensated on-call time, failure to provide one day's rest in seven days, wage statement violations, and unfair business practices.
  • Apartment managers alleged PAGA and class action wage and hour claims against a real estate company. The employer alleged defenses including its having obtained subsequent class action waivers and the implications of another case now pending before the U.S. Supreme Court.
  • Wage and hour class and PAGA action alleging off-the-clock work, unpaid overtime, waiting time penalties, and incorrect wage statements, among other alleged violations. The employer asserted defenses based on class action waivers in arbitration agreements and pendency of the Viking River Cruises case before the Supreme Court.
  • In a class action and PAGA representative action, gardening and arborist employees alleged meal and rest break violations, off-the-clock work, overtime violations, failure to pay minimum wage, waiting time penalties, and PAGA penalties.

Whistleblower Wrongful Term

  • An insurance underwriter alleged wrongful termination against an insurance agency under California's whistleblower statute for raising concerns about insurance code violations. The plaintiff also asserted claims for common law fraud and violation of section 970 of the Labor Code.
  • Tax preparer asserted sex discrimination and whistleblower retaliation claims against CPA firm. The employer claimed legitimate good-faith reasons for the termination that included malfeasance involving false statements to taxing authorities.
  • A long-term executive employee of a health care entity alleged age and sex discrimination, wrongful termination in violation of public policy, and whistleblower retaliation under section 1102.5 of the California Labor Code for objecting to alleged violations of Stark Act and anti-kickback statute.
  • A salesperson in the cannabis industry alleged retaliatory termination in violation of the California whistleblower statute section 1102.5 of the Labor Code.
  • An X-ray technician alleged disability discrimination, failure to accommodate and engage in the interactive process, and retaliation under FEHA and section 1102.5 of the Labor Code.
  • Biotech executive alleged whistleblower retaliation for objecting to omissions of information in a presentation to regulators, sex discrimination, and harassment. The employer asserted defenses of the plaintiff's lack of a reasonable good faith belief in the illegality of the alleged conduct and legitimate business reasons for the employee's termination.

Wrongful Term & Discrimination

  • Disability discrimination and wrongful termination allegations by a school teacher against a religious entity. The case implicated issues involving the ministerial exemption and alternative avenues of employment law liability against religious educational institutions.
  • A long-term nursing home employee asserted claims of disability discrimination and retaliatory wrongful termination under section 1102.5 of the Labor Code and section 1278.5 of the Health and Safety Code.
  • A long-term retail salesperson alleged race, national origin, and age discrimination claims, as well as meal and rest break violations against a national clothing store.
  • Food service workers at a closely held grocery corporation alleged wage and hour violations, disability discrimination, failure to engage in the interactive process, and retaliation under section 1102.5 of the Labor Code.
  • Associate in a mid-sized law firm alleged sex discrimination, whistleblower retaliation, and wrongful termination.
  • Patient care worker in health care facility alleged race and age discrimination in in the imposition of written discipline as well as his termination.
  • Resolved three discrete actions concurrently: the complaint as well as cross-complaint as to both plaintiff and defendant employer in a discrimination, retaliation, defamation, and wage and hour cause of action against a fortune 500 company.
  • A media marketing executive alleged age discrimination, sex discrimination, breach of contract, and violation of the Fair Pay Act and Equal Pay Act.
  • Estimator for contracting company alleged sexual harassment by a co-worker at an after-hours dinner off-premises and wrongful constructive termination. The employer asserted defenses of avoidable consequences and no strict liability for the off-duty conduct of a co-worker.
  • A Certified Nursing Assistant asserted claims of age and disability discrimination, whistleblower retaliation under section 1102.5 of the Labor Code, and wrongful termination in violation of public policy against a residential care facility.
  • Attorney employee alleged wrongful termination in violation of public policy and violation of section 1102.5 of the California Labor Code against a law firm.
  • Corporate controller alleged whistleblower retaliation for complaints about illegal accounting practices of closely held corporation, including passing personal expenses through the business. Employer alleged defense that the controller's inappropriate behavior led to controller's termination.
  • A human resources manager alleged sexual harassment, race discrimination, and wrongful termination against a closely held medical corporation.

Wrongful Termination

  • Hospitality marketing employee alleged disability discrimination and wrongful termination, including failure to accommodate and engage in the interactive process to reasonably accommodate.
  • A private religious school employee alleged discrimination, retaliation, and wrongful termination. The negotiation covered issues involving ministerial privilege, the First Amendment, the implied covenant of good faith and fair dealing, anti-discrimination law, and whistleblower statutes.
  • A server in a restaurant claimed sexual harassment, sexual identity discrimination, and wage and hour violations.
  • Plaintiff was employed in the transportation field. He alleged that he was transferred and terminated for making complaints about safety violations that endangered himself as well as the public.
  • A fast-food worker alleged sexual harassment, failure to prevent harassment, retaliation, wrongful termination, and unfair business practices against the employer and individual defendant (alleged harasser).
  • A groundskeeper alleged age and disability harassment, discrimination, retaliation, and wrongful termination against a country club.
  • A retail store employee alleged discrimination based on race and national origin and retaliatory wrongful termination based on asserting rights to sick time off.
  • Disability discrimination, retaliation, and wrongful termination allegations by a fabrication lead against a manufacturing company.
  • A car salesman asserted claims for wrongful termination and whistleblower retaliation founded on alleged complaints about deceptive sales practices by a car dealership.
  • Claim by room attendant against a large hotel corporation, alleging wrongful termination, disability discrimination, and violations of wage and hour and sick leave laws.
  • Disability discrimination, failure to engage in the interactive process, and Labor Code retaliation matter against a non-profit.
  • A fast-food worker alleged wage and hour violations and retaliatory termination under sections 6310 and 1102.5 of the Labor Code.
  • An employee in the automotive and tire industry alleged disability discrimination, including failure to accommodate and engage in the interactive process, retaliation, wage and hour (meal and rest break) violations, and wrongful termination in violation of public policy.
  • A warehouse worker alleged disability discrimination, failure to accommodate, failure to engage in the interactive process, and wrongful termination in violation of public policy.
  • A long-term employee of a closely held hardware company alleged age and disability discrimination and wrongful termination in violation of public policy based on section 233 of the California Labor Code and FEHA. The employer asserted defenses of legitimate business reasons, including a large-scale reduction in force due to the COVID-19 crisis.
  • A customer service representative in the automotive industry alleged race, national origin, and disability discrimination, wrongful termination in violation of public policy, and wage and hour violations.
  • A caregiver at a senior living facility alleged wage and hour violations, wrongful termination in violation of public policy, and whistleblower retaliation in violation of section 1102.5 of the Labor Code.
  • A construction worker alleged wage and hour violations and wrongful termination and disability discrimination, claiming he was terminated after acquiring COVID-19.
  • A retail security guard alleged disability discrimination, failure to engage in the interactive process, and wrongful termination in violation of public policy.
  • Installation technician alleged age discrimination, disability discrimination, violation of CFRA, and meal and rest break violations. The employer alleged legitimate business reasons supported the termination decision and its policies and practices for meal and rest breaks were compliant with California law.
  • A human resources employee for a large retailer alleged CFRA/FMLA interference and retaliation, disability discrimination, failure to prevent discrimination and retaliation, and wrongful termination in violation of public policy. The employer asserted defense of admitted policy violation as a legitimate business reason for the termination decision.
  • A food service manager alleged disability discrimination, CFRA retaliation, and wrongful termination in violation of public policy. The employer asserted the defense of job elimination as a legitimate business reason for the termination.
  • A construction worker employee of a closely held construction firm alleged wage and hour violations, disability discrimination, and wrongful termination.
  • Four industrial employees alleged defamation and wrongful termination. The employer's defenses included arguments about the applicability of the attorney-client privilege that might attach during an executive session of a board of directors' meeting.
  • IT executive alleged wrongful discriminatory and retaliatory termination based on sex, race, and complaining about sex discrimination against automotive finance corporation.
  • An automotive general manager alleged disability discrimination, retaliation for asserting rights under leave laws, wage and hour violations, and wrongful termination. The employer alleged defenses of job abandonment and legitimate business reasons for discipline.
  • Construction laborer alleged wage and hour violations including failure to pay overtime, failure to provide meal and rest breaks, failure to maintain accurate pay records, failure to provide wage statements, violation of section 1102.5 of the California labor code, and wrongful termination in violation of public policy.
  • Engineer with significant hearing loss alleged disability discrimination, retaliation, and wrongful termination.

WT Covid19

  • A long-term automotive employee alleged age discrimination in the termination of his employment. The employer alleged defense of the COVID-19 crisis causing a large-scale reduction in workforce as its legitimate business reason for the termination decision.
  • An administrative employee for an employee placement agency alleged pregnancy, disability, and sex discrimination, retaliation, and wrongful termination in violation of public policy. The employee's requests for disability accommodation related to COVID-19 susceptibility.
  • An administrative employee for an employee placement agency alleged pregnancy, disability, and sex discrimination, retaliation, and wrongful termination in violation of public policy. The employee's requests for disability accommodation related to COVID-19 susceptibility.
  • A food warehouse worker was terminated after the employer alleged he failed to return to work after he took time off for COVID-19 exposure. Employee alleged claims of disability discrimination, failure to engage in the interactive process, violation of CFRA/FMLA, and wrongful termination in violation of public policy.

Tort

PI Auto

  • Arbitration of underinsured motorist claim.

PI Sexual Assault

  • Plaintiff alleged sexual assault by a ride-share driver and negligence by the ride-share company, giving rise to a variety of legal issues, including common carrier liability standard, respondeat superior, and course and scope of employment/agency.