Sep 19, 2017 Client Update

Employer Wins Summary Judgment in Age Discrimination Case Because it Fairly Applied Layoff Guidelines

Merrick was a sixty-year-old employee of the Hilton Hotel who was discharged from his position as Director of Property Operations during the Hotel’s reduction in force.  Merrick claimed he was unlawfully discharged because of his age in violation of California’s Fair Employment and Housing Act (FEHA). 

Sep 19, 2017 Client Update

Series of Negative Actions Allows Employee to Go to Trial on FEHA Retaliation Claim, Despite Her Subsequent Promotion

Melony Light worked as a permanent, intermittent Office Assistant in the Department of Parks and Recreation (“Department”).  She was not guaranteed full-time hours, her hours were capped at 1500 hours per year, and she was occasionally laid off during the low season.  During her employment, Light’s direct supervisor, Seals, recommended her for two out-of-class assignments that resulted in a pay increase. The second assignment was scheduled to last until May 2012.  

Sep 19, 2017 Client Update

Best Practices to Prevent Retaliation Claims

Employee claims of retaliation present unique challenges that can be prevented or managed using best practices in documentation, consistent application of policies, and sound legal advice. 

Sep 19, 2017 Client Update

FLSA Decision Finds Employer Had No Actual or Constructive Knowledge of Police Officer “Off-The-Clock” Overtime Claims

The Seventh Circuit for the U.S. Court of Appeals recently affirmed judgment in favor of a public agency police employer because the employer lacked actual or constructive knowledge that members of its police department were performing off-the-clock Fair Labor Standards Act (FLSA) overtime work on their smartphones.  In Allen v. City of Chicago, current and former members of the Chicago Police Department’s Bureau of Organized Crime (“Department”) claimed they were owed FLSA overtime pay for monitoring and responding to email on their smartphones after normal work hours.

Sep 19, 2017 Client Update

Employers Must Provide Employees Notice of the Workplace Rights of Victims of: Domestic Violence, Sexual Assault, or Stalking

As of July 1, 2017, Labor Code section 230.1 (“Section 230.1”) requires employers to provide written notice to employees regarding the workplace rights of victims of: domestic violence, sexual assault, or stalking.  Assembly Bill 2337 amended section 230.1 to affirmatively require that employers provide employees with written notice of their rights under this section of the Labor Code.  An employer must now provide such written notice to all new employees upon hire and to other employees upon request. 

Sep 19, 2017 Client Update

Liebert Cassidy Whitmore Ranks Among Top Firms For Women Lawyers

In a recent survey of over 300 U.S. law firms, Law360’s Glass Ceiling Report ranked LCW the Number 2 best law firm for women lawyers among firms of comparable size.  LCW’s ranking reflects its high representation of female attorneys at both the partnership and non-partnership levels.  LCW is proud of this achievement and applauds the accomplishments of its women lawyers, many of whom are ranked among the top attorneys in the state.