I. Emanuela Tala

I. Emanuela Tala Associate

Emanuela Tala is an Associate in Liebert Cassidy Whitmore’s Los Angeles office where she provides representation and legal counsel to clients in matters pertaining to employment law and litigation. She has defended employers in litigation claims for discrimination, harassment, retaliation, wage and hour and other employment claims. Emanuela has successfully argued dispositive motions, including motions for summary judgment.

Prior to joining Liebert Cassidy Whitmore, Emanuela worked for a national insurance defense firm, where she specialized in the representation of entities and individuals in all aspects of labor and employment and professional liability. She also worked as an associate practicing business and contract litigation, municipal and public agency law, and ADA Accessibility defense, in addition to labor and employment defense. She earned her Juris Doctorate from Loyola Law School and her Bachelor of Arts degree from the University of California, San Diego, where she graduated cum laude.

Education

  • BA, University of California, San Diego

  • JD, Loyola School of Law, Los Angeles

LITIGATION

Todd Palombo v. City of Costa Mesa (2019) – A former firefighter brought claims against the City alleging he was not promoted to Captain due to his age. A prima facie case of age discrimination arises when the employee shows (1) at the time of the adverse action he or she was 40 years of age or older (2) an adverse employment action was taken against the employee, (3) at the time of the adverse action the employee was satisfactorily performing his or her job and (4) some other circumstance suggesting a discriminatory motive was present, such as replacement by a significantly younger worker with similar qualifications. Plaintiff argued that, because the testing process gave the Fire Chief discretion to promote the applicant he felt was best qualified from an eligibility list, it allowed the Fire Chief to discriminate against Plaintiff.  However, LCW demonstrated that the City had legitimate, non-discriminatory reason for promoting individuals other than Plaintiff. In fact, a majority of the candidates selected during the contested time period were over the age of 40 and outscored Plaintiff on the promotional examination.  Based on the foregoing, the Judge granted Motion Summary Judgement in favor of the City.

Education

  • BA, University of California, San Diego

  • JD, Loyola School of Law, Los Angeles

Feb 19, 2020

Witnesses Move on, and Memories Fade – but an Investigation Report is Forever

Let's set the scene.  It's February of 2020, and an employee comes to you, a supervisor, to "vent" about being the target of off-color comments and jokes due to the employee’s national origin.  The employee does not use the term “harassment.”  Moreover, the employee tells you that they are just talking it out, and they don’t want to see anyone get into trouble.  They do not request that the matter be investigated. 

Dec 3, 2019

“OK, Boomer” – The Meme that May Mean Trouble

It is no secret that Generations Y and Z do not often see eye-to-eye with the Baby Boomer generation on a number of complex cultural, social, and political issues.  Baby Boomers criticize Millennials (Generation Y, born between 1981 and 1996) and Gen Zers (Generation Z, born between 1997 and 2010) as “entitled” and “narcissistic.”  In turn, Millennials and Gen Zers criticize Baby Boomers as “hypocritical” and “oblivious.”  Baby Boomers fault Millennials and Gen Zers for expecting “participation trophies,” and, in turn, Millennials and Gen Zers fault their Baby Boomer parents and grandparents for coming up with and handing out “participation trophies” in the first place.  (Indeed, Millennials, who by and large are children of Baby Boomers, are often referred to as “Echo Boomers.”)

Nov 20, 2019

Treading Carefully – Three Crucial Steps Public Employers Can Take to Combat Heightened Exposure in the #MeToo Era

Morin Jacob and Emanuela Tala authored an article in American City & County.

The #MeToo movement is of unprecedented magnitude, having spread quickly and widely through social media. It has featured the stories of survivors, from Olympic gold medalists and Hollywood headliners, to next-door neighbors. The movement has provided awareness of the ubiquity of sexual harassment in the workplace and daily life. In the wake of the #MeToo movement, employers are left wondering how to best protect their agencies from liability and employees from harassment.  This article identifies three crucial steps employers can take to accomplish these goals.

Jul 1, 2019

PERB Rules Employer Has No Obligation To Provide Union Or Employee With Written Complaint Until After Initial Investigatory Interview

The Public Employment Relations Board (“PERB”) found that the Contra Costa Community College District (“District”) did not violate the Educational Employment Relations Act when it withheld copies of written discrimination complaints against two faculty members in advance of investigatory interviews. 

Education

  • BA, University of California, San Diego

  • JD, Loyola School of Law, Los Angeles

16 April 2020
Customized Trainings

Maximizing Supervisory Skills for the First Line Supervisor

City of Glendale Glendale
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12 March 2020
5 February 2020
Consortium Trainings

Public Sector Employment Law Update

Coachella Valley ERC Palm Desert
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5 February 2020
Consortium Trainings

Finding the Facts: Employee Misconduct & Disciplinary Investigations

Coachella Valley ERC Palm Desert
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Education

  • BA, University of California, San Diego

  • JD, Loyola School of Law, Los Angeles

Contact Us

General Inquiries

info@lcwlegal.com

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Our Locations

Media Inquiries

Please contact Cynthia Weldon, Director of Marketing & Training, 800.981.2000.

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