Lars T. Reed

Lars T. Reed Associate

Lars Reed is an associate in the Sacramento office of Liebert Cassidy Whitmore where he provides counsel and representation to clients on matters pertaining to employment law, labor relations,  and litigation. Lars has experience in all aspects of the litigation process from pre-litigation advice through to enforcement and appeals. Lars has particular expertise working with California Public Records Act issues and is part of LCW’s dedicated strike team helping public agencies respond to requests for law enforcement records. Lars is also experienced in advising clients on wage and hour regulations, leave laws, and personnel issues.

Prior to joining Liebert Cassidy Whitmore, Lars worked as a judicial law clerk to Chief Justice Craig F. Stowers of the Alaska Supreme Court. During this time, he researched and drafted bench memoranda and court opinions on a broad range of civil, criminal, and constitutional law. He also provided in-house advice to the court system as party to a federal lawsuit, and volunteered as a mediator for the Anchorage small claims court.

Lars received his JD from the University of California, Davis School of Law where he served as Editor in Chief of the UC Davis Law Review. Before attending law school, Lars earned an MA (Honors) degree in English Literature from the University of Edinburgh in Scotland. 

Lars is fluent in Norwegian, and also speaks Swedish and Danish.

Education

  • JD, University of California, Davis School of Law

  • MA (Hons.), University of Edinburgh

Apr 1, 2019

Court of Appeal Issues First Published Decision on Senate Bill 1421 and Retroactivity

Over the past three months, since California Senate Bill 1421 went into effect on January 1, 2019, numerous public agencies across California have been involved in litigation over whether the new law applies to records created before 2019. After conflicting decisions from various superior courts, some of which we discussed in a previous blog post, the California Court of Appeal has now issued the first published decision addressing this issue.

Feb 28, 2019

Courts Begin To Weigh In On Senate Bill 1421 and the Release of Police Records

Immediately after California Senate Bill 1421 went into effect on January 1, 2019, public agencies across California began receiving requests for public records relating to certain high-profile categories of peace officer misconduct. As we described in a previous Special Bulletin, SB 1421 does not explicitly state whether it applies to records created before the new law’s effective date. Several police labor organizations have taken the position that SB 1421 was not intended to apply retroactively to records that are in an agency’s possession but were created before January 1, 2019. This question is the subject of multiple parallel lawsuits across the state. Over the past three weeks, court rulings have begun to weigh in.

Jan 8, 2019

DFEH Provides Guidance on Impact of New SB 1343 Harassment Training Requirements: Some Questions Answered, Many Still Remain – Including Possibility that ALL Supervisory and Nonsupervisory Employees Need to Be Trained or Retrained Again in 2019

Since 2005, Assembly Bill 1825 has required that all public employers, and all private sector employers with 50 or more employees, provide two hours of sexual harassment training to supervisory employees within six months of assuming a supervisory position and again at least every two years.  This has commonly been referred to as “AB 1825” supervisor harassment training and is codified under Government Code section 12950.1 and interpreted in the Department of Fair Employment and Housing’s (DFEH) regulations at 2 C.C.R. § 11024. 

Jan 4, 2019

Tips for Responding to SB 1421 Requests

On January 1, 2019, California Senate Bill 1421 went into effect. The new law allows members of the public to obtain certain peace officer personnel records that were previously available only through the Pitchess procedure by making a request under the California Public Records Act (“CPRA”).

Dec 6, 2018

DFEH Provides Guidance on Impact of New SB 1343 Harassment Training Requirements: Some Questions Answered, Many Still Remain – Including Possibility that ALL Supervisory and Nonsupervisory Employees Need to Be Trained or Retrained Again in 2019

Since 2005, Assembly Bill 1825 has required private sector employers with 50 or more employees and all public employers provide two hours of sexual harassment training to supervisory employers within six months of assuming a supervisory position and again at least every two years.  This has commonly been referred to as “AB 1825” supervisor harassment training and is codified under Government Code section 12950.1 and interpreted in the Department of Fair Employment and Housing’s (DFEH) regulations at 2 C.C.R. § 11024.

Education

  • JD, University of California, Davis School of Law

  • MA (Hons.), University of Edinburgh

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