Megan Lewis

Megan Lewis Associate

Megan Lewis represents public employers, including cities, counties, special districts, and private school clients on employment law issues.  Megan is an accomplished litigator with over a decade of litigation experience before state and federal courts, administrative bodies, and in private arbitrations.  She is experienced in all aspects of the litigation process, including pleadings, written discovery and depositions, dispositive motion practice, alternative dispute resolution and trial.  Megan defends employers on the full array of employment law matters, including cases involving alleged violations of Title VII, the Fair Employment and Housing Act, the Americans with Disabilities Act, the California and United States Constitutions, and tort claims.  She also provides advice and counsel to the firm’s clients on diverse employment and labor law matters such as employee leave issues, discipline, and anti-discrimination, harassment, and retaliation laws.

Megan also advises on and regularly conducts, workplace investigations.  She has conducted investigations for public and private employers involving a variety of allegations, including harassment, workplace violence, misuse of funds, conflicts of interest, and off-duty misconduct.


  • JD, University of Illinois College of Law

  • BA, Seattle University

Jun 14, 2019

U.S. Supreme Court Weakens Procedural Defense to Title VII Claims

A plaintiff who wants to file a lawsuit for a violation of Title VII of the Civil Rights Act of 1964 (a claim of discrimination based on race, religion, sex, etc.) must first “exhaust administrative remedies” by filing a charge of discrimination with the Equal Employment Opportunity Commission (EEOC) or a similar state agency. The U.S. Supreme Court recently held in Fort Bend County, Texas v. Davis, --- S. Ct. ---- (U.S. June 3, 2019) that an employee’s failure to exhaust administrative remedies is not a “jurisdictional” requirement that can be raised at any time during litigation, but rather a procedural requirement that can be waived if not raised in a timely manner.


Feb 5, 2019

Will the Supreme Court Prohibit Employers From Considering Salary History in Setting Pay?

The United States Supreme Court may be gearing up to decide whether, under the Equal Pay Act, employers can consider an employee’s previous salary history when setting the employee’s rate of pay.  In doing so, the Court could clarify an area of the Equal Pay Act that has been interpreted differently by the various Circuit Courts of Appeal.

Dec 11, 2018

Key Insights from the DFEH's Annual Report

The Department of Fair Employment and Housing (DFEH) recently issued its 2017 Annual Report, which provides a fascinating glimpse into who is filing complaints and why.

Sep 5, 2018

California Strengthens Breastfeeding Protections in the Workplace

California law has long-surpassed federal law in the area of lactation accommodation in the workplace.  Senate Bill 937 (“SB 937”), if it is approved by Governor Brown, would go even further to protect the rights of employees who need to express breastmilk at work.  This new legislation would also create new obligations for California employers, including a requirement that employers implement a lactation accommodation policy that meets certain specified criteria.  (San Francisco enacted an ordinance with similar provisions in June 2017, which became effective on January 1, 2018.)

May 22, 2018

Employers May Soon Be Required to Accommodate Employee Use of Medical Marijuana

Since recreational marijuana was legalized in 2016, many have assumed that employment protections for marijuana users would likely expand, either via legislation or though litigation.

Apr 17, 2018

Not So Fast! The Ninth Circuit Reverses Itself and Rules Employers Cannot Consider Applicants' Prior Salary in Setting Rate of Pay

Just one day before Equal Pay Day, April 10, 2018, the Ninth Circuit in Rizo v. Yovino ruled that an employer cannot perpetuate a gender pay gap by paying a female employee less than a male employee for the same work, simply because the female employee made less money in a prior position. The Ninth Circuit’s decision reversed its prior precedent and changed the law in a way designed to expedite elimination of pay gaps.


  • JD, University of Illinois College of Law

  • BA, Seattle University

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