Victoria McDermott

Victoria McDermott Associate

Victoria McDermott is an Associate in Liebert Cassidy Whitmore's Los Angeles office where she provides advice and representation to the firm's clients in employment and litigation matters, focusing on wage and hour disputes, employment discrimination, and sexual harassment matters. Victoria has extensive experience in litigation procedures such as drafting motions, pleadings, and discovery.  She has appeared in state and federal courts as the sole counsel at hearings, including motions to compel, motions for summary judgment, and demurrers.

Victoria has secured favorable settlements and administrative decisions. She successfully represented a client in a national origin discrimination and wrongful termination trial.  She also successfully opposed a motion to quash third-party discovery in wage dispute case, obtaining critical discovery and resulting in a confidential settlement favorable to the client. 

Victoria has volunteered for the Los Angeles County Bar Association Domestic Violence Legal Services Project.  She was also honored to participate in the Los Angeles County Bar Association’s Trial Advocacy Project (“TAP”).  Through TAP, she served as a pro bono prosecutor for the City of Anaheim, successfully trying misdemeanor criminal trials to verdict.

Victoria received her JD from the University of Texas School of Law, where she was a member of the Texas Law Review.  She received her BA from Rutgers University, graduating summa cum laude


  • JD, University of Texas Law School

  • BA, Rutgers University

Jan 25, 2018

Unwrapping the Box – Putting California’s New Statewide Ban-the-Box Law into Practice to Avoid FEHA Liability

California’s new Ban-the-Box Law is now in effect, and employers across the state are questioning its impact on their hiring practices. Assembly Bill 1008, codified as section 12952 to the Fair Employment and Housing Act (FEHA), contains new state-wide restrictions on how an employer uses an applicant’s criminal history in pre-hiring and personnel decisions.  While the law may seem like old hat for California’s public agencies -- Labor Code section 432.9 already prohibited a public agency’s initial use of criminal convictions in the hiring process -- this new law contains significant changes for public and private employers alike.


  • JD, University of Texas Law School

  • BA, Rutgers University

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