Wrongful Termination, Employment Discrimination & Harassment
Employment laws are constantly expanding an employee’s rights. Recently, government agencies have seen increased funding to expand their staff to enable more administrative investigations and enforcement. Being an employer in a regulatory intensive state like California therefore presents many challenges.
It is common for an employer facing a claim by a current or former employee to think the odds are stacked against them and the employee holds all of the rights. That is why you need strong representation by attorneys with a broad array of litigation experience and defending against employment claims to help you navigate the minefield of employment law.
Hatton, Petrie & Stackler represents employers across a broad spectrum of employment law in both state and federal court and in arbitration. We represent employers facing investigatory and administrative claims brought by state and federal agencies. We also advise employers on how to respond to and address claims or threats of claims brought by current or former employees pre-litigation to ensure the employer avoids making any missteps that may affect them later should litigation ensue. We also assist employers in negotiating separation (or severance) agreements in an effort to avoid litigation.
Senior Litigation Associate Dan E. Heck has represented clients on both sides of the aisle: employees bringing claims and employers defending against claims. This allows our firm to have a unique perspective on how employees view their claims and how their attorneys assess, process, and prosecute those claims.
No two cases are alike to us. Whatever the case, we develop a strategy for each employment defense matter uniquely tailored to provide each client with an aggressive, effective approach to defending against various employment claims at any stage, no matter the venue.
- Title VII of the Civil Rights Act of 1866, 1964 and 1991
- Age Discrimination in Employment Act (as amended by the Older Workers Benefit Protection Act)
- Rehabilitation Act of 1973
- Equal Pay Act
- Americans with Disabilities Act
- Family Medical Leave Act
- Fair Labor Standards Act
- California Family Rights Act
- California Fair Employment and Housing Act
- Employment Retirement Income Security Act
- Unfair Competition Laws
- Worker Adjustment and Retraining Notification Act
- State and federal court
- Investigations and enforcement activities brought by state and federal agencies: • Equal Employment Opportunity Commission • U.S. Department of Labor • National Labor Relations Board • California Labor Commissioner • California Labor & Workforce Development Agency • California Department of Industrial Relations
Types of Recent Employment Matters Handled
- Defended employer medical group against claims brought by former nurse alleging wage and hour violations. Result: employee abandoned her claim.
- Defended homeowner’s association against claims brought by former facilities manager alleging race and disability discrimination and wage and hour violations. Result: settled for a fraction of the amount sought with the court awarding zero attorneys fees.
- Defended property management company against claims filed with U.S. Department of Labor by current employee alleging violation of the Family Medical Leave Act. Result: U.S. Department of Labor closed its investigation after two meetings with employer.
- Counseled property management company on reasonably accommodating executive chef injured in non-work-related accident.
- Defended hospital against former C-level executive officer and physician alleging claims of race discrimination. Result: physician dismissed her discrimination claims against hospital.
- Defended restaurant against claims brought by former cook alleging wage and hour violations and disability discrimination. Result: employee abandoned claim.
- Defended employer against claims brought by former cook alleging wage and hour violations and demanding $65,000. Result: settled for $5,000.
- Defended employer against claims brought by injured employee alleging disability discrimination and wage and hour violations demanding $33,000. Result: settled for $6,000.