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Employment & Labor


In recent years, the legal and regulatory employment environment has become increasingly complex. Employers confront a maze of requirements and unprecedented financial liabilities in failing to meet ever-changing federal, state and local legal obligations.

Loeb & Loeb’s Employment and Labor Practice provides focused, proactive counsel that reflects our ability to interpret and respond to today’s rapidly changing employment laws, identify and manage risk, and resolve sensitive workplace employment matters efficiently and effectively, allowing our clients to focus on their business at hand. Though we are a full-service team, our employment and labor attorneys place a special emphasis on the strategic development of practical, preventive measures to keep our clients in compliance with federal, state and local employment laws while achieving their business objectives. Should litigation or disputes arise, we offer substantial trial experience and aggressive representation of our clients’ interests in the courtroom and in alternative resolution forums.

We act as outside counsel to corporations, business entities and partnerships of all sizes and types in markets across the country. We also have specialized expertise advising foreign and multinational businesses deploying workforces to the U.S., including with respect to international treaties of which the U.S. is a party. Our clients represent a wide range of industries, including entertainment, advertising and media, financial services, nonprofit, and healthcare.

Our specific areas of concentration include the following:

  • Advice, counseling and compliance, including policy and handbook drafting, in areas such as:
    • Family and Medical Leave Act (FMLA)/California Family Rights Act (CFRA)/Pregnancy Disability Leave 
    • Fair Employment and Housing Act (FEHA) 
    • Wage and hour
    • Defamation
    • Americans with Disabilities Act (ADA)
    • Employee privacy rights and handling of consumer information
    • Personnel policies, codes of conduct, social media and email/computer usage policies
    • Internal investigation of complaints
    • Illness and injury prevention programs
    • Harassment, training and "fair workplace" seminars
  • Drafting of employee and related agreements, including:
    • Employment and severance arrangements 
    • Invention assignment and proprietary information agreements
    • Restrictive covenant/nonsolicitation/noncompetition agreements
    • Confidentiality and nondisclosure agreements
    • Arbitration and alternative dispute resolution agreements
    • Independent contractor and consulting agreements
  • Civil litigation before state and federal courts in class actions and single-plaintiff cases involving:
    • Discrimination, harassment and wrongful termination
    • Restrictive covenants
    • Unfair competition, corporate raiding and trade secret misappropriation
    • Employee wage and hour compensation and misclassification of employees
    • Disability access and accommodation
    • Bonus compensation and contract disputes
    • Foreign and multinational entities
  • Proceedings before administrative agencies and defense of agency claims brought by:
    • Equal Employment Opportunity Commission (EEOC) and U.S. Department of Labor
    • California Department of Fair Employment and Housing
    • California Department of Labor Standards Enforcement
    • New York State Division of Human Rights; New York City Commission on Human Rights 
    • National Labor Relations Board (NLRB)
  • Traditional labor and guild and union collective bargaining
  • Executive compensation and employee benefits, including:
    • Equity and incentive compensation plans 
    • Deferred compensation and retirement plans 
    • Welfare benefit plans 
    • Profit-sharing and stock plans
    • IRS 409A compliance