3 Best Employment Lawyers in San Jose, CA
Employers are still allowed to have drug-free workplace policies, and employers may still use scientifically valid drug tests conducted through methods that screen for current impairment. Nothing in the laws permit employees to possess, be impaired by or use cannabis on the job, even for medicinal purposes. I hired Daniel for a labor law case after speaking to several attorneys because he came across a knowledgeable, understanding, and professional attorney with experience in the field. He handled the case very well, never missed a deadline and very fair with his billing and fee structure. I really do recommend him as he is an excellent attorney and a good human being. Mr. Cohn was a 1992 California State Bar Wiley W. Manual Award recipient for recognition of outstanding provision of pro bono legal services for the public good.
Strategy Law, LLP, assists San Jose businesses with entity formation, employment contract preparation, and commercial equipment leasing and purchasing. The real estate and business law firm caters to startups, small businesses, and commercial property developers and investors. Its legal team provides counsel on business transactions, negotiates contracts, and manages corporate tax planning. Founding partner Tamara B. Pow also holds an MBA, and a California real estate broker license. She received the 2018 Tribute to Women Award from the YWCA Silicon Valley.
John joined Ferrari Ottoboni Caputo & Wunderling in 1999 in the tax, trust, and estate division. He completed his law degree from Gonzaga University School of Law and earned his LL.M in Taxation from the Golden Gate University School of Law in San Francisco. He primarily handles cases in the areas of income, estate, gift taxation, wealth transfer, post-death trust administration, and probate. He is well-versed in many state and federal tax matters and implications regarding estate planning tools and business structures. Clarence J. Ferrari is a founding partner of Ferrari Ottoboni Caputo & Wunderling.
Employers, however, can still defend against retaliation claims by articulating a legitimate, nonretaliatory reason for the employment action, which then shifts the burden back to the Employee. It is important for employers to properly document and date performance violations in order to establish the non-retaliatory basis for actions taken. Daniel A. Menendez is an experienced attorney providing quality legal representation in the areas of employment law and labor law.
If you fail to seek legal guidance before you sign a severance agreement, you may unintentionally accept terms that are undervalued, unfair, and/or unenforceable. Signing a severance agreement usually requires you to sign away many of your rights as a worker. Don’t commit to a contractual agreement of this kind until a lawyer has confirmed that its terms are fair to you. Yanna Sukhodrev is a partner at Morgan Tidalgo Sukhodrev & Azzolino LLP and a Certified Family Law Specialist. She regularly handles challenging custody disputes, and has experience litigating international move away cases. After many years of experience, Mr. Hoover skillfully settles and if necessary, litigates all of these issues.
Mr. Waelty's dedication is seen not only through his courtroom results, but also through... Employee Termination In addition to hiring employees, a business will eventually need to terminate an employee. SLG's employment attorneys advise their clients on the proper means of termination.
However, we're experts at matching consumers like you with legal help. It’s a divorce and child visitation case that already has produced nearly 600 motions and rulings and evidence of insider trading that brought down a multibillion-dollar hedge fund. And as it passes the 10-year mark, the case of former Connecticut investment adviser David Zilkha and his ex-wife, Karen Kaiser, shows no signs of nearing a final resolution.
John F. Bradley, Jr., Attorney at Law, helps clients in San Jose with civil law disputes. Since 1993, Bradley has been assisting clients in varying stages of the litigation process, including discovery, settlement, alternative dispute resolution, trial proper, and enforcement of judgments. attorneys Cases covered range from debt collection to labor commissioner awards. His recent successes include defeating an appeal seeking to vacate renewal of a sister-state judgment from Hawaii and resolving a substantial judgment against a company with many competing creditors.
He is reasonable and controlled under pressure, with a keen ability to spot flaws in the opposition. Marc van Niekerk is Special Counsel with Silicon Valley Law Group’s Business Litigation and Intellectual Property & Employment Group. Over the course of his career, Marc has tried more than 50 cases to verdict and also has extensive mediation experience. His practice focuses on business litigation, with special emphasis in the areas of intellectual property disputes, business torts and commercial contract disputes.
An attorney can also help you contact the correct agency before reporting such violations. California and federal law defines a whistleblower as an employee who reasonably believes his or her employer committed an illegal act and reports that act to the proper government agency, i.e. law enforcement agency. Federal whistleblower laws require states to provide the minimum protection to employees.
It deals with business litigation matters, representing individuals, startups, and multinational companies. It deals with a wide range of cases, including breach of fiduciary duty claims, contract and partnership disputes, misappropriation of trade secrets, unfair business practices, and intellectual property conflicts. Austin T. Jackson, one of its attorneys, is a member of the litigation section of the State Bar of California. Hilary’s inquisitive mind, experience, and dependability make her an excellent trial lawyer.
It is generally more favorable to the claimant to file in state court. A somewhat broader definition of what constitutes a protected class is available and federal law permits some defenses favorable to employers that California does not. The most obvious form of discrimination is not hiring an individual who is member of a protected class, but there are other ways in which an employee can be discriminated against. Such post-employment matters as job assignments, training and education, salary, bonus payments, raises, termination and any employment decision that materially affects the conditions of employment must be done in a fair and equitable manner.
Strategy Law, LLP, assists San Jose businesses with entity formation, employment contract preparation, and commercial equipment leasing and purchasing. The real estate and business law firm caters to startups, small businesses, and commercial property developers and investors. Its legal team provides counsel on business transactions, negotiates contracts, and manages corporate tax planning. Founding partner Tamara B. Pow also holds an MBA, and a California real estate broker license. She received the 2018 Tribute to Women Award from the YWCA Silicon Valley.
John joined Ferrari Ottoboni Caputo & Wunderling in 1999 in the tax, trust, and estate division. He completed his law degree from Gonzaga University School of Law and earned his LL.M in Taxation from the Golden Gate University School of Law in San Francisco. He primarily handles cases in the areas of income, estate, gift taxation, wealth transfer, post-death trust administration, and probate. He is well-versed in many state and federal tax matters and implications regarding estate planning tools and business structures. Clarence J. Ferrari is a founding partner of Ferrari Ottoboni Caputo & Wunderling.
Employers, however, can still defend against retaliation claims by articulating a legitimate, nonretaliatory reason for the employment action, which then shifts the burden back to the Employee. It is important for employers to properly document and date performance violations in order to establish the non-retaliatory basis for actions taken. Daniel A. Menendez is an experienced attorney providing quality legal representation in the areas of employment law and labor law.
If you fail to seek legal guidance before you sign a severance agreement, you may unintentionally accept terms that are undervalued, unfair, and/or unenforceable. Signing a severance agreement usually requires you to sign away many of your rights as a worker. Don’t commit to a contractual agreement of this kind until a lawyer has confirmed that its terms are fair to you. Yanna Sukhodrev is a partner at Morgan Tidalgo Sukhodrev & Azzolino LLP and a Certified Family Law Specialist. She regularly handles challenging custody disputes, and has experience litigating international move away cases. After many years of experience, Mr. Hoover skillfully settles and if necessary, litigates all of these issues.
Mr. Waelty's dedication is seen not only through his courtroom results, but also through... Employee Termination In addition to hiring employees, a business will eventually need to terminate an employee. SLG's employment attorneys advise their clients on the proper means of termination.
However, we're experts at matching consumers like you with legal help. It’s a divorce and child visitation case that already has produced nearly 600 motions and rulings and evidence of insider trading that brought down a multibillion-dollar hedge fund. And as it passes the 10-year mark, the case of former Connecticut investment adviser David Zilkha and his ex-wife, Karen Kaiser, shows no signs of nearing a final resolution.
John F. Bradley, Jr., Attorney at Law, helps clients in San Jose with civil law disputes. Since 1993, Bradley has been assisting clients in varying stages of the litigation process, including discovery, settlement, alternative dispute resolution, trial proper, and enforcement of judgments. attorneys Cases covered range from debt collection to labor commissioner awards. His recent successes include defeating an appeal seeking to vacate renewal of a sister-state judgment from Hawaii and resolving a substantial judgment against a company with many competing creditors.
He is reasonable and controlled under pressure, with a keen ability to spot flaws in the opposition. Marc van Niekerk is Special Counsel with Silicon Valley Law Group’s Business Litigation and Intellectual Property & Employment Group. Over the course of his career, Marc has tried more than 50 cases to verdict and also has extensive mediation experience. His practice focuses on business litigation, with special emphasis in the areas of intellectual property disputes, business torts and commercial contract disputes.
An attorney can also help you contact the correct agency before reporting such violations. California and federal law defines a whistleblower as an employee who reasonably believes his or her employer committed an illegal act and reports that act to the proper government agency, i.e. law enforcement agency. Federal whistleblower laws require states to provide the minimum protection to employees.
It deals with business litigation matters, representing individuals, startups, and multinational companies. It deals with a wide range of cases, including breach of fiduciary duty claims, contract and partnership disputes, misappropriation of trade secrets, unfair business practices, and intellectual property conflicts. Austin T. Jackson, one of its attorneys, is a member of the litigation section of the State Bar of California. Hilary’s inquisitive mind, experience, and dependability make her an excellent trial lawyer.
It is generally more favorable to the claimant to file in state court. A somewhat broader definition of what constitutes a protected class is available and federal law permits some defenses favorable to employers that California does not. The most obvious form of discrimination is not hiring an individual who is member of a protected class, but there are other ways in which an employee can be discriminated against. Such post-employment matters as job assignments, training and education, salary, bonus payments, raises, termination and any employment decision that materially affects the conditions of employment must be done in a fair and equitable manner.
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