Litigation Services

You can’t always avoid litigation. But you can choose how to fight it.

Our Process

Our litigation services begin with open discussions. At the outset, we form a customized partnership with each client as we learn their unique circumstances and goals; educate on available options and potential risks; and provide multiple strategy options with recommendations. Our litigation team then conducts EmployLaw Group’s extensive preliminary investigation-and-evaluation process to uncover essential evidence that becomes critical to strengthening our clients’ defenses, allowing us to confirm whether initial-strategy decisions remain optimal, or whether recommended adjustments may exist. This process continues throughout the case as it develops. Clients stay informed, involved, and receive the information required to make key decisions from an informed position.

Our Clients

Our legal system often treats employers as inanimate, faceless entities that are capable of absorbing high-dollar liabilities. At EmployLaw Group we know this viewpoint is divorced from reality; the driving force behind every company is real people. We recognize that business owners, principals, leadership, and management all have personal lives, families, reputations, and real-world obligations on the line. Here, we never lose sight of the impact that litigation has on those areas in our clients’ lives. Recognition of this reality plays a crucial role in our litigation strategy and recommended courses of action.
We serve clients across diverse industries in which we are intimately knowledgeable, including among others, nonprofit social services, hospitality, residential care, staffing agencies, agricultural, construction, hospitality, manufacturing, retail, aerospace and others. Our deep industry-specific expertise allows us to assert targeted defenses and seize strategic advantages often missed by opposing counsel or other defense firms.

Our Services.

A solid defense doesn’t always mean that trial is the ultimate goal. In fact, it often isn’t. EmployLaw Group’s litigation services often begin as pre-lawsuit claims. Clients call upon us to resolve these claims strategically, before expensive litigation begins. When that option is unavailable, or other considerations predominate, we defend our clients aggressively through trial. At times, our representation begins in the middle of pending litigation. The proper selection of litigation counsel is of paramount importance. Not all employment-defense counsel practice equally. When employers learn this truth the hard way, EmployLaw Group steps in seamlessly as their new counsel, or to partner with counsel or client in providing a second opinion or collaborative enhancement to overall defense strategies.

Our Legal Forums of Practice.

We defend clients against employee claims asserted in various legal forums. We represent employers in both state and federal court; as well as in private arbitrations and mediations. In administrative forums, we defend claims asserted within California’s Employment Development Department; the Department of Industrial Relations (Labor Commissioner, Division of Labor Standards Enforcement); the Civil Rights Department; and the Equal Employment Opportunity Commission. We also partner to provide employer representation against claims asserted with Cal/OSHA.

Our Areas of Specialty.

We specialize in defending employers against various types of claims, including wage claims in which we’ve obtained multiple full-defense judgments after trial. In representing clients in complex Class Action and PAGA litigation, we implement extraordinary methods to decrease employer liability and establish persuasive defenses. In non-wage claims, we routinely defend clients against claims that include Discrimination, Retaliation, and Harassment based upon race, national origin, gender, sexual orientation, marital status, pregnancy, disability, and age; Failure to Accommodate and Failure to Engage in the Interactive Process; Failure to Prevent Discrimination, Retaliation, and/or Harassment; Hostile Work Environment; Whistleblower Retaliation; Equal Pay; Violations of leave laws, including FMLA, CRFA, and Pregnancy Disability Leave; and Wrongful Termination.