Photo of Danny Y. Yoo

Danny represents public agency clients in all facets of labor and employment law. He regularly provides advice to clients on the evaluation and discipline of employees and disability interactive process. Danny assists clients in updating rules and policies, including drug testing policies, leave policies, disability retirement procedures, and personnel rules.

As a litigator, he has successfully represented clients in administrative appeal hearings of employee discipline. He has also litigated on behalf of clients in state and federal court, both at the trial and appellate level. Danny’s litigation matters include wage and hour, discrimination, and employee discipline cases.

Prior to joining Liebert Cassidy Whitmore’s Los Angeles office, Danny worked for a Los Angeles-based agency that litigated on behalf of tenants and for housing rights. Danny also has an extensive training background and has conducted various seminars, certifications, and workshops prior to his time at LCW.

This post appeared in August 2016.  It has been reviewed and is up to date.

CalPERS issued a Circular Letter on July 12, 2016, which provided information on its compliance review process and its most common findings, including employing retired annuitants.  In our practice, we have also observed some confusion surrounding the specifics on

When working with employees with disabilities, employers need to keep track of various laws that govern whether the employee may be entitled to leaves, accommodation, or even a disability retirement.  What makes matters more complicated is that the definition of disability is not the same under each law.  So, while a medical condition may meet

At the beginning of the COVID-19 pandemic, many employers allowed some of their employees to work from home (i.e., “telecommute” or “telework”) in the interest of public health.  We are now entering our tenth month of the pandemic, and working from home has become “the new normal” for many employers and employees.  Now, as vaccines

As students return to school this fall, parents find themselves learning new vocabulary terms, such as “remote learning,” “distance learning,” “synchronous or asynchronous instruction,” and “learning pods.”  Parents are also learning how to juggle their own work, either from home or onsite, and their children’s instruction.  Employers have probably been receiving requests from employees to

Many CalPERS agencies hire CalPERS retirees for limited post-retirement work to help with overflow or special projects.  Often times, these retirees are the agency’s former employees who are familiar with the agency and the work to be performed.  CalPERS can review these arrangements and determine that the retiree was engaging in unlawful post-retirement work either

La_city_hwysFans of the late night television show Saturday Night Live probably have seen the recurring sketch called, “The Californians.”  “The Californians” is a soap opera, and the characters portray Californian stereotypes, such as poking fun at the way Californians speak and drive and their obsession over traffic.  One of the recurring jokes is that Californians

The California Legislature recently passed AB 1487, which is now codified as Government Code section 20480.  The new law applies only to CalPERS agencies and limits the amount of time that an employee can work in an “out-of-class appointment” to 960 hours per fiscal year.

What is an “Out-of-Class” Appointment?

Section 20480, subdivision (f), defines

Swimming_pool_with_lane_ropes_in_placeWhile Danny Zuko and Sandy may have had themselves a blast during those summer lovin’ months, this may be a good time for your agency to take a look at the FLSA “recreational establishment” exemption.  This is a unique exemption that will exempt those employees working at “recreational establishments” from the traditional overtime threshold of