Photo of Jeffrey C. Freedman

Jeffrey C. Freedman has forty years experience representing public agencies as well as private companies in all areas of labor and employment relations law. Jeff joined Liebert Cassidy Whitmore in 2002 after having been a partner in his own labor law firm for more than twenty years and in a large national firm.

His areas of practice include representing clients in state and federal court litigation, before the EEOC, Fair Employment and Housing Commission, California OSHA, the NLRB, and other state and federal regulatory agencies.

From time to time we are asked by clients whether they can place Global Positioning System (GPS) units on company or agency owned cars in order to keep track of employees whom they believe are misusing the vehicles to engage in unauthorized or excessive travel unrelated to their job.  The concern has been whether use

We get questions…

An employer called with this inquiry: “one of our employees has been on leave under The Family & Medical Leave Act (FMLA) for a serious health condition and the 12 weeks have expired.  The employee has not come back to work and the most recent medical note states that the employee will

Gavel2.jpgLawyers are sometimes faulted for being overly detailed and “picky.”  Maybe so, but sometimes attention to detail can be important!  A good example is the recent court of appeal decision entitled Hall v. Goodwill Industries of Southern California, decided this past March 16, 2011.  In that case, Hall was terminated from his job

Work-Travel.pngA few weeks ago, we provided some guidelines on how to deal with employees whose jobs require them to travel away from their office during the regular work day and how to determine whether their travel time is or is not compensable.  That post dealt with situations where employees leave from and return

Disability.jpgPublic agencies are becoming more and more compliant with the obligation under the Americans with Disabilities Act (ADA) and California Fair Employment & Housing Act (FEHA) in conducting the interactive process dialogue with disabled employees to seek reasonable accommodation which will allow the employee to perform the essential functions of their jobs.  Where feasible, jobs

Two recent developments in California law involving the layoff of public employees have raised questions:

  • First, the California Supreme Court decided that public employers are not required to negotiate with their employees’ unions about the decision to lay off employees.
  • Second, a Superior Court judge in Los Angeles approved the settlement of a lawsuit between

Governor Jerry Brown began his term as California’s Governor this January announcing ambitious plans to restructure state and local finances.  His proposals have set off a fire storm of controversy.  At this point, he has yet to announce any plans to propose new legislation dealing with employment and labor relations issues.  However, his appointment of