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Jennifer is a prolific litigator with an extensive background in lawsuits involving discrimination, harassment and retaliation, as well as disciplinary and due process issues.  As a litigator, Jennifer has considerable experience with law enforcement issues, including the Public Safety Officers Procedural Bill of Rights Act, and in defending law enforcement agencies in officer discipline, Section 1983 claims and Pitchess Motion hearings.  She has tried law enforcement lawsuits to verdict and/or judgment in state and federal court in cases involving claims for retaliation for exercising freedom of speech rights and union activities under 42 U.S.C. Section 1983 and false imprisonment.  In one of her recent trials, Jennifer obtained a non-suit after nine-day jury trial involving a police officer who alleged numerous tort causes of action. Jennifer  has been successful in obtaining summary judgment on behalf of clients in many of her litigation matters in both state and federal court and also has extensive appellate experience.

During these unprecedented times, it is likely that employees may be utilizing various forms of protected leave under the Family Medical Leave Act (FMLA) and California Family Rights Act (CFRA).  Some employees may be tempted to work remotely during their leave, perhaps to catch up, to stay ahead, or to offset the amount of time

Plaintiff Cari McCormick worked as an appraiser for Lake County.  In 2010, she started to experience physical pain throughout her body and felt constantly fatigued.  McCormick’s symptoms worsened when she was in her office environment but felt much better if she was at home or outside.  McCormick was eventually told by her supervisors that she

This blog post was authored by Jennifer Rosner.

In a 2014 decision of the U.S. Court of Appeals, the Ninth Circuit Court in California held that an employee can affirmatively decline to use leave under the Family Medical Leave Act (“FMLA”).  However, buyer beware!  If an employee affirmatively declines to use FMLA to which

Police-Cars.jpgThis post was authored by Jennifer Rosner

In a recent decision by a California Court of Appeal, a Court held that it was not unreasonable for the City of Los Angeles to assign temporarily injured recruit officers to light-duty administrative assignments in light of the City’s past policy and practice of doing so.

Plaintiffs were

hourglass-small.jpgOn December 9, 2014, in Integrity Staffing Solutions, Inc. v. Busk[1], the U.S. Supreme Court held that workers need not be paid for time spent waiting and undergoing security screenings while leaving their work facility.  Under the Fair Labor Standards Act (“FLSA”), activities that are preliminary or postliminary to the principal activity or

When we think of the Affordable Care Act (“ACA”), we invariably think of health insurance.  The ACA mandates that any employer with 50 or more full time equivalent employees may face penalties unless it offers affordable health insurance to its full-time employees.  This ACA requirement applies to employers with 50 or more full time employees,

hourglass-small.jpgIn a recent decision of the U.S. Court of Appeals, the Ninth Circuit Court in California held that an employee can affirmatively decline to use leave under the Family Medical Leave Act (“FMLA”).  However, buyer beware!  If an employee affirmatively declines to use FMLA that he/she would otherwise be entitled to, the employer may be

hourglass-small.jpgMany employers enter into agreements with employee associations giving employees the right to earn compensatory time off (CTO)  in lieu of cash for overtime.   However, if an employer provides CTO, must employers allow its employees to use CTO at the employees’ option?  In 1987, the Department of Labor implemented regulations to enforce the CTO provision