Photo of Morin Jacob

Morin Jacob is the Managing Partner of the firm’s San Francisco office, and is a seasoned litigator who handles all facets of defense-side employment litigation, from pre-litigation through jury trial and appeal. Morin represents Liebert Cassidy Whitmore clients on all labor and employment law, primarily working with Public Safety Departments, and also representing Cities, Counties, and Special Districts.

Records.JPGIn Barber v. California Department of Corrections and Rehabilitation, the Court of Appeal held that a terminated peace officer no longer has a right to inspect personnel and internal affairs records under the Public Safety Officers Procedural Bill of Rights Act (“POBOR”). 

The California Department of Corrections and Rehabilitation terminated parole agent Patrick Barber. 

Employee Computer.JPGThere is no getting around it anymore: your employees are on Facebook.  Recent statistics from Facebook’s website state that it has over 800 million users.  It is time for all employers to know the rules surrounding employee use of social media. 

For purposes of the National Labor Relations Board (NLRB), social media is described as

iStock_000013304337Large_72dpi.jpgCalifornia’s Military and Veterans Code contains protections against discrimination for members of the armed forces.  Recently, the issue of whether an individual can be held personally liable for discrimination was addressed.

In Haligowski v. Superior Court of Los Angeles County, the Court of Appeal held that employees who are members of the armed forces

Age-Discrimination.pngWhen an employer inconsistently imposes discipline and does not follow its own discipline procedures and policies, it leaves room for employees to make claims of discriminatory animus.  This was recently highlighted in a recent U.S. Ninth Circuit Court of Appeals decision, Earl v. Nielsen Media Research, Inc.  The Court held that an employee with

Woman-Returning-To-Work.pngThe federal Family and Medical Leave Act of 1993 (FMLA) and the California Family Rights Act of 1993 (CFRA) provide leave and maintenance of health benefits to eligible employees in three situations.  First, leave is permitted for the serious health condition of an employee or a listed family member.  Second, leave is permitted for prenatal

Courts have held that generally employees are not obligated to make a temporary assignment permanent where an employee requests reasonable accommodation because of a disability.  This falls in line with the idea that employers are not expected to create as a form of accommodation new positions that did not previously exist.  Recently, however, this notion