I went into sole practice in 1993 when I thought that small and medium sized employers were having increased difficulty in obtaining first rate representation from large law firms due to ever increasing fees.
I've always liked working with smaller businesses, because they often have the most interesting legal issues and are most in need of experienced legal counsel.
The best of the stories unfortunately fall under the attorney-client privilege. What can be disclosed-- and what is significant-- is that I have represented clients before virtually every agency regulating employment, including the Division of Fair Employment and Housing, the Equal Employment Opportunity Commission, Cal-OSHA, OSHA, MSHA, the Division of Labor Standards Enforcement (Labor Commissioner), the Unemployment Insurance Appeals Board, the Workers' Compensation Appeals Board, and the NLRB, as well as before a broad assortment of courts, mediators and arbitrators.
21 Oak Ave
San Anselmo CA 94960
Usually, the initial consultation is added to ongoing fees. When representation is declined, there is typically no charge.
I currently have no fixed price services or fees as such.
$235 to $290, depending on the nature of the matter.
Monday through Friday
9:00 a.m. to 5:30 p.m.
Outside of family, the employment relationship-- what one does most of the waking hours of every day-- is the most significant one in many people's lives. It is also one of the most legally regulated, with the result that employers really need help navigating the shoals, whether they know it or not. Hence, this is a specialty where I felt that I could make a positive difference in other people's lives. And indeed, that's the way it turned out.
It's imperative for clients to educate themselves constantly. It makes them better business people and better clients.
Often the best place to start is with a client document, because it gives me a clear idea what the client wants from the very beginning. Sometimes, the client document is very close to the ending point as well. Nonetheless, in many cases, the client document can only be a guide to the final document, if the client's interests are to be protected.
I've done it, with considerable success. I've also recommended it in appropriate cases as actually preferable to formal legal representation. In many cases, however-- such as a complex wage and hour case before the Labor Commissioner-- the client will need representation, rather than coaching. In the end, it depends on the complexity of the case, the nature of the agency hearing the matter, and other factors.
Locally, I began practice in the Bay Area in the '70's as a consultant to the Employment Law Center. Thereafter, for over two decades, I was with the century-old law firm of Chickering & Gregory in San Francisco, where I focused on business and employment law and litigation.
My experience growing up in San Francisco, working out of Union hiring halls as a teen, and learning how to practice law in OEO Legal Services, grounds me in understanding employee concerns. Counseling and representing Fortune 500 companies-- and many smaller businesses-- at the management level has taught me how strong a well-administered employer can be both in retaining good employees and in defending itself in litigation. It has also taught me where employers are most likely to make expensive mistakes.
My unique strength is many years of very diverse practice in the employment and civil litigation areas.
In dealing with clients, my model is that of full disclosure: everything pertinent to dealing with a problem and making a decision will be disclosed, not just a naked recommendation. In administering cases, I work to develop the most cost effective approach consistent with a good settlement or a successful trial.
I enjoy my family, computers, reading, and community activities.
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