Raymond W. BertrandRaymond W.Bertrand

Velis v. AT&T Services: Persuaded the trial court and a unanimous Second Appellate District that California employers may provide employees with wage statements that split overtime pay into its component base and premium parts.

Meza v. Pacific Bell Telephone Company: Convinced appellate court California employers need not include “rate” and “hours” information associated with overtime true-up payments on employees’ wage statements.

First Amendment (Speech): Defended media company’s right to make casting decision to remove on-air talent following talent’s controversial remarks.

First Amendment (Speech): Defended media company’s right to enforce COVID vaccination requirements to preserve the quality of its broadcasts.

Article 1, Section 10 (Contracts Clause): Represented hotel industry in opposing City of San Diego’s municipal COVID wage ordinance that infringed on collective bargaining and severance agreements.

First Amendment (Free Exercise and Establishment Clause): Complete dismissal of DLSE’s $200,000 penalty citation and accompanying stop-work order issued against religious organization.

Trials: Secured defense verdicts for numerous clients including General Electric, Prudential Realty and Sempra Energy Trading.

Mass Disability Discrimination Litigation: Successfully defended call center operator from over forty individual disability and leave lawsuits.

Whistleblower Litigation: Defeated claims brought against pharmaceutical company under the Sarbanes-Oxley Act and Corporate and Criminal Fraud Accountability Act. Decision affirmed by 9th Circuit.

Privacy/Data Breach: Represented Fortune 100 Company in a series of threatened actions involving the unauthorized disclosure of private information.

Federal and State Department of Labor Investigations: Represented various companies in USDOL, DLSE, EDD and other agency investigations on a rage of wage-hour issues.

Business and Strategic Advice: Advise a broad array of companies on their employment practices and help build employment and pay systems in a way designed to minimize legal risk. Illustrative examples include: (i) providing strategic guidance and compliance advice in connection with conversion of 5,000 workers from independent contractor to employee status; (ii) conducting dozens of federal and multi-state wage and hour compliance reviews for employers across various industries; and (iii) preparation of 300 separate incentive compensation templates for national insurance company.