Steven G. Pearl and Leonard H. Sansanowicz will speak at the Los Angeles Pilipino Workers' Center (PWC) on July 31, 2009. Mr. Pearl and Mr. Sansanowicz will address wage and hour issues of concern to the Pilipino community, including the role of immigration status in wage and hour lawsuits and protections available for undocumented workers.
PWC was formed in 1997, on the idea that all individuals deserve a high quality of life and are entitled to safe working conditions, living wages, decent living conditions, access to quality healthcare, and basic human dignity. PWC provides services and resources that help meet the immediate needs of Pilipino workers and their families while organizing for long-term change. More information on PWC is available here.
Wednesday, July 1, 2009
Sunday, June 14, 2009
CEB Chooses Steven G. Pearl to Author Wage and Hour Litigation Treatise
Continuing Education of the Bar (CEB) has selected Steven G. Pearl to author a chapter in its forthcoming treatise, California Wage and Hour Law: Compliance and Litigation. Mr. Pearl will author the chapter entitled Litigating Wage and Hour Cases: Plaintiffs' Perspective.
Mr. Pearl is principal of The Pearl Law Firm, a Los Angeles, California Wage and Hour Law Firm for Employees. Mr. Pearl represents employees in individual cases and class actions to recover unpaid minimum wages, overtime compensation, compensation for missed meal breaks and missed rest breaks, vacation pay, commissions, and bonus compensation. Mr. Pearl helps employees who have been treated as independent contractors or as exempt, salaried employees. He also helps employees negotiate retention bonuses, severance agreements, and severance pay.
Founded by the University of California and the State Bar of California in 1947, CEB is California's leading legal publisher.
Mr. Pearl is principal of The Pearl Law Firm, a Los Angeles, California Wage and Hour Law Firm for Employees. Mr. Pearl represents employees in individual cases and class actions to recover unpaid minimum wages, overtime compensation, compensation for missed meal breaks and missed rest breaks, vacation pay, commissions, and bonus compensation. Mr. Pearl helps employees who have been treated as independent contractors or as exempt, salaried employees. He also helps employees negotiate retention bonuses, severance agreements, and severance pay.
Founded by the University of California and the State Bar of California in 1947, CEB is California's leading legal publisher.
Monday, April 27, 2009
The Pearl Law Firm Launches New Web Site
The Pearl Law Firm is proud to launch its new web site, http://www.sgpearl.com/. "Even though we've used the same URL for a number of years, the web site is completely re-designed and adds a huge amount of new content," said Steven G. Pearl, principal of The Pearl Law Firm. "Our Media Center includes links to our blog and press releases, articles we've written, and seminars we've participated in."
The web site provides fresh weekly content and includes the "Employee Rights and Information Center," an in-depth resource on substantive Federal and California employment law, job survival, and steps to pursue an employment law claim. Mr. Pearl said, "People are going to find our web site a tremendous resource in learning what their rights are and how to protect them."
The web site provides fresh weekly content and includes the "Employee Rights and Information Center," an in-depth resource on substantive Federal and California employment law, job survival, and steps to pursue an employment law claim. Mr. Pearl said, "People are going to find our web site a tremendous resource in learning what their rights are and how to protect them."
Friday, April 25, 2008
Friday, August 11, 2006
Ninth Circuit Gives Plaintiffs Permission to Appeal Denial of Class Certification in Wal-Mart Assistant Manager Class Action
A two-judge panel of the Ninth Circuit Court of Appeals has granted a motion filed by three Wal-Mart assistant managers (AMs) that will allow the AMs to file an appeal from a District Court order denying class certification of the AMs' overtime, meal period, and rest period claims.
District Court Judge Dale Fisher denied class certification of the action on May 5, 2006, and the AMs asked the Ninth Circuit for permission to appeal that decision. Today, the Ninth Circuit agreed to allow the AMs to appeal. Chief Judge Mary Ms. Schroeder and Circuit Judge Stephen Reinhardt signed the order.
"This is a tremendous victory for our clients and all of Wal-Mart's employees," said the AMs' attorney, Steven G. Pearl of The Pearl Law Firm in Los Angeles. "We are confident that the Ninth Circuit will reverse the decision to deny class certification, and this case will go forward as a class action on behalf of all AMs employed in California."
District Court Judge Dale Fisher denied class certification of the action on May 5, 2006, and the AMs asked the Ninth Circuit for permission to appeal that decision. Today, the Ninth Circuit agreed to allow the AMs to appeal. Chief Judge Mary Ms. Schroeder and Circuit Judge Stephen Reinhardt signed the order.
"This is a tremendous victory for our clients and all of Wal-Mart's employees," said the AMs' attorney, Steven G. Pearl of The Pearl Law Firm in Los Angeles. "We are confident that the Ninth Circuit will reverse the decision to deny class certification, and this case will go forward as a class action on behalf of all AMs employed in California."
Wednesday, January 14, 2004
Assistant Store Managers File Wage and Hour Class Action Against Wal-Mart
Three assisant managers (AMs) employed by Wal-Mart Stores, Inc., have filed suit against the world's largest employer, alleging that it should pay overtime compensation, meal period compensation, and rest period compensation to all of its California AMs.
The law suit alleges that Wal-Mart routinely requires its AMs to work more than eight hours per day and 40 hours per week, but fails to pay the AMs overtime compensation. The law suit also alleges that Wal-Mart routinely fails to provide the AMs with the meal and rest periods required by California law, and fails to pay the AMs for their missed meal and rest periods. The law suit seeks compensation, interest, and penalties on behalf of all AMs employed by Wal-Mart in California at any time since January, 2000. It also seeks to force Wal-Mart to change its compensation policies, so that AMs are paid for their overtime hours.
The AMs are represented by Steven G. Pearl of The Pearl Law Firm in Los Angeles. "California law requires employers to pay their employees overtime wages, even if they are on salary," Mr. Pearl said. "Wal-Mart calls our clients 'assistant managers' and pays them a salary, but the reality is that they spend almost all of their time doing the same routine tasks that the hourly employees do. Unless Wal-Mart is going to give its AMs real administrative or executive authority, it needs to provide them overtime compensation, meal periods, and rest periods, like its other non-exempt employees."
Additional information is available from The Pearl Law Firm at (818) 995-8300
The law suit alleges that Wal-Mart routinely requires its AMs to work more than eight hours per day and 40 hours per week, but fails to pay the AMs overtime compensation. The law suit also alleges that Wal-Mart routinely fails to provide the AMs with the meal and rest periods required by California law, and fails to pay the AMs for their missed meal and rest periods. The law suit seeks compensation, interest, and penalties on behalf of all AMs employed by Wal-Mart in California at any time since January, 2000. It also seeks to force Wal-Mart to change its compensation policies, so that AMs are paid for their overtime hours.
The AMs are represented by Steven G. Pearl of The Pearl Law Firm in Los Angeles. "California law requires employers to pay their employees overtime wages, even if they are on salary," Mr. Pearl said. "Wal-Mart calls our clients 'assistant managers' and pays them a salary, but the reality is that they spend almost all of their time doing the same routine tasks that the hourly employees do. Unless Wal-Mart is going to give its AMs real administrative or executive authority, it needs to provide them overtime compensation, meal periods, and rest periods, like its other non-exempt employees."
Additional information is available from The Pearl Law Firm at (818) 995-8300
Thursday, July 18, 2002
Software Engineer Files Overtime Class Action Against Citicorp
A computer software engineer for Citicorp Development Center has filed a class action law suit against his employer, alleging that he and his co-workers have not been paid the overtime compensation owed to them.
"California law requires employers to pay software engineers overtime as long as they make less than $89,000 per year, even if they are on salary," said the plaintiff's attorney, Steven G. Pearl. "Our client is like most software engineers. He consistently works more than 40 hours per week, but his employer refuses to pay him time-and-a-half."
The law suit seeks recovery of overtime wages for all software engineers employed by Citicorp Development Center, Citibank Service Corporation and Salomon Smith Barney in California over the last four years.
"California employers must comply with California law, which is more strict than Federal law. Under Federal law, software engineers earning more than $57,000 per year are exempt from the overtime requirements. But in California, you are only exempt if you earn $89,000 per year or more," Mr. Pearl explained. "The majority of California's software engineers are owed overtime, and their employers are going to have to start paying them for it."
Additional information is available from The Pearl Law Firm at (818) 995-8300.
"California law requires employers to pay software engineers overtime as long as they make less than $89,000 per year, even if they are on salary," said the plaintiff's attorney, Steven G. Pearl. "Our client is like most software engineers. He consistently works more than 40 hours per week, but his employer refuses to pay him time-and-a-half."
The law suit seeks recovery of overtime wages for all software engineers employed by Citicorp Development Center, Citibank Service Corporation and Salomon Smith Barney in California over the last four years.
"California employers must comply with California law, which is more strict than Federal law. Under Federal law, software engineers earning more than $57,000 per year are exempt from the overtime requirements. But in California, you are only exempt if you earn $89,000 per year or more," Mr. Pearl explained. "The majority of California's software engineers are owed overtime, and their employers are going to have to start paying them for it."
Additional information is available from The Pearl Law Firm at (818) 995-8300.
Subscribe to:
Posts (Atom)
