Yearly Archives: 2013

BEWARE, YOU MAY BE A FEDERAL CONTRACTOR AND NOT KNOW IT

Recently, in a discrimination case that spanned over 20 years against Bank of America, the Department of Labor expanded the definition of a federal contractor to include any entity that is federally insured. Bank of America had argued the traditional view of who is a federal contractor, claiming that it wasn’t a federal contractor because […]

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BROWN TURNS FOREST GREEN

The USDA Forest Service names Brown Law Group as One of Only Three Firms in the Nation to Provide Legal Services for its Employment Litigation The US Department of Agriculture, Forest Service has named Brown Law Group as one of only three firms in the nation to provide legal services for its employment litigation. The […]

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Brown Law Group is a Proud Supporter of the Women’s Resource Fair

Brown Law Group is proud to support the 24th Annual Women’s Resource Fair in San Diego, CA.  The Women’s Resource Fair provides homeless, abused, indigent, and physically challenged women and their children in San Diego the opportunity to spend the day each year accessing many basic services such as legal advice, medical exams, employment opportunities, […]

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THE CALIFORNIA SUPREME COURT FINDS THE MIXED MOTIVE DEFENSE BARS EMPLOYEES FROM DAMAGES, BACK PAY, OR AN ORDER OF REINSTATEMENT

No longer can plaintiffs collect damages simply by showing discrimination was a factor in an employer’s decision to fire them. Even if evidence of discriminatory motive exists, an employer can prevent plaintiff from recovering damages, back pay, or an order of reinstatement if the employer proves that it would have terminated plaintiff for a legitimate non-discriminatory reason. Importantly however, this “mixed motive” defense is not a complete bar to liability because a plaintiff can still obtain declaratory or injunctive relief, and in certain situations, attorneys’ fees. Therefore, rather than fall back on the mixed motive defense, employers should ensure workplace procedures comply with California law, that management is properly trained in the implementation of such procedures, and that employment decisions are consistent with these policies.

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Suzanne K. Roten Named Partner at Brown Law Group

Brown Law Group, a leading San Diego business litigation boutique law firm, has named attorney Suzanne K. Roten as partner.  Ms. Roten, who has more than 22 years of legal experience, joins founder Janice Brown and partner Stacy Fode as the third partner in the law firm.  Brown Law Group also recently added Meagan Garland […]

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NEW YEAR – NEW LAWS

December 21, 2012 has come and gone, and with it the belief that the Mayan’s “end of the world” prediction would obviate the need for employers to comply with the multitude of new California employment legislation.  The following are just a few of the changes to the law that employers can expect for 2013: Changes […]

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