Neil Pedersen
Neil Pedersen, Pedersen Law APCNeil is a 30-year litigator who aggressively advocates employee rights against medium sized and large employers. Neil is also an adjunct professor of law, teaching employment law and law practice management. He is highly respected among his peers and by his former clients. He has been named a Southern California Super Lawyer and one of the Best Employers in Orange County several years running. He was named Attorney of the Year by the State Bar Solo and Small Firm Section in 2016. He has tried several significant matters to settlements and judgments in the high six-figure and the seven figure ranges.Neil's Orange County law firm represents employees in all Southern California courts, including the federal courts located therein. He is equally comfortable arbitrating disputes.
- Western State Univ
- Undergraduate Degree
- Western State Univ COL
- Law Degree
- Senior Principal
- Pedersen Law APC
- - Current
- Vice-President of Human Resources/General Counsel
- QuantumLink Corporation, Torrance, CA
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- Vice-President of Corporate Policy/General Counsel
- QuantumLink Corporation, Torrance, CA
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- Principal
- Pedersen & Black, a Professional Law Corporation, Newport Beach, CA
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- Senior Associate Attorney
- Ford & Pedersen, Los Angeles, CA
- -
- Associate Attorney
- Walker, Kendrick & Jackson, Newport Beach, CA
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- Mandatory Harassment Training is Expanded to Include Small and Medium-Size Firms
- California State Bar Law Practice Management and Technology Section’s E-News
- Beware Treating Disabled Employees the Same as Everyone Else
- California State Bar Law Practice Management and Technology Section’s E-News
- New Laws That Will Affect Law Office Employers
- California State Bar Law Practice Management and Technology Section’s E-News
- Reducing Stress in the Practice of Law: Some Practical Tips – Part Three in a Recurring Series
- California State Bar Law Practice Management and Technology Section’s E-News
- Reducing Stress in the Practice of Law: Some Practical Tips – Part Two in a Recurring Series
- California State Bar Law Practice Management and Technology Section’s E-News
- Ethical Issues Presented by the Cyber-Security Threat to the Small Firm or Solo Practitioner, A one-hour presentation to the Los Angeles County Bar Association Intellectual Property Section
- Los Angeles County Bar Association Intellectual Property Section
- The Prospective Client and Beyond, Client Interviews to Identify Problem Clients and Avoid Potential Pitfalls During the Representation, A one-hour presentation to the Peter M. Elliott American Inn of Court
- Time Management and Proper Delegation, “Jump Start Your Law Practice,” a three-day conference held in Indianapolis, Indiana
- Money, Fees, and Pricing (Making Your Money Work for You), “Start Your Law Practice,” a three-day conference held in Indianapolis, Indiana
- Employee Hiring, Firing, and Management, A one-hour presentation at “Start Your Law Practice,” a three-day conference held in Indianapolis, Indiana
- Distinguished Alumni Award
- Western State Law Review
- Attorney of the Year
- California State Bar Solo and Small Firm Section
- Client's Choice Award
- Avvo.com
- Super Lawyer
- Thompson Reuters publications
- Awarded in 2015, 2016, 2017, 2018, 2019
- Named a “Top 100 Employment Lawyer”
- The National Advocates
- California State Bar  # 139262
- Member
- - Current
- California
- Free Consultation
- Contingent Fees
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Rates, Retainers and Additional Information
My firm advances all costs of litigation and seeks no fees or up front costs to handle your case. To determine if we can assist, we engage in substantial up-front analysis and investigation at no charge to you. To get started you need to contact the Intake Manager at the firm.
- Employment Law
- Employee Benefits, Employment Contracts, Employment Discrimination, ERISA, Overtime & Unpaid Wages, Sexual Harassment, Whistleblower, Wrongful Termination
- English: Spoken, Written
- Q. What disqualifies you from unemployment in California
- A: You are disqualified from unemployment insurance if:
1. You are terminated for engaging in misconduct, which connotes an intentional violation of company rules, or insubordination.
2. If you voluntarily quit your job (subject to several exceptions related to good cause.
3. You were not an employee but instead an independent contractor, but only if that classification was properly assigned to you.
4. No money was paid into the system on your behalf (although if you can prove it should have been, you should be able to get benefits).
Good luck to you.
- Q. Am I entitled to back pay of my overtime that had been ignored for the past 2 years??
- A: If you were entitled to overtime, and it was not paid to you, you can bring a legal claim to get the money that should have been paid to you, plus interest and attorney fees you incur to collect that money. If you file a lawsuit and the failure to pay the OT is determined to be an unfair business practice, you can reach back four years to get unpaid wages including OT. If you file an administrative wage claim with the Labor Commissioner's Office, you can go back three years from the date of the filing of that claim.
There are pros and cons to going one route or the other. It would therefore be a good idea for you to locate and consult with an experienced employment law attorney as ... Read More
- Q. I have a contract with my employer and I want to break the contract. My employer has unlawfully excersized her power
- A: Employment contracts in California are not binding on the employer unless the agreement makes the relationship other than an at will one. Most employment contracts do not do that. So first thing you need to determine if your relationship is an at will one.
The employer of an at will employee can change the terms and conditions of the employment at any time and for any reason or even no reason at all. The employee in an at will relationship can quit at any time and for any reason or even no reason at all.
If you are a non-exempt employee, you must be paid overtime when you work more than 8 hours in a workday or more than 40 hours in a workweek. If you are an exempt employee you have ... Read More
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- Firm Website