Alex Sliheet

We are a small California law firm that represents employees.

We have represented employees for over 20 years. This includes representing employees against large, well-funded and defended employers such as Georgetown University and the Smithsonian Institution (represented by the Department of Justice) - where we have obtained six and seven figure settlements respectfully.

We have 4 published cases, have participated in Congressional Hearings, have changed the law in both the 4th Circuit and the District of Columbia, and have twice won the plaintiff’s case on a summary judgment motion (a rare event).

We have also received a recent accolade made in open court by a California Superior Court Judge that all attorneys in his courtroom (approximately 15 attorneys were present) should take note and mimic the manner in which we represented our client, our professionalism to the Court and to Defense Counsel. We do not run a mill. We do not litigate 10-30 cases at once.

We have dramatically cut our overhead, and this allows our practice to be much more focused on a handful of cases. The result is that every case gets a great deal of thought and attention from our firm. Much more so than mill firms.

We also intentionally partner on our cases with other top California employment attorneys with whom we have developed a professional working relationship. We partner for a number of reasons:

The practice of law is much more enjoyable associating with other counsel.

An association creates two sets of eyes and thoughts which strengthens the development and presentation in full of the client’s case.

The association does not raise the fee charged to the client at all. We look for difficult and cutting edge cases, including potential class actions.

If you have any kind of employment issue, please contact the firm. You will receive a prompt reply.

All the best, Alex T. Sliheet, Esq

District of Columbia Bar

Member

1993 - Current

District of Columbia

District of Columbia Bar

Since 1993

• Free Consultation

Q. CA company asks existing employee to sign a mandatory arbitration agreement. If the employee refuse can they fire him?

July 6, 2021

A: CALIFORNIA LABOR CODE SECTION 432.6

(a) A person shall not, as a condition of employment, continued employment, or the receipt of any employment-related benefit, require any applicant for employment or any employee to waive any right, forum, or procedure for a violation of any provision of the California Fair Employment and Housing Act (Part 2.8 (commencing with Section 12900) of Division 3 of Title 2 of the Government Code) or this code, including the right to file and pursue a civil action or a complaint with, or otherwise notify, any state agency, other public prosecutor, law enforcement agency, or any court or other governmental entity of any alleged violation.

(b) An employer shall not threaten, retaliate or discriminate against, or terminate any applicant for employment or any employee because of the refusal to consent to the waiver of any right, forum, or procedure for a violation of the California Fair Employment and Housing Act or this code, including the right to file and pursue a civil action or a complaint with, or otherwise notify, any state agency, other public prosecutor, law enforcement agency, or any court or other governmental entity of any alleged violation.

(c) For purposes of this section, an agreement that requires an employee to opt out of a waiver or take any affirmative action in order to preserve their rights is deemed a condition of employment.

(d) In addition to injunctive relief and any other remedies available, a court may award a prevailing plaintiff enforcing their rights under this section reasonable attorney’s fees.

(e) This section does not apply to a person registered with a self-regulatory organization as defined by the Securities Exchange Act of 1934 (15 U.S.C. Sec. 78c) or regulations adopted under that act pertaining to any requirement of a self-regulatory organization that a person arbitrate disputes that arise between the person and their employer or any other person as specified by the rules of the self-regulatory organization.

(f) Nothing in this section is intended to invalidate a written arbitration agreement that is otherwise enforceable under the Federal Arbitration Act (9 U.S.C. Sec. 1 et seq.).

(g) This section does not apply to postdispute settlement agreements or negotiated severance agreements.

(h) This section applies to contracts for employment entered into, modified, or extended on or after January 1, 2020.

(i) The provisions of this section are severable. If any provision of this section or its application is held invalid, that invalidity shall not affect other provisions or applications that can be given effect without the invalid provision or application. ... Read More

Q. Can an employer reduce the dollar value of pto already earned after reducing salary?

November 19, 2020

A: Once it is earned under California law it cannot be taken away

Q. As an independent contractor (truck driver) delivering loads for Amazon, I was banned by Amazon's Security firm

November 19, 2020

A: Are you really an independent contractor.

Do you have your own business and drive for a living outside Amazon.