
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
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- Western State Univ COL
- Law Degree
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- 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
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- 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
- Named a “Top 100 Employment Lawyer”
- The National Advocates
- Super Lawyer
- Thompson Reuters publications
- Awarded in 2015, 2016, 2017, 2018, 2019
- California State Bar  # 139262
- Member
- - Current
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- California
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- 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. Can an employer retaliate for an employees unwillingness to participate in inflating numbers for contract reporting
- A: If you have complained to the company about the company defrauding the government, and you have been retaliated against for doing so, then you likely have a meritorious legal claim for unlawful retaliation. It would be wise for you to locate and consult with an experienced employment law attorney as soon as possible to explore your facts and determine your options. I would suggest you look either on this site in the Find a Lawyer section, or go to www.cela.org, the home page for the California Employment Lawyers Association, an organization whose members are dedicated to the representation of employees against their employers. Most employment attorneys who practice this area of law offer a free or low cost consultation in the beginning and then, if the matter has merit and value, will usually agree to work on a contingency basis, meaning you can hire an attorney without paying any money until the matter results in a positive outcome for you. Many advance all the costs of the litigation as well. Do not let fear of fees and costs keep you from finding a good attorney. Good luck to you.
- Q. Can I sue a freelancer on upwork or just upwork?
- A: No one can advise you about whether you can appeal the arbitration decision or otherwise sue without looking at the contract. However the best that can be done is say that usually arbitration agreements preclude any other form of legal action, and even appealing an arbitration award is very difficult to do, such that most people cannot do that. You need to have someone look at your agreement. Good luck to you.
- Q. Contract states that I have to pay back relocation if I "leave" within 12 months. Does this apply to getting fired?
- A: Contract interpretation is not as simple as you might think. Attorneys learn from early on that contract interpretation cannot be done in a vacuum. Not only should the entire contract be read and understood - not just a single provision - but the circumstances of the making of the agreement should be considered including what was said between the parties, and revisions made to the language during that process. In short, it would be reckless for anyone here to give you an answer you could rely upon with the limited information provided. It would be a good idea for you to locate and consult with an employment law attorney who can be allowed to understand the full picture before giving you advice. Good luck to you.
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- Firm Website