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Neil Pedersen
Neil Pedersen, Pedersen Law APC
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Biography
Neil 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.
Education
- Western State Univ
- Undergraduate Degree
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- Western State Univ COL
- Law Degree
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Professional Experience
- 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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Publications
Articles & Publications
- 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
Speaking Engagements
- 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
Awards
- 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
Professional Associations
- California State Bar # 139262
- Member
- - Current
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Jurisdictions Admitted to Practice
- California
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Fees
- 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.
Practice Area
- Employment Law
- Employee Benefits, Employment Contracts, Employment Discrimination, ERISA, Overtime & Unpaid Wages, Sexual Harassment, Whistleblower, Wrongful Termination
Languages
- English: Spoken, Written
Legal Answers
- Q. I’m a federal employee and going to refuse the vaccine mandate. If fired, will this violate laws meant to protect me?
- A: Mandatory vaccination is lawful. It has been since 1905 when the US Supreme Court issued its opinion in Jacobson v. Massachusetts. That decision, although old, has been cited to over 800 times and recently by our US Supreme court in the last two years. You will have no recourse if you refuse to be vaccinated unless you can establish that either (1) you have a medical condition that prevents you from being vaccinated (which should be established with a doctor's note, or (2) you genuinely have a closely held religious belief that prevents you from getting the vaccination. Even if you establish one of these two exceptions, you do not get to simply walk around in the workplace as if there was no pandemic. Establishing either of these exceptions simply means that the employer and you have to interactively try to determine how you can perform the essential functions of your job while still protecting the interests the employer had in protecting its workforce and the public. If there is no way to do that, you can still be terminated. Good luck to you.
- Q. Boss instructed me to email his client.
- A: What you ask is really a question that will depend on the surrounding facts and circumstances. And it is unclear what you mean by personally endorsing. Anyone looking at the paper trial would see your "on behalf of" comment, and hearing your explanation probably conclude that you were simply carrying out an administrative task. That said, if your fear arises from a concern that communication might result in legal consequences it may be appropriate to make it even cleared, such as "my boss asked me to convey the following information to you," or words to that effect. If your concern is that the communication might be considered to be defamatory, or fraudulent or in other ways implicate you in an unlawful scheme, you have the right to refuse to do those things, and retaliation for refusing to participate in such a scheme would be unlawful. However before you refuse to do anything, it would be wise for you to seek the counsel of an employment law attorney. Good luck to you.
- Q. What are proper steps to take ? Should I get a lawyer first?
- A: There is a great deal in your post that may lead to a meritorious legal claim against your employer. It would be a really good idea 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, 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-charge consultation and then if the matter has merit and sufficient value, they 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.
Social Media
Websites & Blogs
- Website
- Firm Website
How Did I Get Into Employment Law? | Pedersen Law, APC
FEHA Violations Described by California Employee Rights Lawyer, Neil Pedersen
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