Steve Hoffman

BAR ADMISSIONS
District of Columbia, Of Counsel
California, Registered Counsel

COURT ADMISSIONS
US Court of Appeals for the District of Columbia
US Court of Appeals for the Ninth Circuit

LEGAL EXPERIENCE
Serving corporate growth by leveraging two decades as a litigator, arbitrator, mediator, prepared negotiator, and attorney to guide the incorporation of aggressive startups, the restructure of multi-billion-dollar companies, and the protection of sales contracts and service agreements.

GIVING BACK
Honored to have served as a judge for national startup accelerator competitions, keynote speaker for large companies, instructor for universities, as well as board and committee memberships within companies and for organizations that deliver knowledge-sharing panel discussions to our business marketplace.

EDUCATION
BA in Political Science from Northwestern University, with appointments as University Arbitrator and Illinois Conciliator. JD from Georgetown University, Dean’s Roundtable with committee appointments. Select list of certifications: CIPP/US, MCP, PMP, SPHR.

Georgetown University Law Center

J.D. (2008) | Law

2005 - 2008

Honors: Deans Roundtable

Northwestern University

B.A. (2005) | Political Science

2003 - 2005

Honors: Arbitrator to Northwestern University Appellate Board, and Conciliator to Illinois State Attorney General.

Managing Partner

10K Law P.C.

2020 - Current

Corporate & Employment Law.

Startup Judge - National Finals

Cleantech Open

2009 - Current

Largest Accellerator for Energy Innovation

Attorney and Strategist

Self-Employed

1998 - 2020

Corporate & Employment. Rapidly scaling startups, and enterprise-sized restructures.

Chief Counsel

MedCision

2017 - 2018

Corporate compliance and global contracts - feasibility, clinical trials, TOP, M&A.

Associate

Heuking Kühn Lüer Wojtek

2007 - 2008

International Technology Joint Venture Lifecycle: Drafts; Negotiations; Re-Ups; Arbitrations.

US Div. HR Director (Complete Function)

Tenneco

1999 - 2003

Active on multiple committees, assisting M&A and functional restructures.

Employee or Vendor: New Contract Guidelines to Maintain Compliance with IRS Updates

UC Berkeley

White Paper: Multi-Party Conflict Assessment and Options for Conflict Resolution

Confidential Communications

Leadership Training, SHRM HR West Annual Conference

COVID-19 Employment Law Series

International Commercial Disputes

CIPP/US

International Association of Privacy Professionals

2020

Senior Professional in Human Resources (SPHR)

HRCI/SHRM

2002

Top 40 Under 40

Crain's Business

Global Scholar

Georgetown University Law Center

US Court of Appeals for the District of Columbia  # 985172

Active Member

Current

US Court of Appeals for the Ninth Circuit  # 985172

Active Member

Current

California State Bar  # 802986

Registered In House Counsel

2017 - Current

District of Columbia Bar  # 985172

Active Member

2008 - Current

California

State Bar of California

ID Number: 802986

Since 2017

District of Columbia

District of Columbia Bar

ID Number: 985172

Since 2008

9th Circuit

ID Number: 985172

D.C. Circuit

ID Number: 985172

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Q. can my boss legally give me a pay cut without notifying me first?

December 10, 2020

A: Really an employment law question here, and a popular one!

Salary and other work condition stability may be protected if you were hired under conditions-certain contract, or depending on employer's policies or related laws that may cover its government contracts that provide the money to cover your services, for example. In these cases, you may be protected against changes in employment conditions without certain process and/or justifications.

However typically employment is "at will" so that the relationship can be terminated (by employer or employee) without advanced notice or reason given. But it is unusual to see such a slight decrease in pay without a change in role, as you appear to describe. Because paychecks should itemize all deductions, you should review a paycheck before and after and/or ask your payroll team.

Harassment is typically a separate legal domain, for which you need to provide more details the explain the harassment cause (ther are many prohibited bases) and harassment manner and frequency (for example, sexual harassment of certain kinds or after clear "No"). why you believe thast you are being harassed unless you think that the pay change is retaliatory.

If the harassment is prohibited, and it caused a pay decrease, this could raise the issue of retaliation. Employers seek smooth sailing for their businesses, I have found in most of my work assisting companies. So, I know that they typically respond well to Clarification Letters from an attorney, once you have more facts. Research additional details, then reach out to an attorney for this letter.

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