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Steve Hoffman

Steve Hoffman

Find me at - Top Counsel for DC Businesses
  • Arbitration & Mediation, Business Law, Employment Law
  • California, District of Columbia
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District of Columbia, Of Counsel
California, Registered Counsel

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

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.

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.

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
Honors: Deans Roundtable
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Northwestern University
B.A. (2005) | Political Science
Honors: Arbitrator to Northwestern University Appellate Board, and Conciliator to Illinois State Attorney General.
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Professional Experience
Managing Partner
10K Law P.C.
- Current
Corporate & Employment Law.
Startup Judge - National Finals
Cleantech Open
- Current
Largest Accellerator for Energy Innovation
Attorney and Strategist
Corporate & Employment. Rapidly scaling startups, and enterprise-sized restructures.
Chief Counsel
Corporate compliance and global contracts - feasibility, clinical trials, TOP, M&A.
Heuking Kühn Lüer Wojtek
International Technology Joint Venture Lifecycle: Drafts; Negotiations; Re-Ups; Arbitrations.
US Div. HR Director (Complete Function)
Active on multiple committees, assisting M&A and functional restructures.
Articles & Publications
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
Speaking Engagements
Leadership Training, SHRM HR West Annual Conference
COVID-19 Employment Law Series
International Commercial Disputes
International Association of Privacy Professionals
Senior Professional in Human Resources (SPHR)
Top 40 Under 40
Crain's Business
Global Scholar
Georgetown University Law Center
Professional Associations
US Court of Appeals for the District of Columbia  # 985172
Active Member
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US Court of Appeals for the Ninth Circuit  # 985172
Active Member
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California State Bar  # 802986
Registered In House Counsel
- Current
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District of Columbia Bar  # 985172
Active Member
- Current
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Jurisdictions Admitted to Practice
State Bar of California
ID Number: 802986
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District of Columbia
District of Columbia Bar
ID Number: 985172
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9th Circuit
ID Number: 985172
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D.C. Circuit
ID Number: 985172
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  • Free Consultation
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Practice Areas
Arbitration & Mediation
Business - Arbitration/Mediation, Consumer - Arbitration/Mediation
Business Law
Business Contracts, Business Dissolution, Business Finance, Business Formation, Business Litigation, Franchising, Mergers & Acquisitions, Partnership & Shareholder Disputes
Employment Law
Employee Benefits, Employment Contracts, Employment Discrimination, ERISA, Overtime & Unpaid Wages
  • English: Spoken, Written
Legal Answers
Q. can my boss legally give me a pay cut without notifying me first?
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.

We are here to help.
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Websites & Blogs
Biography at Law Firm
Contact & Map
10K Law P.C.
1627 K Street NW
Washington, DC 20006
Telephone: (202) 656-9724
Monday: 8 AM - 6 PM
Tuesday: 8 AM - 6 PM
Wednesday: 8 AM - 6 PM
Thursday: 8 AM - 6 PM
Friday: 8 AM - 6 PM
Saturday: Closed
Sunday: Closed (Today)
Notice: Additional hours available by request.