Yitz Weiss is an Employment Law attorney with over a decade of experience in litigating a variety of employment law cases, including unpaid wage and overtime claims, discrimination, harassment, FEHA, Unequal Pay Act, wrongful termination, and sexual assault cases. Yitz counsels clients on pre-litigation employment disputes and represents them from the inception of a lawsuit all the way through trial and even on appeal. Yitz routinely serves as counsel in mediations, binding arbitrations and in major trials.
Upon graduating with a Bachelors degree in Economics from Yeshiva University and obtaining a Degree of Rabbinic Ordination, Yitz Weiss then entered Southwestern University School of Law. There he was Associate Editor of the Southwestern Law Review. Yitz graduated cum laude with a Juris Doctorate from Southwestern in 2006, an honor reserved for the top 10% of students.
After receiving his Juris Doctorate and being admitted to the California State Bar in 2006, Yitz began his legal career with Kaplan Lee LLP. Based on his all-around excellent work for his clients and the firm, Yitz became a partner in the firm, and it was later renamed to Kaplan Weiss LLP.
In recognition of his excellent legal work, Yitz has was named a Rising Star by “Super Lawyers” in 2015 and 2016. He also received the Clients’ Choice Award by “Avvo”, and has been named a Client Champion - Silver by Martindale-Hubbell.
Yitz is a regular speaker on a variety of legal subjects, including the interplay between civil and religious law in areas of business and the Constitution. He teaches classes in law, ethics, and religion.
- Southwestern University School of Law
- J.D. (2006) | Law
- cum laude; Dean's List; Law Review; Dean's Merit Award
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- Yeshiva of Greater Miami
- Rabbinic Ordination (2003)
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- Yeshiva University
- B.S. (2002) | Economics
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- Partner
- Kaplan Weiss LLP
- - Current
- Attorney
- Kaplan Lee LLP
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- Associate Rabbi
- Chabad of Conejo Valley
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- Benefits Advocate
- SNAP Program
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- Certified Law Clerk
- District Attorneys Office, Los Angeles County
- Law Clerk
- City Attorney, City Of Los Angeles
- Analysis of the Homeland Security Act
- Southwestern University Law Review
- The First Amendment Religion Clauses
- Southwestern University School of Law
- Victim of a Civil Rights Violation in California?
- Jacobs & Whitehall
- Expansion of the California Equal Pay Act
- Kaplan Weiss LLP Newsletter & Blog
- Summary of California's Equal Pay Act
- Avvo Legal Guide
- Comparative Law, Expert Presentation and Workshop, Conejo Jewish Academy
- Jewish Law, Beer and Shiur
- Comparative Commercial Law, You be the Judge
- Comparative Property Law, You be the Judge
- Estate Planning, Special Expert Presentation and Workshop
- Client Champion - SILVER
- Martindale-Hubbell
- 2018-Present
- Superb Rating
- Avvo
- Rising Star
- Super Lawyers
- 2015
- Client's Choice Award
- Avvo
- City Attorney's Appreciation Award
- Los Angeles City Attorney
- J-law
- Member
- Current
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- California State Bar # 244452
- Member
- - Current
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- Los Angeles County Bar Association
- Member
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- California
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- 9th Circuit
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- U.S. District Court, Central District of California
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- U.S. District Court, Eastern District of California
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- U.S. District Court, Northern District of California
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- U.S. District Court, Southern District of California
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Free Consultation
Free Case Evaluation - Credit Cards Accepted
- Contingent Fees
- Employment Law
- Employment Contracts, Employment Discrimination, Overtime & Unpaid Wages, Sexual Harassment, Whistleblower, Wrongful Termination
- Business Law
- Business Contracts, Business Litigation
- Civil Rights
- Discrimination, Employment
- English: Spoken, Written
- Q. Are there hour requirements for salary
- A: If you are properly classified as an exempt employee and paid on a salary basis, then your employer could increase your hours without any additional pay, unless you have a contract that states otherwise.
That being said, many employees are incorrectly classified as exempt and paid a salary when they should be paid hourly and be entitled to overtime compensation. You should consider consulting with an experienced employment lawyer to evaluate your particular situation.
- Q. Can a company ask you to work for 2 days as a "work test" period with no pay before they offer to hire you?
- A: You are required to be paid at least minimum wage for all hours you perform work on behalf of the company. This sort of work-for-free period would not be permitted.
- Q. What can I do about getting fired and not getting payed?
- A: Under California law your employer is generally required to pay your final wages at the time of your termination. If they failed to do so, you may recover the unpaid wages plus you may be eligible to recover a penalty in the amount of your daily earnings for up to 30 days.
You should consider consulting with an experienced employment lawyer to further evaluate your potential claims.