The attorneys of Shuman Snyder have been focused on the handling of employment law matters throughout our careers, and as a result, we are uniquely qualified  to help guide our clients through the ever-changing and increasingly complex employment legal landscape. We offer practical solutions at work, including:

responsive advice and strategic counseling in all areas of employment law aimed at spotting issues early and avoiding disputes

  • strategic advice on terminations, suspensions and decisions to impose discipline
  • drafting termination documents including severance and release agreements
  • drafting Performance Improvement Plans (PIPs)
  • drafting employee handbooks
  • drafting employment policies
  • drafting arbitration and other dispute resolution clauses
  • drafting and advising on sales compensation, bonus, and commission plans
  • drafting and advising on restrictive covenants (including confidentiality, non-compete, and non-solicitation clauses)
  • negotiating severance  and termination arrangements
  • negotiating employment and change-of-control agreements for companies and executives in transition
  • auditing internal practices (including exempt/non-exempt  and employee/independent contractor classification reviews)
  • advising on wage & hour law issues (DOL, DLSE and internal “best practices” audits)
  • advising on leave-of-absence issues (FMLA, CFRA, ADA, workers’ compensation, and “personal” leaves)
  • advising on disability accommodations
  • advising on workforce reductions (RIFs, OWBPA compliance, state and federal WARN Act compliance, and adverse impact analysis)
  • responding to threatened claims by former employees and/or their counsel
Litigation and Dispute Resolution
Including all types of dispute resolution (arbitration, mediation, trial, and representation before government agencies)

  • representing employers and management in employment actions in State and Federal trial and appellate courts, as well as in arbitrations
  • representing employers and management in government administrative actions (including DFEH, EEOC, DOL, DLSE, OSHA, WCAB, and EDD)
  • representing employers in wage & hour disputes
  • defense of employers and management in harassment, discrimination, and retaliation charges and lawsuits
  • defense of employers and management in wrongful discharge, breach of contract, and severance and compensation claims
  • defense of employers in Sarbanes-Oxley (SOX) and other whistleblower claims
  • defense and prosecution of claims involving injunctions and restraining orders based on misappropriation of trade secrets, breach of fiduciary duty, and unlawful competition
  • defense and prosecution of claims involving restrictive covenants, including non-competition and non-solicitation agreements
  • prosecution of workplace violence injunctions for employers and managers under CCP Section 527.8
  • act as co-counsel (or separate counsel) for indemnified officers and directors in employment actions
  • act as neutral mediator or arbitrator in employment disputes
including sexual harassment, discrimination, and  employee misconduct

  • act as investigator or employer counsel in harassment/discrimination investigations
  • act as investigator or employer counsel in workplace violence matters
  • act as investigator or employer counsel in workplace investigations concerning employee misconduct
including manager training on subjects like “best practices” and mandatory sexual harassment prevention training (for further information on the training programs we offer, please see the “Programs” section)

  • AB 1825 sexual harassment prevention training of supervisors
  • non-supervisory sexual harassment prevention training
  • training of supervisors and managers in key employment disciplines including lawful hiring practices, disciplinary processes, performance management, and terminations (“managing within the law”)
  • training of Human Resources personnel in advanced areas including leaves of absence, investigations, and wage and hour compliance/issues
  • customized training for employers and trade organizations on particular employment law areas of interest
Due Diligence
employment law support on mergers & acquisitions (M&A) and other transactions

Support on mergers/acquisitions and other transactions including:

  • review and analysis of employment-related documents (agreements, sales and incentive compensation plans, and employee policies/procedures)
  • review and analysis of employment-related provisions of transaction documents
  • review and analysis of lawsuits, claims, and circumstances involving target entity
  • review and analysis of wage and hour issues, including exempt/non-exempt classifications, contractor status, overtime pay exposure, and compliance with Labor Code requirements
Expert Witness Engagements
employment law support on mergers & acquisitions (M&A) and other transactions

  • serve as “consulting” (non-testifying) experts on employment law issues in litigation
  • serve as expert witnesses at deposition, trial, and arbitration on employment law issues

Employment Law Updates

Salary History Ban

California employers cannot ask job applications for their prior salary to determine compensation for the position being offered. Learn More »


“Ban the Box” Statute

California prohibits most employers from asking job applicants for criminal history information prior to extending the job offer. Learn More »


Parental Leave Rights Expanded

California employers with 20-49 employees must now provide parental leave, as currently required for employers with 50+ employees under FMLA/CFRA. Learn More »

Practical Solutions At Work

Contact Information

Shuman Snyder LLP
525 Middlefield Road, Suite 140
Menlo Park, CA 94025

Phone: 650 443 5100
Fax: 650 644 3348

525 Middlefield Road, Menlo Park, CA

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