A regular presence in Northern California state and federal courts, Robin E. Largent has been lead defense counsel for California employers in litigation ranging from discrimination and harassment to wage and hour and trade secrets claims. Her bold and confident approach to positioning clients ahead of plaintiffs’ claims and opposing counsel tactics have resulted in summary judgment dismissal and voluntary dismissal in several complex lawsuits.
Largent represents employers, including major food and retail companies, in all types of employment litigation: wrongful termination, retaliation, breach of contract, wage and hour (California Labor Code) and unfair competition. She also regularly counsels and advises California employers on issues of compliance with California and federal employment laws.
In her guidance to employers on best practices to avoid litigation, she addresses areas such as FMLA/CFRA, layoffs and reductions in force, state and federal wage and hour laws and protection of trade secrets.
Largent serves as editor and primary contributor for CDF’s California Labor & Employment Law Blog and ensures the topicality and quality of the firm’s widely respected online resource for employers. She also is a regular contributor to various external employment law publications.
Changes have been made to paid sick leave law in California, with new legislation addressing employer policy for sick leave accrual and rate of pay, reinstating paid time off for rehired employees and tracking use of paid time off. Some of the changes are confusing or conflicting, however, and additional clarification is needed if California employers hope to comply.
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The Department of Labor announced a proposed rule in early July to extend overtime protections to millions of white collar workers. This change would protect most staff from working overtime without the benefit of overtime pay -- quite a blow to employers who've taken advantage of the exemption thus far. The DOL is seeking comments on the proposed change through September 4.
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In June the U.S. Supreme Court handed down a ruling in the EEOC v. Abercrombie & Fitch stores case. The EEOC argued on behalf of an applicant who was denied a position on the grounds that her headscarf would violate the company's no headgear policy. Employers, take note: when company policy and religious accommodation needs meet, the latter trumps the former.
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