Employment Law Office of Frank Pray

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Tomorrow: 9:00 am - 5:00 pm

17 Years

in Business

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Wheelchair accessible

(949) 251-1006Visit WebsiteMap & Directions5160 Campus DrNewport Beach, CA 92660 Write a Review

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Mon - Fri:	9:00 am - 5:00 pm

Places Near Newport Beach with Labor & Employment Law Attorneys

Irvine (3 miles)
Costa Mesa (6 miles)
Santa Ana (9 miles)
Tustin (9 miles)
Fountain Valley (10 miles)
Aliso Viejo (12 miles)
Huntington Beach (13 miles)
Orange (13 miles)
Garden Grove (14 miles)
Laguna Hills (15 miles)

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Phone: (949) 251-1005

Phone: (949) 637-3360

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cash, check, master card, debit, paypal, visa

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AKA

Pray Frank Employee Rights Attorney

Pray, Frank

A-Employee Rights Attorney

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http://employee-rights-atty.com

https://employee-rights-atty.com/mediation-and-litigation-very-different-skill-sets

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Labor & Employment Law Attorneys, Attorneys, Bankruptcy Law Attorneys, Business Law Attorneys, Criminal Law Attorneys, Employee Benefits & Worker Compensation Attorneys, Employment Discrimination Attorneys, General Practice Attorneys

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Parking: Free

Wheelchair Accessible: Yes

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Phone: (949) 251-1006

Address: 5160 Campus Dr, Newport Beach, CA 92660

Website: http://employee-rights-atty.com

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Employment Law Office of Frank Pray

Adoption

Burglary
“No, George, he’s a total pussycat, but he’s hallucinating. He thinks the Russians are behind his job loss. Please stop him before he commits a burglary.” She gave the police the details of his car, and his appearance. She scanned and sent a photo to the police department.
Restraining Order
Red Hot filed for an injunction in a Texas Court, asking that a Texas judge, interpreting Texas law, to issue a restraining order preventing Mac from working at his new job in California. Red Hot claims that if the Texas Court issues the injunction, California is required to enforce the injunction. Meanwhile, Mac filed for an injunction in California that Red Hot be enjoined from interfering with his new employment. Red Hot opposed Mac’s California injunction with a certified copy of the Texas order addressing the same subject.

Business and Corporate Law

Business Disputes
One of Orange County’s most distinguished jurists is now retired and for the last 19 months has worked as a private mediator for the Judicial Arbitration and Mediation Service. She mediates complex cases, business disputes and family law issues. She also referees discovery disputes.
Trade Secrets
Intellectual Property

Workers Compensation
Employees scored a major victory in June 2014 by the California Supreme Court in the case of Ayala v. Antelope Valley Newspapers (2014) 59 Cal.4th 522 [ Full “Ayala” Case Opinion ] Here is why: the Court made it much easier for employees to proceed by class action to recover damages related to misclassification as “independent contractors” when in fact the employees were entitled to overtime, rest breaks, meal breaks, reimbursement of medical expenses, and various other non—economic benefits in the nature of tax contributions and workers compensation insurance.
Wrongful Termination
Of course, the Agreements are very one sided because drafted by employer attorneys for the benefit of the employer. The employee basically receives one material benefit: a payment of money. But the employer is looking for much more, including a promise that the employee will not be suing for wrongful lay-off or wrongful termination. Here are some of the provisions that recur in these employer drafted agreements...
Employment Discrimination
In private industry, employers may gain increasing access to applications that are used to sort persons by age or race or other demographic characteristics legally irrelevant to the hiring decision. One such application was released by a private company, then used cull LinkedIn pages to sort profiles by age. When LinkedIn discovered the practice, and users complained, the application was removed. See LinkedIn Age Discrimination.
Employment Contract
Melinda worked for Busy-Body Industries to clean homes. Busy-Body had a written employment agreement with Melinda and 2000 other home cleaning persons in California. The agreement provided that all the Busy-Body employees were confirm their appointments the previous day by calling customers on a schedule delivered to the employee at the beginning of the week. The employees were also to call in just before and after each cleaning. Busy-Body required its employees to have mobile phones, and to subscribe to unlimited minutes through the wireless provider of their choice. Busy-Body paid a standard $2.00 per day to each employee for what Busy-Body designated as Mobile Phone Expenses.
Employment Litigation
RESEARCH BASED: Mr. Pray is an avid reader and researcher. He follows recent developments in employment law, including recent verdicts and how they may affect future trial verdicts. He finds the case law needed to support your employment claim – wrongful termination, harassment, and discrimination to name a limited few.
Non-compete Agreement
While Silicon Valley is the center of the creative technological world, it sits in a political landscape called California that has, for over a hundred years, had statutes [Business and Professions Code Section 16600, et seq.] giving employees free opportunity to work for whom they want without fear of being sued by their former employers. In brief, both Red Hot and Mac knew non-compete agreements were unenforceable in California. But Acton couldn’t sleep at night. What if Mac and his team left Red Hot to work for a competitor? Too much hinged on retaining their talent, and he knew Blue-Fire, Green-Gold, and Black-Dot were contacting Mac with enticements like new million dollar homes, yachts, and paid servants to take care of all the mundane chores of life. Acton was matching and exceeding these incentives, but how long could it continue? Acton knew too from speaking informally late at night over dinner with his industry colleagues that they too worried that their best employees were jumping from company to company based on the last best offer.
Severance Agreement
One of the frequent services I perform for employees who are laid off, or occasionally even those fired, is to review a severance agreement handed to them at the time of termination. I’ve seen hundreds of these agreements, and they tend to follow a pattern. I trace and discuss the standard severance terms in this article.
Sexual Harassment
* Requires that all employers provide information to each of their employees describing forms of sexual harassment, its illegality, internal and external complaint processes and legal remedies.

Construction Litigation
I recently reviewed an interview with her by the Los Angeles Daily Journal. [Fri. Sept. 8, 2015] She was a federal prosecutor for nine years, and the presiding judge of the Orange County Superior Court from 2006 through 2009. She sat on the “Complex panel” of the Court for 4 years. [The Complex panel handles multi-party litigation with unique administrative demands – including construction defect litigation and class actions].

Disability Discrimination
A high risk pregnancy requiring time off from work is not only basis for a “pregnancy related disability” triggering the PDL Act, but is also a generally qualifying “disability” under the disability discrimination and accommodation laws of the Fair Employment and Housing Act [FEHA] Government Code Section 12940, et seq. [See e.g., 29 CFR Sec. 825.115(b), 825.120(a)] This is a significant point because the employer may have a duty to accommodate a pregnancy related disability beyond the “4 months” of the PDL Act. Being unable to work during pregnancy is a disability for the purposes of section 12940. (See § 12926, subd. (

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