AALRR works with employers to achieve compliance with the minimum wage, overtime, recordkeeping and classification requirements of all federal and state wage and hour laws. We also assist clients in complying with state wage payment laws involving vacation pay, deductions or commissions, as well as regularly conduct preventive audits of their compliance with these laws.
Our attorneys represent employers in investigations conducted by the U.S. Department of Labor’s Wage and Hour Division and California’s Division of Labor Standards Enforcement. We have also successfully defended employers against all forms of wage and hour lawsuits, including class action claims involving:
As a full-service firm, AALRR offers advice to contractors, developers and owners on buying and selling construction companies, employee retention and management succession. more
AALRR has over 30 years of experience representing municipalities, counties and public agencies in all aspects of their relationships with employees and labor unions, including collective bargaining negotiations, meet and confer issues and grievance arbitrations. more
Discrimination and harassment claims are always a threat to employers. Not only do they place a financial burden on businesses due to the cost of litigating claims, but they can also undermine the morale of a company’s workforce. more
We provide broad and deep experience in advising employers on all aspects of employee benefit plans. more
AALRR has decades of experience advising management in claims involving unions, as well as non-union employees. Among the issues we have handled and addressed are union avoidance and training, collective bargaining, grievances and arbitration, resolution of jurisdictional disputes, as well as a broad range of litigation matters and administrative proceedings. more
Layoffs have become an unfortunate part of business. At AALRR, we strive to make sure that in the event of layoffs or a plant closure, the situation is handled with a minimum of disruption and results in the best possible outcome. more
The Family and Medical Leave Act (FMLA) and California Family Rights Act (CFRA) generally require covered employers to provide eligible employees with up to 12 weeks of unpaid leave for specified medical reasons. However, misconceptions regarding FMLA and CFRA often arise, with employees believing they have more rights than they do and employers being unaware of what employees’ rights really are. more
AALRR counsels clients on workplace health and safety issues with an eye toward achieving practical compliance with applicable federal and state requirements as outlined by the Occupational Safety & Health Administration (OSHA). more
AALRR has nearly 30 years of experience handling matters involving California Prevailing Wage and federal Davis-Bacon and related Acts. In fact, we are at the forefront of the industry and have senior partners who are leading authorities in both areas of law and who have lectured extensively throughout California as well as the nation. more
AALRR attorneys understand the importance of privacy issues in today’s business climate. more
AALRR works with employers to achieve compliance with the minimum wage, overtime, recordkeeping and classification requirements of all federal and state wage and hour laws. We also assist clients in complying with state wage payment laws involving vacation pay, deductions or commissions, as well as regularly conduct preventive audits of their compliance with these laws. more
"Our practice groups embody our attorney's commitment to work as a team to bring statewide firms resources to solving client problems."
“I appreciate the friendliness, the collaborative work environment, and the diversity of issues that come my way.”
"I chose AALRR because I can work on fascinating issues affecting thousands of workplaces throughout California and the West."