Brad S Kane
Kane Law Firm understands your problem is more than a legal transaction
Brad S. Kane has practiced law for more than twenty years in California, Washington, and Alaska. After a decade-long career in “Big Law,” in 2001 Mr. Kane started the Kane Law Firm, a Los Angeles-based practice. Mr. Kane takes a unique, humanistic approach with clients, always keeping the client engaged in their case and counseling clients toward fair and reasonable solutions to often emotional and complex problems.
The Kane Law Firm follows Mr. Kane’s interdisciplinary approach to law and avoids the often myopic “over-specialization” or one-sided thinking caused by only representing one side to a particular kind of dispute. For example, Mr. Kane regularly counsels and represents small and medium sized employers on the handling of employee disputes, while also representing aggrieved employees with serious claims against their own employers.
As a result, Mr. Kane is constantly searching for outside the box solutions to litigation and negotiations in areas spanning employment law, entertainment, insurance coverage, as well as business and corporation litigation. In fact, Mr. Kane has a reputation amongst his associates and colleagues of “taking cases no one else would take” and turning them into gold.
Finally, Mr. Kane has an unshakable faith in our justice system derived from his experience clerking for Alaska Supreme Court Chief Justice Jay A. Rabinowitz, his experience as a lawyer, and serving over 250 times as a Judge Pro Tem. To Mr. Kane, the judicial system holds a unique ability to shape a person’s world view and how people see themselves. Mr. Kane earned his J.D. from Hastings College of the Law and his B.A. in history from University of California Los Angeles.
- Business Law
- Business Contracts, Business Litigation, Partnership & Shareholder Disputes
- Employment Law
- Employee Benefits, Employment Contracts, Employment Discrimination, Overtime & Unpaid Wages, Sexual Harassment, Whistleblower, Wrongful Termination
- Arbitration & Mediation
- Business - Arbitration/Mediation, Consumer - Arbitration/Mediation
- General Civil
- FaceTime
- Skype
- Zoom
- FreeConferenceCall
- Free Consultation
- Credit Cards Accepted
- Contingent Fees
- Alaska
- Alaska Bar Association
- ID Number: 9111089
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- California
- State Bar of California
- ID Number: 151547
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- Washington
- Washington State Bar Association
- ID Number: 33552
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- English: Spoken, Written
- Owner
- Kane Law Firm
- - Current
- General Counsel
- Kane Automotive Group
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- University of California College of the Law, San Francisco
- J.D.
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- University of California - Los Angeles
- B.A.
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- Top Contributor Award
- AVVO
- Top Contributor Award
- AVVO
- Client's Choice Award 2021
- Avvo
- Five 5-star reviews on Avvo.com
- Top Contributor Award
- AVVO
- Top Contributor Award
- Avvo
- Washington State Bar Association # 33552
- Member
- - Current
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- President of the South Carthay Neighborhood Association and the P.I.C.O. Neighborhood Council, Town Hall Meeting Opposing SB50, Los Angeles, CA
- In his own remarks, Kane presented a list of 12 potential alternatives to SB 50, which he said could be much more effective at addressing our current housing issues.
- Are LA’s New Luxury Apartments Just Sitting Empty?, Los Angeles, CA
- KCRW Design and Architecture
- An eye-opening interview shedding light on how thousands of people are living on the streets of Los Angeles while 100,000 apartment units are reportedly sitting empty throughout the city.
- CBS Radio KNX Interview - Employer/Employee Laws, Los Angeles, CA
- CBS News Radio
- Interview on Portugal's law penalizing employers for contacting employees outside of office hours
Unpaid Models Why I Do This?
- Q. What to do about HR dismissing my protected class concerns and reducing work hours?
- A: First, if HR is not willing to communicate about your complaint in writing that is a huge red flag.
Second, the reduction in your hours is already an adverse employment action, so it appears that your employer is asking you to accept the discrimination that has already occurred.
Third, you should put together a chronology of key events with back-up evidence such as email, texts or witnesses, so that an attorney can assist you with evaluating whether you have enough evidence to pursue a claim.
- Q. Denied promotion due to potential favoritism and discrimination; exploring options under arbitration agreement.
- A: Your next steps should be to prepare a chronology of events supported by documentary evidence.
Next, you should review it with a lawyer to confirm you have enough evidence to establish a good faith claim, then you prepare a complaint to HR about the discrimination - hopefully reviewed by a lawyer so you hit all the right notes.
Once you file the written complaint with your employer, you at least have potential retaliation claims if your employer responses by taking adverse actions against you.
You are correct that HR is there to protect the employer's interests. HR is not an advocate for employees.
The arbitration agreement will not prevent you from filing a complaint in Court ... Read More
- Q. Can I sue a hospital for suspending me after reporting inappropriate behavior?
- A: Assuming you did not complain to the government, Washington's Healthcare Whistleblower Retaliation protections do not apply to you.
Nevertheless, depending on the nature of the inappropriate comments, you may still have a claim for wrongful termination in violation of public policy, if the comments were discriminatory or sexual in nature.
