Daniel A. Thompson
Daniel, click here to claim your profile for free! Employment Law Attorney with trial experience working at Davis & Wojcik APLCDaniel Thompson is an employment lawyer at The Law Offices of Rosenstein and Associates. He previously practiced law at Davis & Wojcik, APLC. Mr. Thompson has a variety of legal experience and has represented corporations, public entities and individuals throughout Northern and Southern California. In addition to a Juris Doctor degree, Mr. Thompson holds an LL.M. in Public Law and Policy from McGeorge Law School. During law school, Mr. Thompson gained experience as an intern for the California State Senate and City of Folsom. Mr. Thompson has been admitted to practice law in the State of California since 2011.
- Employment Law
- Employee Benefits, Employment Contracts, Employment Discrimination, ERISA, Overtime & Unpaid Wages, Sexual Harassment, Whistleblower, Wrongful Termination
- Business Law
- Business Contracts, Business Dissolution, Business Finance, Business Formation, Business Litigation, Franchising, Mergers & Acquisitions, Partnership & Shareholder Disputes
- Real Estate Law
- Commercial Real Estate, Condominiums, Easements, Eminent Domain, Homeowners Association, Land Use & Zoning, Mortgages, Neighbor Disputes, Residential Real Estate, Water Law
- Criminal Law
- Criminal Appeals, Drug Crimes, Expungement, Fraud, Gun Crimes, Internet Crimes, Sex Crimes, Theft, Violent Crimes
- Estate Planning
- Guardianship & Conservatorship Estate Administration, Health Care Directives, Trusts, Wills
- Health Care Law
- Free Consultation
- Credit Cards Accepted
- Contingent Fees
- California
- State Bar of California
- United States District Court Central District of California
- United States District Court Southern District of California
- English: Spoken, Written
- University of the Pacific, McGeorge School of Law
- LL.M. (2012) | Public Law and Policy
- Western Sierra Law School
- J.D. (2010)
- Top 100 Employment Lawyers
- American Academy of Attorneys
- Eagle Scout
- Boy Scouts of America
- State Bar of California  # 276805
- Member
- Current
- Riverside County Bar Association
- Member
- Current
- American Academy of Attorneys
- Member
- Current
- Temecula Chamber of Commerce
- Member
- Current
- Valley Young Professionals
- Member
- Current
- Journey of a Couch Gnome
- D.A. Thompson
- Peter Pomperfield and the Battle for Grandma's House
- D.A. Thompson
- Peter Pomperfield and the Siege of Fair Oak Elementary
- D.A. Thompson
- Peter Pomperfield and the War for Camp Willalacky
- D.A. Thompson
- RCC Pathways to Law, Pathways to Law, Riverside City College
- Riverside City Collge
- The Community Colleges Pathway to Law School Initiative is an unprecedented effort within public higher education to enhance opportunities and advancement in the legal profession for diverse populations, particularly those who have been underrepresented.
- Conducting Effective Workplace Investigations
- Thomson Reuter
- Q. My company offers one hour of sick time for every 30 hours that I work. I have accrued 22 hours of of sick time.
- A: No, not unless your employer’s policy provides for a payout. If you leave your job and get rehired by the same employer within 12 months, you can reclaim (restore) what you had accrued in paid sick leave, provided it was not paid out pursuant to a paid time off policy at termination.
- Q. Are salesmen always supposed to get Commission
- A: In California, all commission agreements are supposed to be in writing so the employee knows how to calculate wages. If you were given a commission agreement, the employer may be liable for breach of contract.
- Q. Can I be laid off while on disability?
- A: In California, covered employers are required to provide up to 12 weeks of unpaid, job-protected leave to eligible employees for certain family and medical reasons, such as an employee’s serious health condition. However, the Americans with Disabilities Act (“ADA”) and workers’ compensation laws create additional obligations to “reasonably accommodate” the employee’s disability.
Still, the ADA does not require an employer to ignore business realities. An employer is not required to make an accommodation if it would impose an “undue hardship” on the operation of the employer’s business. “Undue hardship” is defined as an action requiring significant difficulty or expense ... Read More
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