Neil Pedersen

Neil is a 30-year litigator who aggressively advocates employee rights against medium sized and large employers. Neil is also an adjunct professor of law, teaching employment law and law practice management. He is highly respected among his peers and by his former clients. He has been named a Southern California Super Lawyer and one of the Best Employers in Orange County several years running. He was named Attorney of the Year by the State Bar Solo and Small Firm Section in 2016. He has tried several significant matters to settlements and judgments in the high six-figure and the seven figure ranges.Neil's Orange County law firm represents employees in all Southern California courts, including the federal courts located therein. He is equally comfortable arbitrating disputes.

• Free Consultation
• Contingent Fees
• Rates, Retainers and Additional Information
  My firm advances all costs of litigation and seeks no fees or up front costs to handle your case. To determine if we can assist, we engage in substantial up-front analysis and investigation at no charge to you. To get started you need to contact the Intake Manager at the firm.

California

Since 1989

Senior Principal

Pedersen Law APC

2000 - Current

Vice-President of Human Resources/General Counsel

QuantumLink Corporation, Torrance, CA

1998 - 1999

Vice-President of Corporate Policy/General Counsel

QuantumLink Corporation, Torrance, CA

1998 - 1998

Principal

Pedersen & Black, a Professional Law Corporation, Newport Beach, CA

1994 - 1998

Senior Associate Attorney

Ford & Pedersen, Los Angeles, CA

1990 - 1994

Associate Attorney

Walker, Kendrick & Jackson, Newport Beach, CA

1987 - 1990

Western State Univ

Undergraduate Degree

Western State Univ COL

Law Degree

Distinguished Alumni Award

Western State Law Review

2018

Attorney of the Year

California State Bar Solo and Small Firm Section

2016

Client's Choice Award

Avvo.com

2016

Super Lawyer

Thompson Reuters publications

2015

Awarded in 2015, 2016, 2017, 2018, 2019

Named a “Top 100 Employment Lawyer”

The National Advocates

2015

California State Bar  # 139262

Member

1989 - Current

Mandatory Harassment Training is Expanded to Include Small and Medium-Size Firms

California State Bar Law Practice Management and Technology Section’s E-News

November, 2018

Beware Treating Disabled Employees the Same as Everyone Else

California State Bar Law Practice Management and Technology Section’s E-News

September, 2018

New Laws That Will Affect Law Office Employers

California State Bar Law Practice Management and Technology Section’s E-News

February, 2018

Reducing Stress in the Practice of Law: Some Practical Tips – Part Three in a Recurring Series

California State Bar Law Practice Management and Technology Section’s E-News

January, 2018

Reducing Stress in the Practice of Law: Some Practical Tips – Part Two in a Recurring Series

California State Bar Law Practice Management and Technology Section’s E-News

January, 2018

Ethical Issues Presented by the Cyber-Security Threat to the Small Firm or Solo Practitioner, A one-hour presentation to the Los Angeles County Bar Association Intellectual Property Section

October 19, 2017

Los Angeles County Bar Association Intellectual Property Section

The Prospective Client and Beyond, Client Interviews to Identify Problem Clients and Avoid Potential Pitfalls During the Representation, A one-hour presentation to the Peter M. Elliott American Inn of Court

November 9, 2017

Time Management and Proper Delegation, “Jump Start Your Law Practice,” a three-day conference held in Indianapolis, Indiana

November 20, 2017

Money, Fees, and Pricing (Making Your Money Work for You), “Start Your Law Practice,” a three-day conference held in Indianapolis, Indiana

November 19, 2017

Employee Hiring, Firing, and Management, A one-hour presentation at “Start Your Law Practice,” a three-day conference held in Indianapolis, Indiana

November 18, 2017

Q. Can my employer force me to go on disability if they refuse my accommodations request? Do I have grounds to fight back?

November 18, 2024

A: Far more needs to be known about your situation before an attorney can confirm whether you are being treated unlawfully. However there are indications in your post that the employer may be violating the Fair Employment and Housing Act. For instance, you do not post about what restrictions you have been placed under that led to the recommended accommodations of wheelchair access and work from home. If there is a way to accommodate the doctor's restrictions without creating an undue hardship on the employer, and that would allow the employee to perform all of the essential functions of the employee's regular job, then the employer will be duty bound to provide that/those accommodations. If the employer cannot identify a way to accommodate you so that you can do all of your essential functions, then the employer must look for a job within the company (not just where you normally worked) then the employer must accommodate you into another job if you are qualified to do it, and it is not a promotion. If there are no such jobs, the employer is legally bound to place you on unpaid leave until you are able to be accommodated. If none of these can accommodate you so that you can return to work in a reasonable period of time, the employer is allowed to terminate you. Note: in looking for another job, while the employer can ask for your input, the company cannot simply do nothing and make you find the jobs you can do that would be a reasonable accommodation.

It would be very wise and important for you to locate and consult with an experienced employment law attorney as soon as possible to explore your facts and determine your options. I would suggest you look either on this site in the Find a Lawyer section, or go to www.cela.org, the home page for the California Employment Lawyers Association, an organization whose members are dedicated to the representation of employees against their employers.

Most employment attorneys who practice this area of law offer a free or low-charge consultation and then if the matter has merit and sufficient value, they work on a contingency basis, meaning you can hire an attorney without paying any money until the matter results in a positive outcome for you. Many advance all the costs of the litigation as well. Do not let fear of fees and costs keep you from finding a good attorney.

Good luck to you. ... Read More

Q. Can an employer be selective in which employee can use time tracking software like timecamp.

November 12, 2024

A: Yes. An employer has no legal obligation to treat all employees the same. However, if you suffer an adverse difference in treatment because you are a member of a protected class of people or because you engaged in some form of legally protected conduct, then you might have a meritorious unlawful discrimination claim. Good luck to you.

Q. I filed a claim for retaliation termination and I received works como but nothing on the wrongful termination

November 9, 2024

A: You say you filed a claim for retaliatory termination. However you do not indicate how or where you did such a filing. It is critically important that you immediately locate and consult with an employment law attorney with whom you can share much more detail. Depending on where you filed your complaint, and what kind of complaint you filed, time could be running short to protect your rights. Most employment attorneys who practice this area of law offer a free or low cost consultation in the beginning and then, if the matter has merit and value, will usually agree to work on a contingency basis, meaning you can hire an attorney without paying any money until the matter results in a positive outcome for you. Many advance all the costs of the litigation as well. Do not let fear of fees and costs keep you from finding a good attorney. Good luck to you. ... Read More