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. What legal protections exist for non-profit employees reporting a dysfunctional workplace environment to the board chair

November 25, 2024

A: First, employees of a non-profit are to be treated the same way as employees of a for profit enterprise. No difference.

Second, bullying in the workplace and a systemic lack of leadership structure are not unlawful unless you can prove the bullying is being targeted at you because you are a member of a protected class of people or because you engaged in some form of legally protected conduct.

Nonetheless, it would be wise 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, 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. If I own 2 companies, can I have employees work 8 hours in one and part time in the other? Same location.

November 21, 2024

A: Yes, you can have the same employee work at two of your locations. The issue will be whether they will need to be paid overtime after they work 8 hours in a workday or 40 hours a workweek. That issue will be resolved by looking at the type of work, the level of control by you of the two companies, and several other factors. It would be wise for you to locate and consult with an employment law attorney who regularly represents employers to get specific, confidential guidance. Good luck to you.

Q. I was fired from walmart in Feb.2024 I feel I was terminated wrongly I know CA right to terminate I feel I was targeted

November 20, 2024

A: In California you are considered to be employed on an at will basis unless you have an agreement to the contrary about that status with your employer. The employer of an at will employer can terminate the employee at any time and for any reason or even no reason at all. Terminating you for leaving early is more than sufficient reason for your termination. The reason given for the termination does not have to be accurate or based in proof. An important exception to this general rule is if the employer took the action because you a member of a protected class of people, or because you had engaged in some form of legally protected conduct. I see no suggestion of protected conduct in your post. As to being targeted, it is important for you to know that simply targeting you for discipline or termination is not always unlawful. Only if you can establish that the targeting was motivated by your membership in a protected class of people does the action become unlawful. There is nothing in your present post of that kind of illegal motive. If you think there is such an illegal motive, it would be wise 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, 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