Hillary Baca has experience representing employers in both federal and state court and before administrative agencies. She advises employers on complex employment and traditional labor matters. She works with clients across a broad range of industries, but has particular experience in the healthcare industry.
I focus my practice on two areas: I defend clients in employment litigation and I provide advice and counseling to clients with both union-represented and non-union employees on how to best navigate complex labor and employment matters.
I counsel clients on all areas of state and federal employment law, including wage and hour compliance, the limitations on pre-employment background checks, and state and local paid sick leave ordinances. I also advise on workplace investigations, personnel decisions and terminations, disability accommodations and leaves of absence management. I provide tailored advice to employers to help them avoid discrimination, harassment, retaliation, and wage and hour claims. I also offer harassment prevention, sensitivity, and wage and hour compliance trainings to management and non-management employees.
I defend employers in litigation involving claims of employment discrimination, retaliation, wrongful discharge, harassment and wage and hour violations. I represent employers in both single-plaintiff and class-action matters and before administrative agencies, including the Department of Fair Employment and Housing (DFEH), Equal Opportunity Employment Commission (EEOC), Department of Labor (DOL), and the Division of Labor Standards Enforcement (DLSE).
I have advised employers on a variety of labor matters. I also represent employers in collective bargaining agreement negotiations, proceedings before the National Labor Relations Board (NLRB) and Public Employment Relations Board (PERB), and arbitrations related to contract interpretation and employee terminations. I have particular experience representing both public and private health care employers.
I see more states and cities enacting legislation limiting the use of pre-employment background checks. I also see more local legislation creating paid sick leave entitlements for employees. Employers will have to be diligent to ensure compliance with overlapping state and local requirements in both areas of law.
University of California, Berkeley, B.A.
University of Southern California, Gould School of Law, J.D.
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