Seth Neulight is a dedicated labor and employment attorney with over 25 years of experience serving employers and executives. Seth represents clients in disputes before state and federal courts, government agencies, and in arbitrations, with an emphasis on complex class and representative actions.
Seth serves clients in industries including technology, food and beverage, higher education, healthcare, banking, and retail. He provides practical, business-oriented advice on matters such as workforce restructurings, layoffs, restrictive covenants, wage-hour law compliance, leaves of absence, and corporate mergers and acquisitions.
I defend employers in complex wage-hour and discrimination class, collective, and representative actions. I have served as lead defense counsel in hundreds of single- and multi-plaintiff lawsuits in California state and federal courts. I have significant experience with claims of employment discrimination, whistleblower retaliation, and harassment, wrongful discharge, and wage and hour violations under Title VII, the Americans with Disabilities Act (ADA), Fair Labor Standards Act (FLSA), Family and Medical Leave Act (FMLA), and California laws including the Fair Employment and Housing Act (FEHA), Labor Code, and Unfair Competition Law (UCL).
My practice also includes labor relations. I help clients respond to union organizing campaigns, provide union avoidance training, and negotiate collective bargaining agreements. I defend clients in grievance arbitrations and unfair labor practice charges before the National Labor Relations Board.
I help clients navigate difficult employment issues such as leave obligations, disability accommodation, employment terminations, and reductions-in-force. I negotiate and draft executive employment contracts, incentive compensation plans, nondisclosure and invention assignment agreements, and separation agreements. I regularly speak on employment law developments, trends, and best practices for workforce management.
The COVID-19 pandemic shifted expectations for many employers and their employees in terms of where and how work gets done. The traditional boundaries between work and personal lives have blurred. Companies have mandated that employees get COVID-19 vaccinations. Employees have had to juggle their job duties and family obligations, often while working from home. Remote or “hybrid” work arrangements have become a new normal. For better or worse, some of these changes are likely to remain with us for years to come. They also pose evolving legal risks in areas such as cybersecurity, wage and hour compliance, employment discrimination, and occupational health and safety. Employers should carefully manage these risks and monitor legal developments as they unfold.
U.S. Court of Appeals, Sixth Circuit
U.S. Court of Appeals, Ninth Circuit
U.S. District Court, Central District of California
U.S. District Court, Eastern District of California
U.S. District Court, Northern District of California
U.S. District Court, Southern District of California
DePaul University College of Law, J.D., (Editor, DePaul Law Review)
Northwestern University, B.A.
San Francisco labor and employment partner Seth Neulight is quoted in this article about summer dress code policies.
Subscribe to stay informed of the latest legal news, alerts, and business trends.Subscribe