HomeMy WebLinkAbout2022 CON Meyers Nave PLC - Labor and Employment LawAGREEMENT FOR LEGAL SERVICES
BY AND BETWEEN
THE CITY OF NATIONAL CITY
AND
MEYERS NAVE PLC
THIS AGREEMENT FOR LEGAL SERVICES (the "Agreement") is made as of the 21st
day of June, 2022 between THE CITY OF NATIONAL CITY, a municipal corporation, (the
"CITY") and MEYERS NAVE PLC, (the "FIRM"). This Agreement sets forth the parties' mutual
understanding concerning legal services to be provided by the FIRM and the fee arrangement for
said services.
Article .. Retainer. The CITY hereby retains the FIRM to serve as Legal Counsel on
as -needed, general legal services regarding labor and employment law matters, subject to this
Agreement.
Article 2. Effective Date and Term. This Agreement shall be effective on the date
fully executed and continue until June 21, 2027, This Agreement may be terminated at any time
by either party with sixty days' written notice to the other. Notice of termination by the FIRM
shall be given to the City Attorney.
Article 3. Scope of Services.. The CITY shall have the right in its sole discretion to
determine the particular services to be performed by the FIRM under this Agreement. These
services may include the following: as -needed, general legal services regarding labor and
employment law matters as per the Proposal attached as Exhibit A, and communications with City
staff ("LEGAL SERVICES").
Article 4. Compensation. Compensation paid under this Agreement shall be as set
forth in Exhibit B.
A. The FIRM shall not use more than one attorney for the same specific task
without the CITY's approval. The FIRM may use the minimum number of attorneys for this
engagement consistent with good professional practice after consulting with and obtaining
approval by the CITY.
B. The FIRM agrees to document a plan and budget consistent with the scope
of services described above in Article 3 to be agreed to by the City Attorney and the FIRM. The
CITY shall not be obligated to pay the FIRM amounts not discussed, budgeted, and agreed to
before being incurred by the FIRM.
C. The CITY has appropriated or otherwise duly authorized the payment of an
amount not to exceed $50,000.00 for LEGAL SERVICES and out-of-pocket disbursements
pursuant to this Agreement. In no event shall the total fees plus out-of-pocket disbursements
exceed this amount without written authorization of the CITY.
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D. The FIRM shall keep the CITY advised monthly as to the level ofattorney
hours and client services performed under Article 1. The FIRM will not charge the CITY for travel
time; however, the FIRM may charge for work performed for the CITY during any travel time.
E. The CITY further agrees to reimburse the FIRM, in accordance with the
procedures set forth in this Article, for telephone, fax, mail, messengers, federal express deliveries,
document reproduction, client -requested clerical overtime, lodging, and similar out-of-pocket
expenses charged by the FIRM as a standard practice to its clients generally, with the exception of
travel and meals. In any billing for disbursements, the FIRM shall provide the CITY with a
statement breaking down the amounts by category of expense. The following items shall not be
reimbursed, unless the CITY has specifically agreed otherwise:
(1) Word Processing, clerical or secretarial charges, whether expressed
as a dollar disbursement or time charge.
(2) Storage of open or closed files, rent, electricity, local telephone,
postage, receipts or transmission of telecopier documents, or any other items traditionally
associated with overhead.
(3) Photocopy charges in excess of .1 (fifteen cents) per page.
(4) Auto mileage rates in excess of the rate approved by the Internal
Revenue Service for income tax purposes.
(5) Secretarial overtime. Where case requirements demand overtime,
the CITY will consider reimbursement on a case -by -case basis. The CITY will not reimburse
overtime incurred for the convenience of the FIRM'S failure to meet deadlines known n in advance.
(6) Equipment, books, periodicals, research materials, Westlaw Lexis
or like items.
(7) Express charges, overnight mail charges, messenger services or the
like, without the CITY' S prior consent. The CITY expects these expenses to be incurred in
emergency situations only. Where case necessity requires the use ofthese services, the CITY will
consider reimbursement on a case -by -case basis.
(8) Travel and meals.
(9) Late payment charge or interest. Due to the nature of the CITY' S
payment process, the CITY will not pay any late charges or interest charges to bills. Every effort
Will be made to pay bills promptly.
F. Bills from the FIRM should be submitted to Charles E. Bell, Jr., City
Attorney, 1243 National City Boulevard, National City, CA 91950-4301. The individual time and
disbursement records customarily maintained by the FIRM for billing evaluation and review
purposes shall be made available to the CITY in support of bills rendered by the FIRM.
G. The FIRM agrees to forward to the CITY a statement of account for each
one -month period of services under this Agreement, and the CITY agrees to compensate the FIRM
on this basis. The FIRM will consult monthly with the CITY as to the number of attorney hours
and client disbursements which have been incurred to date under this Agreement, and as to future
expected levels of hours and disbursements.
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H. Billing Format. Each billing entry must be complete, discrete and
appropriate.
(1) Complete.
(a) Each entry must name the person or persons involved. For
instance, telephone calls must include the names of all participants.
(b) The date the work was performed must be included.
(c) The hours should be billed. in .10 hour increments.
(d) The specific task performed should be described, and the
related work product should be reference ("telephone call re: trial brief," `interview in preparation
for deposition").
(e) The biller's professional capacity (partner, associate,
paralegal, etc.) should be included.
(2) Discrete: Each task must be set out as a discrete billing entry;
neither narrative nor block billing is acceptable.
(3) Appropriate.
(a) The CITY does not pay for clerical support, administrative
costs, overhead costs, outside expenses or excessive expenses, For example, the CITY will not
pay for secretarial time, word processing time, air conditioning, rental of equipment, including
computers, meals served at meetings, postage, online research, or the overhead costs of sending or
receiving faxes. Neither will the CITY pay for outside expenses such as messenger delivery fees,
outside photocopying, videotaping of depositions, investigative services, outside computer
litigation support services, or overnight mail.
(b) Due to the nature of the CIT 'S payment process, the CITY
will not pay any late charges. Every effort will be made to pay bills promptly.
I, Staffing. Every legal matter should have a primarily responsible attorney
and a paralegal assigned. Ultimately, staffing is a CITY decision, and the CITY may review
staffing to insure that it is optimal to achieve the goals of the engagement at the least cost.
(1) Paralegals are to be used to the maximum extent possible to enhance
efficiency and cost-effectiveness. All tasks typically considered associate work should be
considered for assignment to a paralegal. Written authorization from the CITY must be had before
associate hours billed exceed paralegal hours billed.
(2) Once an attorney is given primary responsibility for an engagement,
that person should continue on the legal matter until the matter is concluded or the attorney leaves
the FIRM. The CITY will not pay the costs of bringing a new attorney up to speed.
(3) If more than one attorney is going to perform the same task, prior
approval from the CITY must be had. This includes document review.
Article 5. I n t . contractor. The FIRM shall perform services as an
independent contractor. It is understood that this contract is for unique professional services.
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Accordingly, the duties specified in this Agreement may not be assigned or delegated by the FIRM
without prior written consent of the CITY. Retention of the FIRM is based on the particular
professional expertise of the individuals rendering the services required in the Scope of Services.
Article 6. Confidentiality of Work. All work performed by the FIRM including but
not limited to all drafts, data, correspondence, proposals, reports, and estimates compiled or
composed by the FIRM pursuant to this Agreement is for the sole use of the CITY. All such work
product shall be confidential and not released to any third party without the prior written consent
of the CITY
Article 7. Compliance with Controlling Law. The FIRM shall comply with all
applicable laws, ordinances, regulations, and policies of the federal, state, and local governments
as they pertain to this Agreement. In addition, the FIRM shall comply immediately with any and
all directives issued by the CITY or its authorized representatives under authority of any laws
statutes, ordinances, rules, or regulations. The laws of the State of California shall govern and
control the terms and conditions of this Agreement.
Article 8. t .lit _ f_Work. The CITY shall decide any and all questions which
may arise as to the quality or acceptability of the services performed and the manner of
performance, the acceptable completion of this Agreement and the amount of compensation due.
If the FIRM and the CITY cannot agree to the quality or acceptability of the work, the manner of
performance, or the compensation payable to the FIRM in this Agreement, the CITY or the FBI
shall give to the other written notice. Within ten (10) business days, the FIRM and the CITY shall
each prepare a report which supports their position and file the same with the other party. The
CITY shall, with reasonable diligence, determine the quality or acceptability of the work, the
manner of performance or the compensation payable to the FIRM.
Article 9. Indemnification. The FIRM agrees to indemnify, defend, and hold the
CITY and its agents, officers, employees, and volunteers harmless from and against all claims
asserted or liability established for damages or injuries to any person or property, including injury
to the F1R I'S employees, agents, or officers, which arise from or are connected with or caused or
claimed to be caused by the acts or omissions of the FIRM and its agents, officers, or employees
in performing the work or other obligations under this Agreement, and all expenses of investigating
and defending against same; provided, however, that this indemnification and hold harmless shall
not include any claims or liability arising . from the established sole negligence or willful
misconduct of the CITY, its agents, officers, employees, or volunteers.
Article 10. Insurance. The FIRM, at its sole cost and expense, shall purchase and
maintain throughout the terra of this Agreement, the following insurance policies:
A. Professional Liability Insurance (errors and omissions) with minimum
limits of $1,000,000 per claim.
B. Automobile Insurance covering all bodily injury and property damage
incurred during the performance of this Agreement, with a minimum coverage of $1,000,000
combined single limit per accident. Such automobile insurance shall include owned, non -owned,
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Legal Services
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and hired vehicles. The policy shall name the CITY and its officers, agents, employees, and
volunteers as additional insureds, and a separate additional insured endorsement shall be provided.
C. Commercial General Liability Insurance, with minimum limits of either
$2,000,000 per occurrence and $4,000,000 aggregate, or $1,000,000 per occurrence and
$2,000,000 aggregate with a $2,000,000 umbrella policy, covering all bodily injury and property
damage arising out of its operations, work, or performance under this Agreement. The policy shall
name the CITY and its officers, agents, employees, and volunteers as additional insureds, and
separate additional insured endorsement shall be provided. The general aggregate limit must apply
solely to the "location". The "location" should be noted with specificity on an endorsement that
shall be incorporated into the policy,
D. Workers' ' Compensation Insurance in an amount sufficient to meet
statutory requirements covering all of FIRM'S employees and employers' liability insurance with
limits of at least $1,000,000 per accident. In addition, the policy shall be endorsed with a waiver
of subrogation in favor of the CITY. Said endorsement shall be provided prior to commencement
of work under this Agreement.
E. The aforesaid policies shall constitute primary insurance as to the CITY, its
officers, officials, employees, and volunteers, so that any other policies held by the CITY shall not
contribute to any loss under said insurance. Said policies shall provide for thirty days prior
written notice to the CITY' s Risk Manager, at the address listed in subsection G below, of
cancellation or material change.
F. if required insurance coverage is provided on a "claims made" rather than
occurrence form, the FIRM shall maintain such insurance coverage for three years after
expiration of the term (and any extensions) this Agreement. in addition, the "retro" date must
be on or before the date of this Agreement.
shall be:
G. The Certificate Holder for all policies of insurance required by this Section
City of National City
co Risk Manager
1243 National City Boulevard
National City, CA 919 0-4 97
H. Insurance shall be written with only insurers authorized to conduct business
in California that hold a current policy holder's alphabetic and financial size category rating of not
less than :II according to the current est's Key Rating Guide, or a company of equal financial
stability that is approved by the CITY' S Risk Manager. In the event coverage is provided by norm
admitted "surplus lines" carriers, they must be included on the most recent List of Approved
Surplus Line Insurers " L S I" and otherwise meet rating requirements.
This Agreement shall not take effect until certificate(s) or other sufficient
proof that these insurance provisions have been complied with, are filed with and approved by the
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CITY' S Risk Manager. If the FIRM does not keep all insurance policies required by this Article
10 in full force and effect at all times during the term of this Agreement, the CITY may treat the
failure to maintain the requisite insurance as a breach ofthis Agreement and terminate the
Agreement as provided herein.
J. All deductibles and self -insured retentions in excess of $10,000 must be
disclosed to and approved by the CITY. CITY reserves the right to modify the insurance
requirements of this Article 10, including limits, based on the nature of the risk, prior experience,
insurer, coverage, or other special circumstances.
K. If the FIRM maintains broader coverage or higher limits (or both) than the
minimum limits shown above, the CITY shall be entitled to the broader coverage or higher limits
(or both) maintained by the FIRM. Any available insurance proceeds in excess of the specified
minimum limits of insurance and coverage shall be available to the CITY.
Article 11. Drug.. Free Work Place. The FIRM agrees to comply with the CIT ' S
Drug -Free Workplace requirements. Every person awarded a contract by the CITY for the
provision of services shall certify to the CITY that it will provide a drug -free workplace. Any
subcontract entered into by the FIRM pursuant to this Agreement shall contain this provision.
Article 12. Non -Discrimination Provisions. The FIRM shall not discriminate against
any subcontractor, vendor, employee or applicant for employment because of age, race, color,
ancestry, religion, sex, sexual orientation, marital status, national origin, physical handicap, or
medical condition. The FIRM will take positive action to insure that applicants are employed
without regard to their age, race, color, ancestry, religion, sex, sexual orientation, marital status,
national origin, physical handicap, or medical condition. Such action shall include but not be
limited to the following: employment, upgrading, demotion, transfer, recruitment or recruitment
advertising, layoff or termination, rates of pay or other forms of compensation, and selection for
training, including apprenticeship. The FIRM agrees to post in conspicuous places available to
employees and applicants for employment any notices provided by the CITY setting forth the
provisions of this non-discrimination clause.
Article 13. Notification of Change in Form. The FIRM has the right to effect changes
in form including but not limited to: the change in form from a partnership to a professional law
corporation; the change in form of any partner or partners from an individual or individuals to a
professional law corporation; the change in form of any corporate partner or partners to any
individual partners. The CITY shall be promptly notified in writing of any change in form.
Article 14. Notices. In all eases where written notice is to be given under this
Agreement, service shall be deemed sufficient if said notice is deposited in the United States mail,
postage paid. When so given, such notice shall be effective from the date of mailing of the notice.
Unless otherwise provided by notice in writing from the respective parties, notice to the Agency
shall be addressed to:
City Attorney
City of National City
2021 Agreement
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City of National City and
MEYERS NAVE PLC
1243 National City Boulevard
National City, CA 91 5 0-4 97
cc: Executive Assistant to the City .ttorne
City of National City
1243 National City Boulevard
National City, CA 91' 0-4 ' 7
and to: attorneVaTtationalcityca.gov
leahm anationals i tvca.gov
Notice to the FIRM shall be addressed to:
Janice P. Brown
600 B Street, Suite 1650
San Diego, California 92101
tel (619) 3330-1700
fax (619) 330-1701.
jbrownrneyersnave.com
Nothing contained in this Agreement shall preclude or render inoperative service
or such notice in the manner provided by law.
Article 1, Administrative Provisions.
Time of Essence. Time is of the essence for each provision of this
Agreement.
B. Counterparts. This Agreement may he executed in multiple counterparts,
each of which shall be deemed an original, but all of which, together, shall constitute but one and
the same instrument.
C. Headings. Any captions to, or headings o, the sections or subsections of
this Agreement are solely for the convenience of the parties hereto, are not a part of this
Agreement, and shall not be used for the interpretation or determination of the validity of this
Agreement or any provision hereof.
I . Ca ifirnia Law. This Agreement shall be construed and interpreted in
accordance with the laws of the State of California. The venue for any legal action arising under
this Agreement shall be in either state or federal court in the County of San Diego, State of
Cal ifornia.
E. Integrated . ee ent. This Agreement including attachments and exhibits
contains all of the agreements of the parties and all prior negotiations and agreements are merged
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in this Agreement. This Agreement cannot be amended or modified except by written agreement,
and mutually agreed upon by the CITY and the FIRM.
F. Severability. The unenforceability, invalidity, or illegality of any provision
of this Agreement shall not render the other provisions unenforceable, invalid, or illegal.
G. Waiver. The failure of the CITY to enforce a particular condition or
provision of this Agreement shall not constitute a waiver of that condition or provision or its
enforceability.
I. Conflict of Interest. During the term of this Agreement, the FIRM shall not
perform services of any kind for any person or entity whose interests conflict in any way with
those of the CITY. This prohibition shall not preclude the CITY from expressly agreeing to a
waiver of a potential conflict of interest under certain circumstances.
1.No Obligations to Third Parties. Except as otherwise expressly provided
herein, the execution and delivery of this Agreement shall not be deemed to confer any rights upon,
or obligate any of the parties hereto, to any person or entity other than the parties hereto.
J. Exhibits and Schedules. The Exhibits and Schedules attached hereto are
hereby incorporated herein by this reference for all purposes. To the extent any exhibits, schedules,
or provisions thereof conflict or are inconsistent with the terms and conditions contained in this
Agreement, the terms and conditions of this Agreement shall control.
K. Construction. The parties acknowledge and agree that (0 each party is of
equal bargaining strength, (ii) each party has actively participated in the drafting, preparation and
negotiation of this Agreement, and (iii) any rule or construction to the effect that ambiguities are
to be resolved against the drafting party shall not apply in the interpretation of this Agreement, or
any portions hereof, or any amendments hereto.
IN WITNESSWHEREOF. the parties hereto have executed this Agreement on the
date and year first above written.
{CITY OF NAL CITY
By:
City Manager
APPROVED TO FORM:
By:
Charles E. Bell J
City' Attorney
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MEYERS NAVE PLC
('Corporation - signatures of two corporate officers)
By: , Esq.
CamilleHamilton-Eating
Title: Sr. Principal
By:
,I. nice P. Brown
Title: Sr. Principal
, Esq.
City, of National City and
MEYERS NAVE PLC
EXHIBIT A
City of National C
ty
EMPLOYMENT AND LABOR LEGAL SERVICES
meyers
nave
Janice P. Brown, Senior Principal
Labor & Employment Law Practice
600 B Street, Suite 1650
San Diego, CA 92101
Phone: (619) 330-1703
Fax: (619) 330-170
Email: jbrown@meyersnave.com
www.eneyersnave.com
MAY 5, 2022
City of National City
Employment and Labor Legal Services
Table of Contents
i
COVER LETTER
STATEMENT OF UNDERSTANDING AND PROPOSED METHODOLOGY. NM044,1:r*01.11•1....rr.,r■.,......er.
PROJECT -RELATED EXPERIENCE
PROJECT PERSONNEL 12
INSURANCE
SCHEDULE OF RATES 13
REFERENCES
ADDITIONAL REQUIRED INFORMATION.. 15
APPENDIX A — PROJECT PERSONNEL RESUMES 20
APPENDIX B CERTIFICATE OF INSURANCE 21
12
Meyers Nave I May 5, 2022
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3
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City of National City
Employment and Labor Legal Services
Cover Letter
meyers
nave
City Attorney
City of National City
1234 National City Blvd,
National City, CA 91950
(619) 336-4220
attorney@nationalcityca.gov
Re: Response To RFQ for Employment and Labor Legal Services
On behalf of Meyers Nave, I am pleased to submit the enclosed proposal to provide the City of
National City ("National City") with Employment and Labor Legal Services.
I will serve as the contact person for this introduction. As a Senior Principal of Meyers Nave I am
authorized to bind the firm and attest that all information in response to this REP is true and
correct. My contact information is as follows:
Janice P. Brown, Principal
Meyers Nave
600 B Street, Suite 1650
San Diego, CA 92101
Tel: (619) 330-1703
Email: jbrown@rneyersnave.com
Meyers Nave proposes that Senior Associate David Middleton, will serve as lead for the scope
of work proposed, with assistance from Senior Associate Alicia M. Morrell, Associate Angelica
Pe Benito, Senior Principal Camille Hamilton Pating, Of Counsel Jesse Lad, and me. Our team
advises numerous other Cities, Counties, Municipalities and Special Districts and are extremely
knowledgeable in Employment and Labor Law issues as they specifically relate to public
agencies in California.
Meyers Nave currently serves as outside legal counsel for National City advising on the
implementation of the City's commercial cannabis program, among other matters. Our
familiarity with National City, and the City Attorney's office, make us uniquely qualified to
seamlessly transition into this role.
Meyers Nave I May 5, 2022
City of National City
Employment and Labor Legal Services
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Thank you for the opportunity to respond to your request for qualifications. We look forward to
hearing from you.
Sincerely,
Janice P. Brown
Senior Principal, Labor & Employment Law Practice
Meyers Nave I May 5, 2022
City of National City
Employment and Labor Legal Services
3
Statement of Understanding and Proposed Methodology
Labor and Employment General Overview
Meyers Nave is a leading multidisciplinary law firm in California, serving municipalities and
other local public agencies since 1986. Our recognized attorneys assist hundreds of public
entities around the state, including more than 15 cities in Northern California where we serve
as the City Attorney, Our labor and employment lawyers also represent a substantial part of our
General Counsel role for more than 30 special districts with human resource needs.
In addition, our Labor and Employment Practice Group offers assistance for more specialized
needs, including workplace investigations, labor negotiations, and hearings before the
California Public Employment Relations Board (PERK). We provide trainings in the full spectrum
of labor and employment law, including, to governing boards, key management personnel, or all
employees, depending on the public agency's needs. Our services include litigation and
appeals, administrative hearings and appeals, labor relations, personnel investigations, audits
of policies and programs, general advice and training.
We also have extensive familiarity with the challenges presented by for -cause unionized
employment environments and serve as lead labor negotiators to several public entities. We
have comprehensive experience with unionized workforces, including public safety and large
numbers of associations/unions, the due process requirements that cities face in workplace
actions, and the best practices utilized around the state. Locally, we have provided labor and
employment services for numerous districts and agencies in Southern California specifically.
Our approach advises our clients on the potential impacts of federal and state prevailing wage
statutes and regulations, notably the Davis -Bacon Act and the California Labor Code, related to
proposed transactions and public projects, including public -private partnerships. Our attorneys
advise staff on prevailing wage compliance and procedures, and have experience related to
enforcement hearings before the Department of Industrial Relations,
Furthermore, our attorneys routinely consult with administrators about personnel --related
issues including nepotism, outside employment and employee involvement in political activity.
We advise key staff on handling employee discipline, termination, resignation and
implementing employment contracts as well as cases involving alleged wrongful termination,
whistleblowing, discrimination and harassment issues.
We address on the next two pages the specific areas in the Scope of Services sought by National
City.
Meyers Nave I May 5, 2022
City of National City
Employment and Labor Legal Services
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Personnel and Labor Advice
Our employment attorneys provide day-to-day counseling, draft and review employee
handbooks, conduct internal training programs, handle workplace investigations, administrative
claims, grievances, unfair labor practices and employee relations issues, mediation, arbitration,
and litigation in state and federal courts. Depending on the agencies' needs, we sometimes
provide only occasional on -call advice as needed.
For many others, we are regularly consulted, including handling larger or on -going
accommodation, grievance, discipline, EEOC or other services. We also regularly prepare layoff
notices and severance agreements, review and revise policies, advise on the details when
employees will be out for medical reasons, prepare responses to unfair labor practices and
California Department of Fair Employment and Housing (DFEH) complaints and help settle
potential litigation, We guide numerous clients in developing and revising department and
agency -wide personnel rules and policies.
Labor and Employment Law Litigation
We provide sophisticated, operations -focused advice on complex issues such as employee
classification, discipline and terminations, leaves of absence, workplace culture, social media,
disability issues, employee privacy and free speech rights, whistleblower laws, and
management of internal and external complaints. Our attorneys are experts in drafting and
revising personnel policies, employee handbooks, and employment contracts, as well as
conducting audits covering the entire organization or focusing on specific subjects such as
hiring practices or workplace safety. When litigation is unavoidable, we have experience
defending employers in single- and multi -plaintiff lawsuits involving wage -and -hour issues,
wrongful termination, sexual harassment, racial discrimination, disability accommodation,
retaliation, defamation, medical leave, and trade secret misappropriation, among others.
Labor Negotiations/Bargaining Units
Our labor lawyers serve as lead negotiator and labor counsel for employers that are involved
with labor organizations representing every type of employee —rank and file, management,
confidential, professional, and police and fire. We have negotiated hundreds of labor contracts
for small, medium, and large employers, including during challenging financial times and during
the COVID-19 pandemic. We handle collective bargaining, concession and interest -based
bargaining, meet and confer, discipline, grievances, unfair labor practice charges, fact-finding
proceedings, interest arbitrations and administrative hearings, Our experience includes
preparation and strategy, serving as chief spokesperson at the table, advising on impasse
procedures, and briefing management. We also draft and meet with unions on Employer -
Employee Relations Rules governing unit and representation processes. A key strength of our
negotiations practice is our experience litigating and arbitrating the same issues negotiated at
the bargaining table.
Meyers Nave May 5, 2022
City of National City
Employment and Labor Legal Services
Workplace Investigations
We have had a specialty Workplace Investigations group for more than 10 years, and we have
conducted over 250 high -profile investigations on virtually every type of current and emerging
workplace misconduct allegation, including ethics violations, hostile work environment,
harassment, discrimination, bullying, retaliation, implicit bias, substance abuse and fraud, waste
and abuse. We also advise on and supervise internal employer investigations to assure
compliance with state and federal laws. Meyers Nave specializes in investigations that involve
the leadership ranks of an organization- selected officials, board members, executive officers
and management team members, department managers, and key personnel including police
and fire chiefs, university faculty, school administrators and chief executive officers. As
attorneys who also represent clients in employment litigation, we know how to conduct
independent investigations and prepare reports that will withstand scrutiny and credibly serve
in a courtroom, arbitration or public domain.
Training
The #MeToo movement revealed that traditional workplace misconduct training that focused
on technical legal compliance did not have the intended effect of preventing or stopping
inappropriate workplace behaviors. Meyers Nave has created new training programs that
enhance workplace culture, incorporate a practical approach and reflect modern workplace
scenarios and issues. Our programs provide employees with the awareness, knowledge and
tools needed to thrive in today's complex workplace, including Political Speech on Work
Platforms, Harassment and Bullying Prevention, Recognizing and Minimizing Implicit Bias, How
to Have Inclusive Conversations about Difficult Issues, Protecting Due Process of the Accused
while Investigating Allegations, Promoting a Respectful Workplace, and Bystander Intervention
Training. Our anti -harassment training meets all mandatory requirements for employers under
AB 1825, AB 1661 and SB 1 43, and is available via video conference.
Project -Related Experience
Representative Experience Labor Negotiations/Bargaining Units
City of Walnut Creek
In our role as Chief Labor and Employment Counsel for the City, Meyers Nave has worked on a
range of complex matters/ including employee misconduct and leave issues, as well as multiple
alleged incidents of misconduct against minors that triggered mandatory reporting obligations
under the Child Abuse and Reporting Act.
Meyers Nave I May 5, 2022
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City of National City
Employment and Labor Legal Services
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Bay Area Air Quality Management District
A Meyers Nave team completed a comprehensive human resources audit for the Bay Area Air
Quality Management District. As part of that audit, we reviewed its Molds and related rules and
policies to identify potential legal problems and then advised the human resources department
on revising the documents to adhere to best practices.
City of Modesto
For more than five years, Meyers Nave has served as City Attorney for Modesto, a community
of more than 200,000 residents. Of Counsel, Jesse Lad serves as the Chief Labor and
Employment Counsel for the City.
Contra Costa County
Meyers Nave conducted a comprehensive FLSA audit, including meeting with all unions and
departments to understand specific practices and legal concerns. We also served as advisor to
Contra Costa County on a long-term project to implement a new payroll system, including
working with various departments to identify current FLSA practices and assisting the county
controller, counsel, and human resources to assure FLEA compliance. We also represented
the county in an appeal of PEPB's General Counsel's administrative decision on an AFSCME
charge. The decision held that AB 646 fact-finding applies to all meet and confer impasses,
rather than only to impasses in MOU negotiations.
County Public Employees' Retirement Association
Meyers Nave successfully defended a County Public Employees' Retirement Association in a
layoff action involving one of two attorneys in the client's legal department. After a six -day
trial, an Administrative Law Judge sustained the layoff action. The plaintiff challenged the
layoff action based on allegations of discrimination, that the layoff was a pretext for avoiding
the civil service discipline system, and it was implemented to neutralize a possible race
discrimination action by the laid off attorney. The victory was particularly difficult because the
sittin?, President of the Board of Trustees (a District Attorney) for the client, the Human
Resources manager for the client, and the former General Counsel (a District Attorney) of the
client all testified against Meyers Nave's client, the employer organization.
County of San Bernardino
Meyers Nave obtained a favorable settlement on behalf of the County in an employee
termination lawsuit regarding its highest paid unelected position, the County Administrative
Officer. The plaintiff held the position for approximately five years and reported directly to the
County's Board of Supervisors. After the Board voted to terminate the plaintiff's employment,
the plaintiff claimed the County fired him because he had disclosed information that he
believed revealed a violation of state or federal law to another government agency. The County
asserted that the plaintiff was released as a high-level, at -will employee on a "no cause' basis
pursuant to the County's procedures.
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City of Napa
Meyers Nave recently served as lead negotiator in negotiations between the City and the City's
firefighter unit and general employee unit which is represented by SE1U. These negotiations
resulted in successor MOUs with terms favorable to the City.
City of Fremont
Meyers Nave has served as co -lead negotiator in several rounds of negotiations between the
City of Fremont and police and fire units. These negotiations led to successor MOUs, including
agreements on wage concessions and a second -tier retirement for new hires.
City of Gait
Our Firm successfully negotiated successor Molds with the Operating Engineers Local 3 and
the Gait Police Officers' Association. The new agreements included concessions on furloughs,
reforms to health benefits, and procedural and management rights provisions desired by the
city.
City and County of San Francisco
We have served as Chief Negotiator for MOU negotiations between San Francisco and the
Municipal Attorneys Unit since 2001. During the recent bargaining cycle, we served as Lead
Negotiator for the City and County, becoming the first negotiator to reach an agreement
during the City's last round of negotiations with over twenty-five different bargaining units.
We also represented San Francisco in a mediated award and agreement on a successor MOU
in 2012 and again in 2014.
City of South San Francisco
Meyers Nave represented the City in a grievance brought by South San Francisco Police
Association alleging that the City was violating a collective bargaining agreement by not cashing
out sick leave upon separation from service. The arbitrator ruled that the City's practice was
consistent with the MOU and denied the grievance.
City of Modesto: Interest -based Bargaining
When negotiations broke down during an interest -based bargaining process, Meyers Nave was
brought in to assist the City and quickly negotiated a tentative agreement that resolved a
pending grievance and a complicated retirement issue.
City of Morgan Hill; AFSCME Negotiations
Our Firm served as a lead negotiator in 2018 for the City of Morgan Hill, completing by year's
end a new agreement that we negotiated with AFSCME Local 101. The local includes many
of the City's roughly 200 full-time employees.
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City of Livingston: Police Salary Decrease With Fact -Finding
Meyers Nave represented the City of Livingston in a fact-finding proceeding with both of its
Police Units. Based upon the arguments and evidence presented by our Firm, the neutral
recommended a five percent salary decrease for both units. We also served as the lead
negotiator during labor negotiations.
City of Fremont: First Agreement With Multiple Units
Our Firm reached the first tentative agreement on behalf of the City during labor negotiations
with multiple bargaining units during this most recent bargaining cycle. We have served as lead
negotiator during previous bargaining cycles as well.
City and County of South San Francisco: First Agreement of Many
During the most recent bargaining cycle, our Firm served as a lead negotiator for the City and
County, becoming the first negotiator to reach an agreement during the City's negotiations with
over 25 different bargaining units.
City of Walnut Creek: Five -Year Contracts With Three Units, Four -Year and Two Units
Meyers Nave served as lead negotiator during the most recent bargaining cycle, and was
able to reach five-year agreements with all three bargaining units that had open contracts
with the City. Meyers Nave successfully met the City's needs with the completion of the
negotiations.
City of Pinole: Public Employment Relations Board, Negotiations Assistance
We have advised the City and its Lead Negotiator on labor issues. This work has included
drafting and reviewing proposals, representing the City in unfair labor practice claims, and
briefing the City Council. Also, the City asked us at times to join its bargaining team and
essentially play the role of lead negotiator to resolve both a potential MOU impasse as well as
several pending PERB charges.
Menlo Park Fire District: Multi -Day Hearing for Bad Faith Bargaining Allegations
We represented the Menlo Park Fire District in a multiday hearing in front of a PERB
administrative law judge. The Fire District was facing allegations of engaging in bad faith
bargaining by meeting and conferring on items on a "piecemeal" basis versus as part of overall
MOU negotiations. This is an issue of first impression based on a National Labor Relations Board
concept that has never been adopted by PERB. We successfully represented the Menlo Park
Fire District in two injunctive relief actions to prevent the district from making changes to terms
and conditions of employment until the parties went into bargaining for a successor MOU.
City Representation in response to CalPERS Audit
We assisted the City of Walnut Creek in successfully appealing an adverse determination
regarding pensionable compensation, and has represented numerous public agencies in
response to a CalPERS state wide audit regarding the use of contract assistance from regional
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government services. in addition to this, Meyers Nave recently conducted a comprehensive
CalPERS audit for Alameda County Transportation Commission, including analysis of all
contracting relationships and potential impacts under CalPERS law.
Representative Experience Workplace Investigations
• Investigated allegations of financial mismanagement and misappropriation and conflict of
interest by a CFO of a transit agency.
• Investigated allegations of bullying and abuse of employees at a national audio
entertainment company.
• Investigated allegations against the former Mayor of Palm Springs of illegal videotaping and
eavesdropping on colleagues via an intercom system.
• Investigated allegations of gender discrimination made by two female council members
against the Mayor of oroville.
• Investigated allegations of ethical violations and conflict of interest by a City Auditor.
• Investigated allegations that a COO misreported information regarding a $200 million
project to implement clean technology trains to the Board of Directors for a transit agency.
• Investigated allegations that an Auditor for a transit agency engaged in bullying of
employees,
• Investigated allegations that the CEO of a Health Plan engaged in conflict of interest and
ethics violations.
• Investigated allegations that the CEO of a Health Plan engaged in harassment, retaliation
and discrimination.
• Investigated allegations that an elected City Assessor -Recorder engaged in sexual
harassment of male and female employees.
• Investigated allegations that an elected County Assessor Recorder Registrar of Voters
engaged in gender discrimination and retaliation in promotions of employees.
• Investigated allegations of sexual assault by a Manager of a Health Plan.
• Investigated allegations that an employee of a rideshare company drugged another
employee with `date rape" drugs.
• Investigated allegations of Code of Conduct and other violations against executives and
employees at a Health Plan.
• Investigated publicized allegations of misconduct by employees at a public library.
• Investigated numerous fraud, waste and abuse hotline allegations against a City Auditor.
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Investigated allegations of sexual harassment, race discrimination and disability
discrimination by senior personnel at an international multimedia entertainment company.
Investigated allegations of racial bullying against two African American college students at a
public university (caused public protests and involved the NAACP).
• investigated allegations of harassment and abuse by an Executive Director of a social
venture and technology non-profit organization.
• Investigated election misconduct by police officers in a City of Bell government corruption
scandal covered by national media.
• Internal affairs investigation for Bay Area Rapid Transit (BART) of the BART police officer -
involved shooting death of passenger Oscar Grant.
Investigated allegations of financial mismanagement, misappropriation and other
misconduct by (1) the Director of Payroll at a college district, (2) School Administrators and
various staff at a school district, and (3) the Chancellor, Board members, and President of a
community college.
Investigated allegations of discrimination, sexual harassment and retaliation made by senior
police supervisors against the Police Chief for a large city. Completed more than 60findings
in 60 days.
Representative Experience - Labor and Employment Law Litigation
• Plaintiff sought over seven million dollars in damages against her former employer, the
largest retailer in the nation. Plaintiff was emboldened to pursue her case after the
Magistrate Judge granted plaintiff's discovery request for a worldwide production of the
employer's records. Appealed the Magistrate Judge's order to the Presiding District Court
Judge, who reversed the Magistrate Judge's order and invited defendant to file a Rule 11
motion against plaintiff. While Rule 11 and summary judgment motions were pending,
plaintiff agreed to dismiss all claims with prejudice in exchange for a waiver of costs.
• Defended a large-scale retailer in home d+cor against a former employee who sought -5
million in compensatory and punitive damages. After the discovery stage revealed that the
former employee had stolen documents from her employer in the days immediately
preceding her termination, the employer counter -sued the employee for breach of her
contractual duty of loyalty. Successfully litigated the breach of loyalty counter -claim,
earning a victory for the employer on summary judgment, with the court ruling that the
allegations of breach of loyalty and confidentiality were supported byundisputed facts.
Subsequently went on to aggressively defend against the harassment and retaliation claims
over the course of a five-day arbitration. This defense resulted in another victory for the
employer, with the arbitrator dismissing all of the employee's claims, concluding that the
employee was terminated due to her combative workplace interactions with co-workers.
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• Successfully obtained jury trial defense verdict on behalf of a national banking client
accused of gender discrimination claim.
Represented a transit manufacturer in a complicated age discrimination case brought by an
employee who was terminated as part of a company -wide reduction in force. After an
extensive and detailed analysis of the employer's actions leading up to the reduction in
force, a motion for summary judgment was filed to dispose of the entire action. In the
tentative ruling, the trial court denied defendants' motion for summary judgment. At oral
argument, convinced the Court to reverse its tentative ruling and dismiss the entire action
on summary judgment. Plaintiff appealed to the Court of Appeal which affirmed the
dismissal and issued an opinion that was extremely critical of plaintiff. Plaintiff subsequently
submitted a writ to the SupremeCourt which was denied.
• Defended one of the largest property and casualty insurers in the nation in a month -long
jury trial where the plaintiff, a former vice president, alleged whistleblower liability. Prior to
commencing trial, the parties were ordered to mediation in an attempt to resolve the case.
Plaintiff repeatedly demanded a mid -seven figure settlement which plaintiff immediately
took "off the table" prior to jury deliberations. Although the jury returned a verdict in favor
of plaintiff, the jury awarded less than five -percent of plaintiff's demand (which was less
than half of what was offered in advance of trial), and no punitive or emotional distress
damages were awarded. Plaintiff appealed the verdict and the matter ultimately settled
pending appeal.
Successfully obtained court order granting demurrer without leave to amend on behalf of
large public university in San Diego Superior Court. A lawsuit was filed by a former
employee alleging wrongful termination, discrimination, retaliation and harassment.
Following the former employee's appeal of the trial court's decision, the 4th District Court
of Appeal affirmed the trial court's decision and awarded defendant its costs on appeal.
• A former employee of a Fortune 500 company sued for wrongful termination after being
fired for ethics violations. An extensive investigation of plaintiff's background uncovered
several misrepresentations on plaintiff's employment application, as well as in other court
filings initiated by the plaintiff. These issues were brought to light during plaintiff's
deposition which resulted in plaintiff dismissing the entire action contingent upon an
implicit agreement not to refer the matter to criminal authorities.
Defended a Fortune 500 energy company in a putative wage and hour class action, which
included an individual claim for disability discrimination and wrongful termination.
Aggressive defense resulted in the class action being dismissed after taking plaintiff's
deposition.
• After extensive discovery motions, and multiple mediations, resolved a hard fought case
over allegations of sexual orientation discrimination by an executive at a Fortune 500
energy company. This matter presented a unique challenge since plaintiff's allegations of
discriminatory actions were directed, in part, toward a high-level executive who was part of
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the same protected class as plaintiff. Successfully resolved this matter at mediation using
innovative and non -economic settlement tactics.
• Represented a hotel owner in two mediations with a plaintiff who refused to resolve a wage
and hour dispute, neither of which proved successful. Subsequently defended the client in a
three-day bench trial in San Diego Superior Court, South Bay Division. Upon conclusion of
closing argument and before defense counsel even took her seat, the court immediately
returned the verdict in our client's favor. The Court also •granted defendant its attorneys'
fees based on the plaintiff's frivolous claim.
• Represented a Fortune 50 banking institution in a wrongful termination matter. As a result
of plaintiff's contentious discovery disputes and unethical discovery abuses, the trial court
denied the plaintiff's request to depose the human resource representative. Defendants
filed a motion for summary judgment which the court granted in full. The trial court's ruling
was upheld on appeal by the Fourth District Court of Appeal. Thereafter, plaintiff filed a writ
with the Supreme Court which was denied.
Project Personnel
Meyers Nave is a multidisciplinary, public agency -focused firm with a dedicated Employment
and Labor Practice Group focusing on Municipal and Special District Law. Our proposed team of
attorneys for the scope of work below, includes:
• Labor and Employment Law — David Middleton, Janice Brown
• Review of policies —Camille Hamilton Pating, David Middleton
• Reports and documents — Camille Hamilton Pating, Alicia Morrell
• Training and training materials for City personnel Alicia Morrell Angelica Pe Benito
• PERB representation —Jesse Lad, David Middleton
Full resumes detailing our proposed team's expertise and relevant work are located in
APPENDIX A.
Insurance
Meyers Nave is well acquainted with all aspects of contractual and risk allocations and related
legal limitations of California public agencies. More importantly, we obtain general and
professional liability insurance for these purposes under a general umbrella policy at 10 million.
The insurance provides the added benefit to public agencies for the purposes of obligations and
varied experiences as they arise. We strive for excellence in multiple matters, never looking to
exercise this risk but rather to assure entities like National City that we provide comfort as
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general or special counsel to your most important matters. For our Certificate of Insurance,
please see APPENDIX B.
Schedule of Rates
See attached sealed envelope per RPQ instructions (page 5, Section 2.8).
Oleferences
No one has better authority to speak about the quality of our work and delivery of our services
than our clients, so we encourage you to contact our references. We understand our reputation
highly regarded through prior work, as well as additional Meyers Nave lawyers.
comes
Janice P. Brown
Jeff Harracine, Senior Counsel
Xerox Corporation
Phone: (585) 422-0158
Email: Jeff ,Harradine@ erox.com
Catherine Iste, Chief Administrative Officer
Los Angeles Chargers
Phone: (714) 540-7100
Email: Catherine.Iste@Chargers.nfl.com
Adrienne Navarra, SVP People and Places
Jerome's Furniture
Phone: (619) 330-6 44
Email: adrienne.navarraeromes.com
Camille Hamilton Patin
Susan Altman, Deputy County Counsel
County of Napa
Phone: (707) 253-4521
Email: susan.altman@countyofnapa.org
Minh Iran, County Executive Officer
County of Napa
Phone: (707) 253-4421
Email: minh.tran@countvofnasa.org
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David Bergquist, Chief Campus Counsel
University of California, Riverside
Phone: (951) 827-2228
Email: david.bergquist@ucr.edu
Jesse Lad
Telly Guertin, Human Resources Manager
City of Walnut Creek
Phone: (925) 94 -5 17
E nail: guertin@walnut-creek.org
Liz Habkirk, Assistant City Manager
City of Napa
Phone: (707)258-7813
Email: ehabkirk@cityofnapa.org
Maria Lourdes Matthew, Attorney
East Bay Municipal Utility District
Phone: (510) 287-0171
Email: mmathew ebr ucl.com
David Middleton
Christina Alger, Director of HR
City of Modesto
Phone: (209) 571-5126
Email:
Katano Kasaine, Assistant General Manager/Chief Financial Officer
Metropolitan Water District
Phone: (213) 217-6291
Email: KKasaine@mwdh2o.com
Richard Pio Roda, City Attorney
City of San Leandro
Phone: (510) 577-6098
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City of National City
Employment and Labor Legal Services
Meyers Nave's Public Clients for Last Three (3) Years
• Alameda County Employees'
Retirement
• Benicia Housing Authority
• Benicia Unified School District
• Camarillo Health Care District
• City and County of San Francisco
• City of Anaheim
• City of Berkeley
• City of Fremont
• City of Morgan Hill
• City of Napa
• City of National City
• City of Oroville
• City of Palm Springs
• City of Palo Alto
• City of Pleasanton
• City of Santa Clara
• City of Santa Monica
City of Vallejo
• County of Alameda
• County of Marin Housing Authority
• County of Monterey
• County of Napa
• County of Orange
• County of San Benito
• County of San Mateo
• County of Santa Clara
• County of Tulare
•
•
•
•
•
•
•
•
•
•
•
I
•
•
•
15
Delta Diablo
East Bay Municipal Utility District
East Bay Regional Park District
L.A. Care Health Plan
Los Angeles County Metropolitan
Menlo Park Fire Protection District
Merced Irrigation District
Metrolink (Southern California.
Regional Transportation)
Metropolitan Area Advisory
Committee
Peralta Community College District
Pioneers Memorial Healthcare
District
Port of Oakland
Sacramento Housing &
Redevelopment
San Diego Association of
Governments
San Diego City Employees'
Retirement
San Francisco Community College
San Ramon Valley Fire Protection
Truckee Donner Public Utility District
Turlock Irrigation District
Vallejo City Unified School District
West Valley Sanitation District
Additional Required Infarmation
Type of Firm: A Professional Corporation
Organizational Structure of Firm: Meyers Nave has been in business for 36 years. What started
as a one office firm has grown into a 5 office firm with locations in Los Angeles, Oakland,
Sacramento, San Diego and Santa Rosa. The firm currently employs 129 attorneys and staff.
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bility to provide local services to the City: Meyers Nave is an agile firm. With technology,
offices throughout the state and near to airports, we are able to serve our clients fast and
efficiently. We have two local offices located in Southern California.
Meyers Nave's Officers and Principals:
Brenda Aguilar -Guerrero, Principal
Ron Avenida, Chief Operating Officer
John Bakker, Principal
Julia Bond, Principal
Janice Brown, Principal
Eric Casher, Principal
Timothy Cremin, Principal
Shaye Diveley, Principal
Eric Firstman, Principal
Deborah Fox, Principal
Kristopher Kokotaylo, Principal
Amrit Kulkarni, Principal
Adam Lindgren, Principal
Steven Mattas, Principal
Douglas McManamon, Principal
David Mehretu, Principal
Gregory Newmark, Principal
Camille Pating, Principal
Richard Pio Roda, Principal
Jennifer Riggs, Principal
Jose Sanchez, Principal
David Skinner, Managing Principal
Shiraz Tangri, Principal
Sky Woodruff, Principal
Arlene Yang, Principal
Our Firm's Philosophy, Customer Service and Quality Assurance
We recognize that the key to providing effective legal counsel services is to proactively
anticipate the needs of our clients and to effectively juggle varied tasks with overlapping
deadlines, including those that require a short turnaround. I will work with staff to ensure a
clear, mutual understanding of work -product expectations and deadlines.David, Camille, Jesse,
Angelica and Alicia will continue to be actively engaged and hands-on with all matters. This
enables us to provide the oversight and continuity that ensure quality service while keeping
costs reasonable for the client. David will be responsible for ensuring that National City's legal
needs are being met in a timely, cost-effective and productive manner. To this end, he and I will
carefully review the workload and allocate our resources as appropriate, confirming with
National City. To that end, we suggest an attorney work structure that is both lean and
efficiently structured in a manner, but remain open to arrangements that National City may
prefer,
Given our special focus representing public entities, we also recognize that there are many
unique factors —budgetary priorities, competing community interests and political
sensitivities —that must be considered before any strategy is put into action. To this end, we
will assess every situation and create a proposed strategy that supports the National City's
priorities.
In order to establish and develop a working relationship with National City, we would meet with
the City Attorney and City Manager to discuss the priorities, concerns, and expectations for the
attorney -client relationship. Once we commence work on the scope of services proposed, we
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will work ciosely with the City Attorney as desired to ensure communication is direct, timely
and maintains the highest professional standards. Our proposed team strives to return every
phone call or e-mail within a few hours of receiving the contact. All phone calls and emails are
returned in a maximum of 24 hours. Internally, we utilize several systems to ensure that this
level of availability is possible. Our firm uses up-to-date technology to ensure that clients' needs
are met in a prompt fashion. We use laptops, e-mail, and mobile phones to ensure
communication even when away from the office.
We will be available for frequent and regular meetings. In addition, we will ensure that we are
easily accessible via various methods of technology, including email and video/phone
conferences. The firm's statewide offices are also set up for video conferencing, which can be a
cost-effective way to conduct short or urgent meetings between the attorneys and the City.
We also offer a strong pool of paralegals who work side -by -side with our attorneys. Some of
their tasks include case planning, development and management, legal research from library
sources and/or Westlaw, interviewing clients, fact gathering and retrieving information,
drafting and analyzing legal documents, collecting, compiling and utilizing technical
information, and providing computer -assisted litigation support. Legal administrative
assistants/secretaries support our attorneys. They all have experience in public law, with many
possessing a specialized background in public Employment and Labor Law. In addition, the firm
employs human resources, accounting, marketing, docketing, conflicts, records, information
technology and facilities staff.,
Education on Best Practices, Trends, and Communicating Legislative Updates
on -site a n(-I virtual client training is another way our attorneys share best practices, help clients
reduce liability andrisk of litigation, and provide important updates on. 'laws and regulations
that affect our clients' daily operations and strategic planning. In addition to on -site and virtual
client training, Meyers Nave provides an extensive range of webinars throughout the year to
provide our clients and colleagues with legal updates. Our attorneys also regularly present at
conferences and webinars for the League of California Cities and the International Municipal
Lawyers Association.
Labor and Employment Trainings
Meyers Nave has created innovative and top -rated new training programs that enhance
workplace culture, incorporate a practical approach and reflect modern workplace scenarios
and issues.
We provide training tailored to each specific employer on a wide range of workplace issues,
including:
• Political Speech on Work Platforms: Policies, Enforcement/Discipline and Litigation
• Harassment and Bullying Prevention
• Recognizing and Minimizing Implicit Bias
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• How to Have Inclusive Conversations about Difficult Issues
• Protecting Due Process of the Accused while Investigating Allegations
• Promoting a Respectful Workplace
• Bystander Intervention Training
Managing Leaves of Absence
• Board of Directors' Responsibilities in Responding to Staff Complaints
• Discipline that Stands Up at Arbitration and in Court
• EEO and Wage -and -Hour Basics for Managers
AB 1661, AB 1825, AB 2053, SB 1343 — Harassment and Abusive Conduct Prevention Training
Meyers Nave offers training that complies with the requirements of AB 1825, AB 2053,, AB 1661
and SB 1343, and is available via video conference. The training program also covers (1) hostile
work environment harassment, (2) the impacts of ##MeToo and #Tirmes p and (3) social media
interactions and reporting.
• Under AB 1825, California employers with 50 or more employees are required to provide
two hours of sexual harassment training and education to all supervisory employees within
the first sic months of the employee's assumption of a supervisory role. Covered employers
must provide ongoing sexual harassment prevention training every two years. The training
must include (1) information and practical guidance regarding the federal and state
statutory provisions concerning the prohibition, prevention, correction and remedying of
sexual harassment in employment and (2) practical examples aimed at instructing
supervisors in the prevention of harassment, discrimination and retaliation. AB 2053
mandates that covered employers add "abusive conduct" (anti -bullying) training to their
sexual harassment training curriculum.
• Under AB 1661, local agency legislative body members and any elected local agency officials
who receive any kind of compensation, salary, or stipend in the performance of their duties
are required to receive sexual harassment prevention and education training. A local agency
may also require other employees to receive the training. Local agency officials and
employees who are required to receive this training must receive at least two hours of
sexual harassment prevention training and education within the first six months of taking
office or commencing employment, and every two years thereafter. The training must
include (1) information and practical guidance regarding the federal and state statutory
provisions concerning the prohibition against, and the prevention and correction of, sexual
harassment and the remedies available to the victims of such harassment in the
employment context and (2) practical examples aimed at instructing the official or
employee in the prevention of sexual harassment, discrimination and retaliation.
Our Firm's Commitment to Diversity
Meyers Nave supports diversity and inclusion throughout our offices, in the legal profession,
and in our communities. The individuality of our attorneys and staff — and their collective
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experiences, perspectives and backgrounds — helps us provide clients with the most effective
and creative legal services. Diversity and inclusion are fundamental principles that are woven
into the fabric of our firm, Women and minority attorneys currently make up 65% of Meyers
Nave lawyers and 11 of the firm's practice groups are led by women and minority attorneys.
During 2015-2022, Meyers Nave elevated nine attorneys to Principal and seven are women and
minorities. Two were also elected to chair practice groups at Meyers Nave.
Diversity Support
Meyers Nave is involved in numerous regional and national minority bar associations and other
diversity oriented organizations, including the Minority Corporate Counsel Association,
California Women Lawyers, Sacramento Lawyers for the Equality of Gays and Lesbians, Charles
Houston Bar Association, California MMinority Counsel Program, Filipino Bar Association of
Northern California, Greater Los Angeles African American Chamber of Commerce, Lawyers
Club of San Diego, Asian American Bar Association of the Greater Bay Area, LGBT Bar
Association of Los Angeles, National Asian Pacific American Bar Association, South Asian Bar
Association of Southern California, and the Association of Women in Water, Energy and
Environment, among many others. Meyers Nave proudly sponsors a broad range of activities
with diverse bar associations —such as the Earl B. Gilliam Bar Foundation and Charles Houston
Bar Association, law student organizations, alumni associations, youth groups, and clients —
wherever we can make an impact.
Diversity Committee
Meyers Nave's Diversity Committee develops initiatives, programs and events to promote
diversity and inclusion inside and outside the firm. The Committee coordinates mentorship
activities, affinity groups, staff inclusion activities, and involvement in community organizations
that foster diversity and inclusion, including regional and national minority bar associations. The
Diversity Committee includes Executive Committee members, the Chief Operating Officer,
Practice Group Chairs and attorneys at all levels.
Diversity Fellowship Program
In 2016, Meyers Nave launched a Diversity Fellowship Program designed to promote diversity
within our firm and the legal profession by providing opportunities for diverse attorneys at the
law school level. Our program has already helped advance the careers of six law students (four
of whom are women). In 2020, we hired one of our Fellows as an Associate, and this year we
welcome one more Fellow as an Associate. The Program includes: (1) a paid, full-time, 10-week
Fellow position at Meyers Nave during the summer after the first and second years of law
school; (2) annual tuition assistance of up to $10,000 for the second and third years, upon
completion of the Fellow program; (3) mentoring during law school from Meyers Nave
attorneys focusing on academic work and the practice and business of law; and (4) a potential
Associate attorney position at Meyers Nave after law school.
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Appendix A -Project Personnel Resumes
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meY erslnave
JANICE P. BROWN
Janice P. Brown
Principal
600 B Street, Suite 1650
San Diego, California 92101
Tel: 619.330.1703
Fax: 619.330.1701
jbrown@meyersnave.com
meyersnave.com
Practice Groups
Labor and Employment
Workplace Investigations
Trial and Litigation
California Bar Number
114433
Court Admissions
U.B. District Courts - Southern
California, Central District of C
Northern District of California,
District of California
District of
alifornia,
and Eastern
Education
Gontaga University School of Law, JD, 1983
(earned degree in two years)
University of Montana, BA, Journalism,
1981, honors graduate
Practicing Since: 1984
Janice Brown is a Principal in Meyers Nave's Labor and
Employment Practice, and Workplace Investigations
Practice. She has more than 35 years of trial, arbitration and
appellate experience in state and federal courts. Janice's
distinguished career began in the U.S.. Justice Department
where she quickly demonstrated outstanding legal expertise
that earned her membership in the Honors Program and the
"Outstanding Trial Attorney" and 'Trial Lawyer of the
Fear"' awards in under three years.
Janice is recognized as a pioneer in the legal profession as
the founder and Chief Strategy Officer of Brown Law
Group, a woman- and minority -owned employment and
business litigation firm in San Diego that served local
corporations and Fortune 50 companies headquartered
throughout the LT S. for over 20 years. She is a trusted
advisor to clients, an inspirational mentor to colleagues and
an influential leader in advancing diversity throughout the
legal profession.. For example, San Diego SuperLawjers
magazine published an article about Janice titled "Chief
Executive Optimist: Janice Brown took an uncommon
approach to the law and built an uncommon firm." Janice is
also a speaker and consultant for Diversity, Equity, and
Inclusions issues.
Employment Law and Litigation: Janice provides
employers with a comprehensive range of employment law
advice and counseling, training, internal investigations, and
administrative hearings and litigation. She is an expert in
drafting and revising personnel policies, employee
handbooks, and employment and severance agreements, as
well as providing advice on complex issues such as employee
classification, discipline and terminations, leaves of absence,
disability issues, employee privacy, and whistieblower laws.
She also advises on FIR assessments and compliance aance audits.
Janice advises on the myriad of laws and regulations that
impose a significant compliance burden on employers. She
also helps clients understand the extensive number of state,.
Brown 1 Page 1 of 8
federal, and administrative agency decisions that construe ever -changing and increasingly
complex employment l aws .
Janice's approach to employment litigation focuses on understanding that legal disputes between
employers and employees can be highly charged, intensely personal, and problematic when made
public. Employment disputes can also impact a client's general employer -,employee teladonship.
When litigation is unavoidable, Janice defends employers in single- and multi -plaintiff lawsuits
involving allegations of wage -and -hour violations, wrongful termination, sexual harassment,
racial discritnin.ation, age discrimination, sexual orientation discrimr in.atic n, medical leave,
disability accommodation, defamation, pregnancy, and retaliation, among others. Janice also has
a unique specialty handling Private Attorneys General Act lawsuits which are similar to qui tam
cases involving different processes, penalties and damages than traditional employment suits.
Business Litigation: Janice serves as a strategic partner with clients that are involved in
commercial litigation as defendants or plaintiffs. She studies and understands each client's
business and develops litigation strategies that are legally efficient, cost effective and practical.
Her goal is to minimize the distraction and disruption that litigation can cause at all levels of the
daily operation of a client's business.
Janice's commercial litigation clients include local businesses and national corporations in the
economic sectors of insurance, financial services, telecommunications, retail, professional sports,
food and beverage, manufacturing, transportation, construction, real estate and entertainment.
For these clients, she has handled an extensive scope of litigation, including breach offiduciary
duty, corporate governance, shareholder derivative actions, trade secret misappropriation,
trademark infringement, fraud and breach of contract, business disparagement and defamation,
partnership or corporation creation and dissolution, unfair competition, and tortious
interference with a contract or prospective business relations.
Janice is well known for her legal expertise as well as her commitment to local community
service. She has been featured on the local San Diego affiliates of CBS, Fox, ABC and NBC for
her insights on topics such as sexual harassment and wrongful termination. Janice also is a
frequent speaker on economic development and personal and business success.
Honors and Awards
• "Top 50 Black Leaders of Influence," San Diego Business Journal February 25, 2022
• "San Diego Super Lawyers" list in the categories of Employment Litigation: Defense,
Employment & Labor: Employer, and Business Litigation. Thomson Reuters' Su_per Laigers®
magazine, 2 -2 22
• "Top 25 Women San Diego Super Lawyers," Thomson R.euters' Super Lawyers® magazine,
2017, 2018, 2022
• "Top 100 Lawyers," Daily Journal, 2021
Brown I Page 2 of 8
• "Women of Influence: 50 Over 50 2021," San Diego Business Journal, August 9, 2021
• "The San Diego 500: Influential Business Leaders," ,Sara Diego Business journal, December 5,
2020
• "Woman of Color Excellence Award," Lawyers Club of San Diego, 2019
• Diversity & Equity Award, Urban League of San Diego, 2018
• Women in Leadership card, Central San Diego Black Chamber of Commerce, 2017
• Lifetime Laureate, Junior Achievement San Diego Business Hall of Fame, 2017
• Corporate & Business Diversity Award, City of San Diego Human Relations Cor, issio .,
2016
• The National Black Lawyers Top 100, 2015
• Diversity Leader Hall of Fame, California Minority Council Program, ., 2014
• Small Business of the Year, Central San Diego Black C aml r of Commerce, 2013
• Award For Outstanding Diversity, San Diego County Bar Association, 2003
• Award of Lifetime Membership, Earl B. Gilliam Bar Association, 2010
• Distinguished Alumni Merit Award, Gonzaga University, 2010
• Distinguished Service Award, Earl B. Gilliam Bat Association, 2010
• 42nd Annual Community Service Award Honoree, National Council of Negro Women, 2008
• 50 People to Watch, S an Diego Magazine, 2007
• "10 Coolest Women," Girl Scouts San Diego -Imperial Council, 2007
• "Top 25 Attorneys - Employment," San Diego Dal/ TTr .s r `, 2005
• Annual Bernard E. Witkin, Esq. Award, 2003
• Certificate of Silver Lifetime Membership, NAACP, 2002
• San Diego Women Who Mean Business, San Diego Business journal, 1998
• 93-94 President's Award, Earl B. Gilliam Bar Association, 1996
• The Loren Miller Lawyer of the Year Award, California Association of Black Lawyers, 1995
• 89-90 President's Award, Earl B. Gilliam Bar Association, 1990
• Outstanding Trial Attorney, . S. Department of justice Tax Division, 1987
• Trial Lawyer of the Year, U.S. Department of Justice, 1987
Brown 1 Page 3of
Professional Affiliations
• Member, State Bar of California
• Member, California Women Lawyers
• Executive Committee Member and Immediate Past Chair of the Board of Directors,
San Diego Regional Economic Development Corporation
• Past Board Member, National Association of Minority and Women Owned Law Firms
• Past Board Member, Minority Corporate Counsel Association
• Member, Lawyers Club of San Diego
• Member, National Bar Association
• Member, National Employment Law Council
• Lifetime Member, NAACP
• Past President, Earl B. Gilliam Bar Association
• Past Vice President, San Diego County Bar Association
• Member, Senator Padilla's Federal Judicial Evaluation Committee
• Board of Directors, ABA Retirement Funds
• Past Board Member (TIPS), American Bar Association
• Member, UC San Diego Rady School of Management ASCEND Executive Women's Forum
Presentations and Publications
• Interview, "Historic Supreme Court Nomination," NBC San Diego News 7, February 28,
2022
• Interview, "Legal Pioneer, Attorney Janice Brown, Woman -Minority Owned Employment
and Business Litigation Firm," KUSI News San Diego, February 7, 2022
• Author, "Arbitration Agreement Adjustments On The Horizon," Meyers Nave Client Alert,
December 29, 2021
• Presenter, "Moving Diversity, Equity & Inclusion Programs Forward: An Employer's Road
Map," California Public Employers Labor Relations Association Annual Training
Conference, November 17, 2021
• Author, "Another Benefit of Arbitration Agreements," Meyers Nave Client Alert, September
3, 2021
• Quoted, "Delta Air Lines Plans Surcharge on Unvaccinated Workers, but No Mandate," Daily
journal, August 26, 2021
Brown I Page 4 of 8
• Author, COVID-19 Vaccine Mandates, Meyers Nave Client Alert, July 26, 2021
• Presenter, "City Attorney Practicum: COVID-19 Return to Work — Navigating the New
Landscape," League of California Cities, June 9, 2021
• Presenter, "Lawyering in the Time of VID: Survival Guide for Women Attorneys and
Attorneys of Color," Association of Business Trial Lawyers of San Diego, April 29, 2021
• Presenter, "COVID-19 & Return to Work," Elevating Black Excellence Regional Summit
Series, Black In -House Counsel Network, April 2 , 2021
• Quote, "LA School Employees Say They're Being Forced to Get COVID Vaccine," Daily
Journal, March 22, 2021
• Presenter, "COVID-19 Return to Work Issues: How to Navigate the Changing Landscape
for Your Return to Work Plan," HR West Virtual Conference, March 17, 2021
• Presenter, "Tools for Becoming Tougher," Ms. JD's Annual. Conference, March 11, 2021
• Presenter, "Building a Plan for Social Equity," Central San Diego Black Chamber of
Commerce in association with The San Diego Union Tribune, February 24, 2021
• Presenter, "Where Business, Law and Tech Intersect," Central San Diego Black Chamber of
Commerce, February 12, 2021
• Presenter, "C VTD-19 Vaccination Policies: Options, Issues and Considerations for
Employers," Meyers Nave webinar, February 3, 2021
• Presenter, "COVID-19 Vaccinations: What California Employers Need To Know," Meyers
Nave webinar, February 3, 2021
• Feature Article Profile, "Encouragement Changes Lives: Celebrating Black
Entrepreneurship," San Diego Business journal, February 1, 2021
• Author, "Mandatory vs. Voluntary COVID-19 Vaccination Policies: What California
Employers Need To Know," Meyers Nave Client Alert, January 15, 2021
• Presenter, "City Attorneys — Leaders During the Crossroads," City Attorneys Association of
San Diego County, October 22, 2020
• Presenter, "Diversity and Inclusion: Theory Meets Reality," Knoxville Bar Association,
Knoxville, TN, October 3, 2019
• Presenter, "So You Want to be a Lawyer?" Gonzaga Law School, Spokane, WA, March, 31,
2019
• Presenter, International Women's Day Celebration, Becton Dickinson, San Diego, CA,
March, 7, 2019
• Presenter, "Women's Inclusion Boss Series," Takeda, la, San Diego, CA, January, 30, 2019
• Presenter, "Annual Employment Law Update," Brown Law Group, San Diego, CA, January
24, 2019
Brown I Page 5 or
• Presenter, "Priorities: The Responsibility of Leadership," Tennessee Bar Association
Leadership Law Academy, Nashville, TN, January, 5, 2019
• Presenter, "Building Your Network," San Diego County Bar Association, San Diego, CA,
December, 6 2018
• Presenter, "To Thine Own Self Be True," Celebrating Women Event, San Diego Magazine, San
Diego, CA, September, 25, 2018
• Feature Article, "Beyond Law," The Goir,a,ga Lawyer, Gonzaga Law School, Spokane, WA,
September 28, 2016
• Feature Article, "Chief Executive Optimist: Janice Brown took an uncommon approach to
die law and built an uncommon firm" San Diego SupeiLtifyiers magazine, 2008
Representative Experience
Employment Litigation
• Plaintiff sought over seven million dollars in damages against her former employer, the
largest retailer in the nation. Plaintiff was emboldened to pursue her case after the Magistrate
Judge granted plaintiff's discovery request for a worldwide production of the employer's
records. Appealed the Magistrate Tudge's order to the Presiding District Court judge, who
reversed the Magistrate judge's order and invited defendant to file a Rule 11 motion against
plaintiff. While Rule 11 and summary judgment motions were pending, plaintiff agreed to
dismiss all claims with prejudice in exchange for a waiver of costs.
• Defended a large-scale retailer in home decor against a former employee who sought $315
million in compensatory and punitive damages. After the discovery stage revealed that the
former employee had stolen documents from her employer in the days immediately preceding
her termination, the employer counter -sued the employee for breach of her contractual duty
of loyalty. Successfully litigated the breach of loyalty counter -claim, earning a victory -for the
employer on summary judgment, with the court ruling that the allegations of breach of loyalty
and confidentiality were supported by undisputed facts. Subsequently went on to aggressively
defend against the harassment and retaliation claims over the course of a five-day arbitration.
This defense resulted in another victory for the employer, with the arbitrator dismissing all of
the employee's claims, concluding that the employee was terminated due to her combative
workplace interactions with co-workers.
• Successfully obtained jury trial defense verdict on behalf of a national banking client accused
of gender discrimination claim.
• Represented a transit manufacturer in a complicated age discrimination case brought by an
employee who was terminated as part of a company -wide reduction in force. After an
extensive and detailed analysis of the employer's actions leading up to the reduction in force,
a motion for summary judgment was filed to dispose of the entire action. In the tentative
ruling, the trial court denied defendants' motion for summary judgment. At oral argument,
convinced the Court to reverse its tentative ruling and dismiss the entire action on summary
judgment. Plaintiff appealed to the Court of Appeal which affirmed the dismissal and issued
Brown I Page 6 of 8
an opinion that was extremely critical of plaintiff. Plaintiff subsequently submitted a writ to
the Supreme Court which was denied.
• Defended one of the largest property and casualty insurers in the nation in a month -long july
trial where the plaintiff, a former vice president, alleged whistleblower liability. Prior to
commencing trial, the parties were ordered to mediation in an attempt to resolve the case.
Plaintiff repeatedly demanded a mid -seven figure settlement which plaintiff immediately took
"off the table" prior to jury deliberations. Although the jury returned a verdict in favor of
plaintiff, the jury awarded less than five -percent of plaintiff's demand (which was less than
half of what was offered in advance of trial), and no punitive or emotional distress damages
were awarded. Plaintiff appealed the verdict and the matter ultimatelyuldmately settled pen ling appeal.
• Successfully obtained court order granting demurrer without leave to amend on behalf of
large public university in San Diego Superior Court. A lawsuit was filed by a former employee
alleging wrongful termination, discrimination, retaliation and harassment. Following the
former employee's appeal of the trial court's decision, the 4th District Court of Appeal
affirmed the trial court's decision and awarded defendant its costs on appeal.
• A former employee of a Fortune 50 company sued for wrongful termination after being fired
for ethics violations. An extensive investigation of plaintiffs background uncovered several
misrepresentations on plaintiff's employment application, as well as in other court filings
initiated by the plaintiff. These issues were brought to light during plaintiff's deposition
which resulted in plaintiff dismissing the entire action contingent upon an implicit agreement
not to refer the matter to criminal authorities.
• Defended a Fortune 500 energy company in a putative wage and hour class action, which
included an individual claim for disability discrimination and wrongful termination.
Aggressive defense resulted in the class action being dismissed after taking plaintiff's
deposition.
• After extensive discovery motions, and multiple mediations, resolved a hard fought case over
allegations of sexual orientation discrimination by an executive at a Fortune 500 energy
company. This matter presented a unique challenge since plaintiffs allegations of
discriminatory actions were directed, in part, toward a high-level executive who was part of
the same protected class as plaintiff. Successfully resolved this matter at mediation using
innovadve and non -economic settlement tactics.
• Represented a hotel owner in two mediations with a plaintiff who refused to resolve a wage
and hour dispute, neither of which proved successful. Subsequently defended the client in a
three-day bench trial in San Diego Superior Court, South Bay Division. Upon conclusion of
closing argument and before defense counsel even took her seat, the court immediately
returned the verdict in out client's favor. The Court also granted defendant its attorneys' fees
based on the plaintiff's frivolous claim.
• Represented a Fortune 50 banking institution in a wrongful termination matter. As a result of
plaintiff s contentious discovery disputes and unethical discovery abuses, the trial court
denied the plaintiff's request to depose the human resource representative, Defendants filed a
motion for summary judgment wilich the court granted in full. The trial court's ruling was
Brown I Page 7 of 8
upheld on appeal by the Fourth District Court of Appeal. Thereafter, plaintiff filed a writ
with the Supreme Court which was denied.
Business Litigadon
• After a few months of litigation, successfully represented a Fortune 100 company (one of
the oldest industrial companies in the United States) and negotiated a dismissal of a cross -
complaint for breach of contract, interference and other business torts filed against the
company in exchange for a mere waiver of costs.
• Prevailed at trial and on appeal in. a contract and lease dispute against a large San Diego law
firm for a Fortune 50 company, wherein the value of the amount in dispute totaled over
$120 Million, and the court awarded our client its reasonable attorneys' fees.
• Settled the day before trial, an eight figure settlement for 11 business people who were
defrauded by a Fortune 50 company, which was represented by two large national law firms.
• Negotiated hard-fought easement agreement with an adjacent land -owner on behalf of a
developer immediately before escrow closings on multiple residential lots, causing dismissal
of land -owner's lawsuit and release of lis pendens and allowing the developer to proceed on
course with residential closings.
• Successfully resolved an on -going family dispute resulting in the client obtaining full control
of the mortuary business.
• Successfully defended slander of title action on behalf of developer client by winning a
demurrer and obtaining dismissal with prejudice of the complaint prior to engaging in
depositions or other litigation.
• Enforced trademark rights against a competitor who was compelled to change the name of
its product and pay a mid -six figure settlement.
Brown 1 Page 8 of 8
CAMILLE HAMILTON PAYING
Camille Hamilton Pating
Principal
1999 Harrison Street, 9th Floor
Oakland, CA 94612
T: 510.808. 000
F: 510.444.1108
cpating meyersnave,corr
Practice Group
Labor and Employment
Workplace Investigations
California Bar Number
122890
Education
UCLA Law School, JD, 1985
Stanford University, BA Political Science,
1982
Practicing Since: 198
Camille Hamilton Pating is Chair of Meyers Nave's Labor
Employment Practice and Workplace Investigations Practice.
She is ago -to independent attorney fact -finder for high -
profile investigations involving elected officials, -suite
executives and leaders of non-profit organizations.
A well -respected expert in employment law for 35 years,
Camille counsels employers on a broad range of issues
including political speech on work platforms, anti-
discrimination, harassment and retaliation laws, Title IX,
reasonable accommodation n and leave of absence issues, and
Ong and separation processes. She is a thought leader In
Diversity, , Equity and Inclusion programs and initiatives and
advises leaders in entertainment, technology companies and
public agencies. She also develops and leads itino-atie
training programs onbias prevention, investigation best
practices and state and federal anti -d.iscrimi.nnation and anti -
harassment laws.
Camille is an experienced litigator advising and defending
employers in litigation, arbitrations and disciplinary hearings
and appeals. She served as a member of the trial team which
won a unanimous jury defense verdict for the Chief of
Police and City of Richmond against charges of
discrimination, harassment and retaliation in a highly
publicized case that was selected as a defense verdict of the
year by the Daily Journal.
Camille has conducted nearly 200 investigations, including
claims of harassment, hostile work environment, fraud,
waste, abusive conduct, discrimination, retaliation, Title L,
police internal affairs, misappropriation, workplaceviolence,
whistleblower matters and ethics violations. Having
conducted numerous investigations for public sector
employers, Camille is well versed in the Public Safety
Officers Procedural Bill of Rights Act and the Firefighters
Procedural Bill. of Rights, as well as the Weingarten rights
afforded to public employees. In addition she provides
appropriate corrective action advice to address issues often.
present in workplace climate investigations.
Hamilton Patine
Pagel of 7
Camille recently investigated allegations of harassment and discrimination at a digital media
company, claims of racial bullying of students a California university, alleged harassment by the
CEO of a nationally -recognized non-profit organization, and allegations of systemic sexual
harassment and sexual favoritism at a hospital. She has conducted major misconduct
investigations involving elected officials and employees of public employers throughout
California. Camille's investigations specialty began with two cases that garnered intense public
scrutiny — investigating election misconduct in the City of Bell, the largest government
corruption scandal at the time, and as a member of the team conducting an internal affairs
investigation of the BART police officer -involved fatal shooting of Oscar Grant at the Fruitvale
BART station.
Camille shares her expertise as a frequent presenter at conferences and seminars on topics that
include preventing workplace bullying and harassment, recogning implicit bias, social media
use, and ethics.
Honors and Awards
• Top Labor & Employment Lawyers, Daily journal (2021, 2020)
Professional Affiliations
• Board Member, Future of Diversity, Equity & Inclusion Advisory Board, HR.co /Next
Concept HR Association, 2021
• Member, California Public Employers Labor Relations Association
• Co-sponsor, Bar Association of San Francisco's African American Partners and Associates
Summer Reception (2018, 2019)
• Member, National Association of African Americans in Human Resources, Northern
California Chapter
Member, Association of Workplace Investigators
•
•
•
•
•
•
•
•
Member, Women Lawyers of Alameda County
Member, California Women Lawyers
Member, Steering Committee, Women's Impact Network, Bar Association of San Francisco
Member, Anti -Fraud Alliance
Member, Municipal Management Association of Northern California
Member, Charles Houston Bar Association
Member, Labor and Employment Law Section, California Lawyers Association
Hamilton Pating 1 Page 2 of 7
• Member, The Bat Association of San Francisco
• Member, Filipino Bar Association of Northern California
Presentations and Publications
• Presenter, "Moving Diversity, Equity & Inclusion Programs Forward: An Employer's Road
Map," California Public Employers Labor Relations Association Annual Training
Conference, November 17, 2021
• Presenter, "City Attorney Pra.ctieum: COVID-19 Return to Work — Navigating the New
Landscape," League of California Cities, June 9, 2021
• Moderator, "Session 2C: After a Year of Racial Reckoning Where Are Women of Color?,"
Women of Color Conference, California Minority Counsel Program, May 20, 2021
• Presenter, "COVID-19 eturn to Work Plan: Who Returns, When, Where & How," Meyers
Nave webinar, April 2 , 2021
• Presenter, "COVID-19 Return to Work Issues: How to Navigate the Changing Landscape
for Your Return to Work Plan," I I Nest Virtual Conference, March 17, 2021
• Presenter, "Raising Awareness: Recogni7ing & Managing Implicit Bias," Hayward Area
Recreation and Park Institute, February 22, 2021
• Presenter, "Organizational Transformation: A Conversation on Diversity, Equity &
Inclusion," Association of Women in Water, .Energy and Environment, February , 2021
• Presenter, "COVID-19 Vaccination Policies: Options, Issues and Considerations for
Employers," Meyers Nave webinar, February 3, 2021
• Presenter, "COVID-19 Vaccinations: What California. Employers Need To Know," Meyers
Nave webinar, Fe rum 3, 2021.
• Roundtable Facilitator, "COVID-19: Workplace Considerations," California . Association of
Sanitation Agencies Winter Conference, January 27, 2021
• Author, "Mandatory vs. Voluntary COVID-19 Vaccination Policies: What California
Employers Need To Know," Meyers Nave Client Alert, January 15, 2021
• Moderator, "Overcoming the Imposter Syndrome," Women of Color Forum, California
Minority Counsel Program's Annual Business Conference, September 22, 2020
• Presenter, "Employee Resource Groups — Supporting Diversity or Widening The Divide?,"
HR West Conference, 2020
• Presenter, "Lessons Learned from Workplace Investigations in the #MeTooEra," County
Counsels' Association Employment Law Conference, 2020
• Author, "SB 778 Requires Employers to Provide New Harassment Prevention Trainin.g by
January 1, 2021," Meyers Nave Client Alert, January 2020
Hamilton Pacing I Page 3 of 7
• Author, "Employers' Dilemma: Comply Now with New Employment Laws or Wait Out
Court Challenges?," Meyers Nave Client Alert, January 2020
• Presenter, "2020 Labor Law Update," National Association of African Americans in Human
Resources, Northern California Chapter, 2019
• Author, "AB 5: Clarity for Some Employers, Uncertainty for Others," Meyers Nave Client
Alert, September 2019
• Presenter, "How to Conduct #MeToo Investigations that Stand Lip in Litigation," Next
Concept HR Association's California Legal & Legislative Summit, 2019
• Author, "SB 778 Extends Employers' Deadline for Providing New Harassment Prevention
Training," Meyers Nave Client Alert, September 2019
• Presenter, "Lessons Learned from Workplace Investigations in the #MeToo Era," San
Mateo County Bat Association Labor & Emplo tnent Section, 2019
• Presenter, "#MeToo Movement in Local Governments", County Counsels Association's
Employment Law Conference, 2019
• Presenter, "Identifying and Minimizing Implicit Bias," 21st Annual Northern California
Eminent Domain Conference, CLE International, 2019
• Presenter, "California's Top 5 New employment Laws in Response to the #MeToo
Movement," California. Special Districts Association .Annual Conference, 2019
• Author, "The Rights of Transgender and Non -Binary Employees," Dail journal's "Top
Labor and Employment Lawyers" issue, July 10, 2019
• Author, "California Lawmakers Ban Workplace Discrimination Based on Hairstyle," Society
for Human Resource Management Calijbmia Newsletter, July 9, 2019
• Author, "New Law Targets Discrimination Based on Hair Style," Daily journal, July 8, 2019
• Presenter, "The Future of Workforce Development," Skywalker Ranch Leadership Summit
Series, 2019
• Presenter, "Ethical Issues that Most Frequently Entrap City Managers," League of California
Cities' City Managers Conference February 14, 2019
• Presenter, "Lessons from #MeToo: Is Your Work Culture Inclusive Enough to Prevent Bias
Harassment Claims?", California Association of Museums Annual Conference, 2019
• Author, "California's Top 5 New Employment Laws in Response to the #MeToo
Movement," Meyers Nave Client Alert, October 2018
• Presenter, "Discipline that Sticks - How to Create Your Best Record for Arbitration,"
California Public Employers Labor Relations Association Annual Training Conference, 2018
• Author, "California's Top 5 New Employment Laws in Response to the #MeToo
Movement," Meyers Nave Client Alert, October 2018
Hamilton Paring I Page 4 of 7
• Presenter, "Labor Law Update," National Association of African Americans in Human
Resources, Northern California Chapter, 2018
• Presenter, "Investigating Disability Discrimination," Alameda County's Disability
Employment Awareness and Training Conference, 2018
• Quoted, "Outside Investigations of Harassment Have Pros and Cons," Daify journal,
September 6, 2018
• Presenter, "The Next Phase of Workplace Misconduct Claims and the Elimination of Bias,"
Clear Law Institute webinar, 2018
• Author, "#MeToo's Impact on Harassment Policies, Investigations and Training," Daily
journal's "Top Labor and Employment Lawyers" issue, July 18, 2018
• Program Chair, Workplace Investigations: Facing High -Risk Situations, CLE International
Conference, 2018
• Presenter, "Not Yet Illegal: Addressing Bias Issues and the Next Phase of Workplace
Misconduct Claims," Workplace Investigations: Facing High -Risk Situations, CLE
International Conference, 2018
• Moderator, "High Stakes & High Risks: Strategies for Handling High -Profile Litigation,"
Meyers Nave/California Minority Counsel Program seminar, 2018
• Presenter, "Recognizing Implicit Bias for Human Resources Professionals," National
Association of African Americans in Human Resources, 2018
• Quoted, "A Look Back on Same -Gender Sex Harassment," Daily journal, January 29, 2018
• Quoted, "California Legislation and Regulations to Watch in 2018," Law 6 , January 1, 2018
• Quoted, "Year in Review: Hollywood Harassment Allegations," Daily Journal, December 27,
2017
• Presenter, "Elimination of Bias: Bias Issues that May Arise in the Land Use Context," CLE
International's Land Use Law Conference, 2017
• Author, "IFH Issues Workplace Harassment Guide for California Employers," Meyers
Nave Client Alert, 2017
• Presenter, "Investigative Reports And The California Public Records Act: Protecting
Privileges In Internal Investigations," California Public Employers Labor Relations
Association Annual Training Conference, 2016
• Presenter, "New Issues in Employment Investigations," International Municipal Lawyers
Association Annual Conference, 2016
• Presenter, "New Challenges for Employers: Diversity Initiatives & Implicit t Bias," Southern
California Public Labor Relations .s ou .cil, 2015
• Presenter, "New Challenges for Employers: Diversity Initiatives & Implicit Bias," Meyers
Nave webinar, 2015
Hamilton Pating Page 5 of 7
• Presenter, "Get Ready for the New Claims: Workplace Bullying and Subtle Bias," Meyers
Nave webinar, 2015
• Presenter, "Nuts & Bolts of Workplace Investigations and Issues," Alameda Cou .t 's 11 th
Annual Disability Employment Awareness Conference & Training, 2014
• Presenter, "How to Lead Without Breaking the Rules," California Council of School
Attorneys, 2014
• Presenter, "Employee iscipl e and Investigations," Western Regional IPMA-HR
Conference, 2014
• Presenter, "Workplace Bullying: The Next Harassment Claim?," California Public Employers
Labor Relations Association AnnualTraining Conference, 2013
• Presenter, "Social Media Firings: The NLRB's Do's and Don'ts," IMLA Annual Conference,
2013
• Presenter, "Social Media — Creating a Policy You 'Life'," Nteyers Nave W bi ar, 2013
• Presenter, "Facebook `Friend' or Foe — Social Media on and off Campus," California Council
of School Attorneys, 2012
• Presenter, "Ethics 101: A Guide for Public Officials," California Public Employers Labor
Relations Association Annual Training Conference, 2008
• Presenter, "Lessons Learned from this Year's Big Employment Verdicts," California Public
Employers Labor Relations Association Annual Training Conference, 2007
• Presenter, "Ethics 101: A Guide for Human. Resources Administrators," California Public
Employers Labor Relations Association Annual Training Conference, 2006
• Presenter, "Investigation Techniques," Southern California Public Labor Relations Council,
2006
Representative Experience
• Investigated allegations of financial mismanagement and misappropriation and conflict of
interest by a CFO of a transit agency.
• Investigated allegations of bullying and. abuse of employees at a national audio entertainment
coma..
• Investigated allegations against the former Mayor of Palm Springs of illegal videotaping and
eavesdropping on colleagues via an intercom system.
• Investigated allegations of gender discrimination made by two female council members
against the Mayor of roville.
• Investigated allegations of ethical violations and conflict of interest by a City Auditor.
• Investigated allegations that a COO misreported information regarding a $200 million project
to implement clean technology trains to the Board of Directors for a transit agency.
Alarnilton Dating 1 Page 6 of
• Investigated allegations that an Auditor for a transit agency engaged in bullying of employees.
• Investigated allegations that the CEO of a Health Plan engaged in conflict of interest and
ethics violations.
• Investigated allegations that the CEO of a Health Plan engaged in harassment, retaliation and
discrimination.
• Investigated allegations that an elected City Assessor -Recorder engaged in sexual harassment
of male and female employees.
• Investigated allegations that an elected County Assessor Recorder Registrar of Voters
engaged in gender discrimination and retaliation in promotions of employees.
• Investigated allegations ofsexual assault by a Manager of a Health Plan.
• Investigated allegations that an employee of a rideshare compare drugged another employee
with "date rape" drugs.
• Investigated allegations of Code of Conduct and other violations against executives and
employees at a Health Plan.
• Investigated publicized allegations of misconduct by employees at a public library.
• Investigated numerous fraud, waste and abuse hotline allegations against a City Auditor.
• Investigated allegations of sexual harassment, race discrimination and disability discrimination
by senior personnel at an international multimedia entertainment company.
• Investigated allegations of racial bullying against two African American college students at a
public university (caused public protests and involved the NAACP) .
• Investigated allegations of harassment and abuse by an Executive Director of a social venture
and technology non-profit organization.
• Investigated election misconduct by police officers in a City of Bell government corrup do .
scandal covered by national media.
• Internal affairs investigation for Bay Area Rapid Transit (BART) of the BAT police officer -
involved shooting death of passenger Oscar Grant.
• Investigated allegations of financial mismanagement, misappropriation and other misconduct
by 1 the Director of Payroll at a college district, 2 School Administrators and various staff
at a school district, and the Chancellor, Board members, and President of a community
college.
• Investigated allegations of discrimination, sexual harassment and retaliation made by senior
police supervisors against the Police Chief for a large city. Completed more than 60 findings
in 60 days.
Hamilton Pating Page 7 of 7
meyers
nave
Jesse Lad
Of Counsel
1999 Harrison Street, 9th Floor
Oakland, CA 94612
T: 510.808.2000
F: 510.444.1108
jlad@meyersnave.com
Practice Group
Labor and Employment
California Bar Number
229389
Education
Marquette University Law School, JD, 2003
University of Iowa, BA. Political Science
with a Spanish minor, 1998
Practicing Since: 2003
JESSE LAD
Jesse Lad advises public sector clients in a wide variety of
labor and employment matters arising under federal and
state laws, including labor relations, collective bargaining,
medical leave, sexual harassment, disc rit ination, discipline
and employee privacy. In addition, Jesse defends clients
against claims of harassment, discrimination, retaliation and
Wrongful discharge, as well as wageand hour. issues. He
served as a member of the team that conducted an internal
affairs investigation for the Bay Area Rapid Transit District
(BABA) of the BAT police officer -involved shooting death
of passenger Oscar Grant.
Jesse serves as chief labor negotiator and lead labor counsel
for a number of cities and special districts in California, and
has also handled representation and certification matters for
multiple clients including the County of Alameda, City of
Walnut Creek, City of Petaluma and Sacramento Housing
and Redevelopment Agency. His most recent experience in
this area included assisting the City of Walnut Creek with a
representational issue involving the City's dispatchers.
He also regularly conducts arbitrations and administrative
hearings on behalf of public agency employers. Jesse recently
prevailed in a termination arbitration involving a former
management employee for a water district, a writ petition
involving a county employee's demand for the county to
pursue a disability retirement on her behalf, and a petition by
a public safety unit to enforce a side letter of agreement
through the grievance process.
Jesse served as the chief negotiator for the City and County
of San Francisco in its negotiations with its Municipal
Attorneys' Association as well as for the Sacramento
Housing and Redevelopment Agency and the City of
Pittsburg in their negotiations with their miscellaneous
bargaining units. Jesse also successfully represented Contra
Costa County and the City of Livingston in AB 646 fact-
finding hearings that resulted in positive recommendations
and outcomes for the clients.
Lad
Page l of 3
Prior to joining Meyers Nave, Jesse worked for a Sacramento firm where his practice primarily
focused on defending harassment and discrimination claims for public and private employers.
While in law school, Jesse was an intern with the National Labor Relations Board and Wisconsin
Court of Appeals.
Professional Affiliations
• Member, The State Bar of California
• Member, Alameda County Bar Association, Labor & Employment Law Section
Representative Experience
• io of Modesto v. Modesto Police Officers Association. Prevailed in. an arbitration involving a. Police
Officer that was terminated for off -duty misconduct.
• Chief Laborand m oynen Counsel: City of Walnut Creek, City of Modesto, City of South San
Francisco, City of Pittsburg, City of Larkspur, Sacramento Housing and Redevelopment
Agency, Delta Diablo Sanitation District, Moraga-ri.da Fire District, City of Cloverdale,
City of Livingston, and Central Contra Costa Solid Waste Authority.
• Served as Chief Labor Negotiator Sacramento Housing and Redevelopment Agency, City of
Modesto, City of Walnut Creek, City of Pittsburg, City of Fremont, City and County of San
Francisco, City of Santa Clara, City of Livingston, and West Valley Sanitation District.
• AF'SCMB LOCAL 201 9 v. East Bay Municipal Utili0 District. Prevailed in grievance arbitration
alleging that a clause in a collective bargaining agreement precluded the district from making
changes to policies and procedures during the term of the agreement.
• AFSCME Local 201 9 v.. s _ ti y Municipal Utility District. Prevailed in grievance arbitration
upholding the district's methodology for determining when a recruitment should proceed on
an internal basis only.
• City and Count' of San Francisco, Served as co -chief negotiator for memorandum of
understanding (MOU) negotiations with the Municipal Attorneys Unit.
• io of PittsbuT. Served as chief negotiator for MOU negotiations with all tniscellaneous units.
• Contra Costa Count v. Contra Costa Douo District Attot s'Assoii ton. Represented the county
during a fact-finding proceeding after an impasse was reached between the county and the
association during negotiations for a successor collective bargaining agreement. The fact-
finding panel recommended adoption of the county's proposal and issued findings of fact
consistent with the county's position.
• Laborers International Union of NorthAmerica (LJUNA) vCi y o+ f M s. Obtained dismissal of
an unfair labor practice charge filed with the California Public Employment Relations Board
alleging bad -faith bargaining by the city.
Lad Page 2 of
• MacDonald v. Menlo Park Fire District. Prevailed in a grievance hearing regarding pay
methodology for acting assignment.
• Menlo Park Firefighters Association v. Menlo Park Fire District. Prevailed in grievance hearing
regarding training requirements for firefighters.
• Municipal Aor ey Associationv, Ci0 and Count' of San _Francisco. Prevailed in grievance
arbitration upholding the monthly cap in the Long Term Disability Policy for San Francisco
attorneys. The potential damages at issue in this grievance were significant citywide.
• Police Officers Association v. Ci0 of Dixon. Obtained advisory arbitrate.on decision proposing
significant discipline for a police officer that failed to disclose property damage to a police
department vehicle.
• Police Officers Associafion v. Ci0 of Livingston. Represented the city in a fact finding proceeding
where the panel issued recommendations consistent with the city's city'position. Negotiated a
successor MOU that included significant wage and benefit concessions.
• Police 0.fficers Association v. GO of South San Francisco. Represented the city in . grievance
brought by its police association alleging that the city was violating a collective bargaining
agreement by not cashing out sick leave upon separation from service. The arbitrator ruled
that the city's practice was consistent with the MOLT and denied the grievance.
• Police Officers Association v. Go of South San Francisco. Prevailed in arbitration upholding the
termination of a police officer that fabricated a memorandum to avoid discipline.
• Police Officers Association v. C y ; f `rag. Obtained arbitration decision instituting a significant
suspension for a police officer that engaged in off -duty misconduct.
• Public Em_ployees Local I v, Delta Diablo S anitation . is rct. Facilitated withdrawal of an unfair
labor practice charge filed with the California Public Employment Relations Board alleging
unlawful interference with union activity.
• Sacramento Housing &Redevelopment Agency. Served as chief negotiator for MOU negotiations
with all represented units.
• Shedd v. Ci0 of San Leandro. Prepared position statement that resulted in the Equal
Employment Opportunity Commission EEC making a finding that no reasonable cause
existed to confirm that the city engaged in discrimination.
• Teamsters A 00 of`Mag. Prevailed in arbitration upholding the termination of a maintenance
worker who failed to obtain proper authorization for a leave of absence.
• Tuolumne Goan& . f y Shergfs� Association . C'o n f of Tuolumne. Prevailed in petition where the
Deputy Sheriffs Association sought enforcement ofschedules in side letters signed by the
union and county that were never approved by the Board of Supervisors.
• West Valley Sanitation District. Served as chief negotiator for MOU negotiations with a.11
represented units.
Lad I Page 3 of 3
meyers
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DAVID M. MIDDLETON
David WI. Middleton
Associate
600 B Street, Suite 1650
San Diego, California 92101
T: 619.330.1700
F: 619,330.1701
dmiddleton@meyersnave.com
Practice Groups
Labor and Employment
California Bar Number
321385
Education
John Marshall Law School, JD, 2013
(Moot Court Honors Council; Midwest
Regional First Place, BLSA Frederick
Douglass Moot Court Competition
(2013))
University of Michigan, BA, 2010
Practicing Since: 2018
David Middletonis an Associate in Meyers Nave's Labor
and F mployrn.ent Practice Group advising clients on a wide
range of employment law matters in state and federal court.
David's clients range from professional sports clubs,
retailers, to nonprofit and for -profit entities. He has guided
clients on decisions related to the request for proposal
competitive bidding process, internships, and enforcement
of restrictive covenants in the employment and commercial
setting. David has extensive experience drafting internal
research, memoranda, and motions.
Prior to joining Meyers Nave, David served as an Associate
for a San Diego -based law firm where he represented clients
in the auto manufacturing, retail, and healthcare industries
in matters involving the Song -Beverly Consumer Warranty
Act, premises liability, products liability' and negligence.. His
prior experience also includes serving as a judicial law clerk
for four years in the United States District Court in the
Southern District of California.
Honors and Awards
• Louis Welsh American Inn of Court Member
(Associate)— 2017-18 National First Place Team
Program Award (Unfriendly Sides: The Trial Lawyer and
the Untriable Case)
Professional and Community Affiliations
Board of Directors, Earl B. Gilliam Bar Foundation
(201 9-Present
• Bar Process Management Coordinator and Tutor,
Minority Legal Education Resources, Inc. (201 -Present)
Middleton I Pagel, of 2
Presentations and Publications
• Presenter, "Employment Law - Update — Public Entity Employers," Meyers Nave webinar,
January 1, 2022
• Presenter, "Employment Law Update — Private/Non-Profit Employers," Meyers Nave
webinar, January 11, 2022
• Interview, "Recent Changes to the Federal Vaccine Mandate," KUSI News, December 28,
2021
• Author, "The Federal Vaccine Mandate Is Back, for Now," Meyers Nave Client Alert,
December 20, 2021
• Interview, "California Returns To Mask Mandate," CBS News 8, December 16, 2021
• Interview, "Future of Workplace Vaccine Mandates," ABC News 10 San Diego,
November 15, 2021
Middleton I Page 2 of 2
meyers
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ALICIA M. MORRELL
Alicia M. Morrell
Senior Associate
1999 Harrison Street, 9th Floor
Oakland, CA 94612
T: 510.808.2000
F: 510.444.1108
a morrell@metre rsnave.com
Practice Groups
Labor and Employment
Workplace Investigations
California Bar Number
310273
Education
California Western School of Law, JD,
2015
University of the Pacific, MA, Education
Administration and Leadership, 2008
Ball State University, BS, Sociology, 2006
Practicing Since: 2016
Alicia Iorrel is a Senior Associate in Meyers Nave's Labor
and Employment Practice, and Workplace Investigations
Practice. She provides an array of advice and counseling
services to clients on labor and employment matters.
Alicia advises clients on terminations, leave, handbook and
policy compliance, and injury and illness prevention
programs. She has extensive litigation experience, including
handling trials, arbitrations, and mediations. She defends
employers against claims of discrimination, harassment,
wrongful termination, retaliation, wage and hour, and
PAGA claims. Alicia also provides in -person and online
and -harassment and anti -discrimination training.
In addition to Alicia's law practice, she served as the
Assistant Dean for Student Affairs at the Universitof the
Pacific — McGeorge School of Law in Sacramento, where
she was the primary academic advisor to for almost 600 law
students and oversaw the administration of the JD academic
program. Prior to her work for McGeorge School of Law,
Alicia worked for multiple college campuses overseeing
graduate students, student organizations, and diversity and
social justice programs. Prior to joining private practice,
Alicia served as a judicial Law Clerk for three years in the
United States District Court in the. Southern District of
California.
Honors and Awards
• Faculty Award, 2015
• American jurisprudence Award for Academic Excellence,
2014
• Julie A. Sina Award for Inspirational Leadership, 2008
Morrell Page 1 of 2
Professional Affiliations
• Association f Title IX ,Administrators, Certified Level 2 Civil Rights Investigator
Presentations and Publications
• Author, r, Appendix G: Larry P. v. Riles in Advocacy for Low -Income Children rit x
Disabilities in California (2014)
Morrell I Page 2 of
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ANGELICA M. PE BENITO
Angelica Pe Benito
Associate
1999 Harrison Street, 9th Floor
Oakland, CA 94612
T: 510.08, 000
F: 510. 44.1108
apebenito@meyersnave.com
Practice Groups
Labor and Employment Practice
Workplace Investigations
California Bar Number
323612
Education
Santa Clara University School of Law, JD,
High Tech Law Certificate (Intellectual
Property Specialization) with honors, 2018
University of California San Diego, BA,
International Studies -Political Science,
2014
Practicing Since: 2018
Angelica Pe Benito is an Associate in the Labor and
Employment Practice Group. Angelica has a broad
professional background that includes working as a legal
specialist at WestEd (a nonprofit education research,
development and services agency), a law clerk. at Samsung
Research America (an emerging and core technology
research and development company), a paralegal at a
business litigation law firm, a legal administrative assistant at
an intellectual property law firm, a legal intern for the AIDS
Legal Referral Panel, and a judicial extern for the Honorable
Ronald E. Quidachay, the longest serving judge of the San
Francisco Superior Court.
An overview of her experience includes:
• WestEd provided advice and counsel on issues
pertaining to public records requests, business licensing,
data sharing, privacy, certification forms, confidentiality
agreements, Family Educational Rights and Privacy Act,
and non-standard contract terms
• Samsung Research America facilitated the patent
application process by performing prior art searches for
new inventions, communicating with inventors and
outside counsel, and handling invention disclosure forms
and patent prosecution documents; conducted legal.
research on issues related to collaborative research
agreements and patent examining procedures; reviewed
nondisclosure agreements to ensure policy compliance
• Business Litigation Law Firm assisted with discovery
requests, summary judgment motions, mediation -
arbitration proceedings, and preparation for hearings and
trials; compiled excerpts from evidence procured during
discovery to bolster arguments asserted in briefs;
prepared deposition outlines, requests for discovery,
privilege logs, exhibits, motions, and moving papers
Pe. Benito Page 1 of 3
• Intellectual Property Law Firm --- drafted engagement letters, recorded client intakes,
indexed official United States Patent and Trademark Office communications, managed client
file database, and prepared cease and desist letters
• Honorable Ronald E. Quidachay - - drafted tentative rulings and prepared bench
memoranda, summarized opposing arguments, and assessed each issue in light of the facts
and applicable law; met and conferred with Judge Quidachay and research attorneys to
discuss recommendations and rationale; observed motion hearings and oral arguments
brought before San Francisco's Law & Motion Real Property Court
AIDS Legal Referral Panel provided direct services to vulnerable clients with limited
resources; assisted clients in securing and maintaining essential government benefits,
insurance, .ce, and public accommodations; conducted on -site visits and drafted demand letters
for clients facing housing discrimination and possible eviction
Honors and Awards
• Santa Clara University School of Law — Dean's List three semesters, High Tech Excellence
Award, Senior Production Editor of the High Technology Law journal
▪ University of California at San Diego — Provost Honors, Spring 2013
Presentations and Publications
• Presenter, "Employment Law Update Public Entity Employers," Meyers Nave webinar,
January 13, 2022
• Presenter, "Employment Law Update — Private/Non-Profit Employers," Meyers Nave
webinar, January 11, 2022
• Presenter, " VI -19 Return to Work Plan: Who Returns, When, Where & How,"
California Special Districts Association webinar, June 22, 2021
• Author, Update on California's CVT-19 Pmergency Temporary Standards, and OSHA,
Meyers Nave Client Alert, June 10, 2021
• Author, Round 2: Cal/OSHA Revises emergency Temporary Standards for VID-19
Prevention, Meyers Nave Client Alert, June 9, 2021
• Author, "Employers' Top Three Questions About VI -1 ," .worth County Lalger,
February 2021
• Author, "Mandatory vs. Voluntary COVID-19 Vaccination Policies: What California
!- rplo ers Need To Know," Meyers Nave Client Alert, January 15, 2021
• Presenter, "Employment Law Update: What's New, What's Changed and What's Next?,"
Meyers Nave webinar, January 12 and 14, 2021
Pe Benito 1 Page 2 of 3
• Author, "Newly Adopted Cal/OSHA Emergency Standards Require Immediate Action by
California Employers," Meyers Nave Client Alert, November 30, 2020
• Author, "SCOTUS Rules LGBTQ Workers Protected From Employment Discrimination,"
Meyers Nave Client Alert, July 10, 2020
• Author, "AB 5: Clarity for Some Employers, Uncertainty for Others," Meyers Nave Client
Alert, September 2019
• Author, "SB Extends Employers' Deadline for Providing New Harassment Prevention
Training," Meyers Nave Client Alert, September 2019
5050369.1
Pe Benito Page 3 of 3
City of National City
Employment and Labor Legal Services
21
Appendix B -Certificate of Insurance
Meyers Nave I May 5, 2022
AccoRif) CERTIFICATEOF
LIABILITY
INSURANCE
I 1
DATE
7/27/2021
THIS CERTIFICATE IS ISSUED AS A MATTER OF INFORMATION ONLY AND CONFERS NO RIGHTS UPON THE CERTIFICATE HOLDER. THIS
CERTIFICATE DOES NOT AFFIRMATIVELY OR NEGATIVELY AMEND, EXTEND OR ALTER THE COVERAGE AFFORDED BY THE POLICIES
BELOW. THIS CERTIFICATE OF INSURANCE DOES NOT CONSTITUTE A CONTRACT BETWEEN THE ISSUING INSURER(S), AUTHORIZED
REPRESENTATIVE OR PRODUCER, AND THE CERTIFICATE HOLDER.
IMPORTANT: If the certificate holder Is an ADDITIONAL INSURED, ED, the policy(ies) must have ADDITIONAL INSURED provisions or be endorsed.
If SUBROGATION IS WAIVED, subject to the terms and conditions of the policy, certain policies may require an endorsement. A statement on
this certificate does not confer rights to the certificate holder in lieu of such endorsements
PRODUCER Lockton Insurance Brokers, LLC 1NAME:A T
777 S. Figueroa. Street, 52nd Fl. '
PHONE
Extl :
TAX
{Af � Not,
CA(NC. License F 1 7 7
E-MAI Lo,
EADDR:
Los Angeles 9001
(1 689-0065
INSURER() AFFORDING COVERAGE
NAIL #
INSURER A : Vi!
11
.nt Insurance
Com
r an
20397
INSURED Meyers Nave, a Professional Corporation
INSUREI B : Federal
InsuranceCompany
1
1491388 1999 Harrison St., 9th Floor
INSURER C :
Oakland CA 94612
INSURER D
INSURER E ;
INSURER F :
COVERAGES MEYI AO1
CERTIFICATE NUMBER: 1721
REVISION NUMBER:
XXXXXXX
THIS IS TO CERTIFY THAT THE POLICIES OF INSURANCE LISTED BELOW HAVE BEEN ISSUED TO THE INSURED NAMED ABOVE FOR THE POLICY PERIOD
INDICATED. NOTWITHSTANDING ANY REQUIREMENT, TERM OR CONDITION OF ANY CONTRACT OR OTHER DOCUMENT WITH RESPECT TO lHIH THIS
CERTIFICATE MAY BE ISSUED OR MAY PERTAIN, THE INSURANCE AFFORDED BY THE POLICIES DESCRIBED HEREIN IS SUBJECT TO ALL THE TERMS,
EXCLUSIONS AND CONDITIONS OF SUCH POLICIES. LIMITS SHOWN MAY HAVE BEEN REDUCED BY PAID CLAIMS.
INSR
LTR
TYPE OF INSURANCE
ADDL
INSO
SUER
.
POLICY NUMBER
POLICY E1=F
(MMIDDIYYYY)
POLICY EXP
(MMfDDJYYYY)
- LIMITS
A
X
COMMERCIAL GENERAL LIABILITY
N
_
N
----
35904309
/11 0 1
5/1/2022
EACH OCCURRENCE
$ 1, 00,000
PI SINUSES (Ea occurrence)
15000500 .....-- --
CLAIMS -MADE
X
OCCUR
MED EXP (Any one person)
$ 1000
PERSONAL & ADV INJURY
1 #000,000
$ 2,000,000
$ 2,000,000
GENERAL AGGREGATE
GEEV'L
AGGREGATE LIMIT APPLIES PER:
PRODUCTS -COMP/OP AGO
POLICY
X
JOT
L
IOC
OTHER:
AUTOMOBILE LIABILITY
N
7355-71-30
5/1/2021
5/1/2022
EO aB i EDt,SINGLE LIMIT
$ 1,000,000
$ )XXXXX
BODILY INJURY (Per person)
ANY AUTO
BODILY INJURY (Per accident)
$ �XXX
OWNED
AUTOS ONLY
SCHEDULED
AUTOS
PROPERTY DAMAGE
(Per accident)
�����
HIRED
AUTOS ONLY
-
NON -OWNED
I AUTOS ONLY
Comp/Coll Ded
1,0 00
UMBRELLA LIAR
X
OCCUR
N
N
79871939
/1/ 0 1
5/1/2022
EACH OCCURRENCE
$ 10 ,000,000
AGGREGATE
$ 10,000,000
XXXXXXX
EXCESS LIAB
CLAIMS -MADE
DED
RETENT ON $
�
WORKERS COMPENSATION
AND EMPLOYERS' LIABILITY Y f N
N A
71..'7
��f01
5/1/2022�
PER
STATUTE
■
��H-
EL. EACH ACCIDENT
$ 1
ANY PROPRIETOR/PARTNER/EXECUTIVE
CFFICERVMEMBER EXCLUDED?
E.L. DISEASE - EA EMPLOYEE
$ 1 0001000
(Mandatory In NH)
If yes, describe under
DESCRIPTION OF OPERATIONS below
$ 1 000 000
E.L. DISEASE - POLICY LIMIT
i DESCRIPTION OF OPERATIONS I LOCATIONS I VEHICLES (ACORD 101, Additional Remarks Schedule, may be attached If more space Is required}
THIS CERTIFICATE SUPERSEDES ALL PREVIOUSLY ISSUED CERTIFICATES FOR THIS HOLDER, APPLICABLE TO THE CARRIERS LISTED AND TIE POLICY TERM(S) REFERENCED.
Additional Named Insured: Meyers Nave Riback Silver & Wilson A Professional Corp.
CERTIFICATE HOLDER
CANCELLATION
17726155
Evidence of Insurance
SHOULD ANY OF THE ABOVE DESCRIBED POLICIES BE CANCELLED BEFORE
THE EXPIRATION DATE THEREOF, NOTICE WILL BE DELIVERED IN
ACCORDANCE WITH THE POLICY PROVISIONS,
88401 C - D CORPORATION. All rights reserved.
ACORD D (01 103)
The ACORD name and logo are registered marks of ACORD
EXHIBIT B
RFQ for Employment and Labor Services: Schedule of Rates
Meyers Nave has built its reputation for integrity and client commitment by proposing hourly
rates that provide the best value based on the experience, qualifications and specialty expertise
of the proposed attorneys, which delivers the most effective and efficient services possible,
Our proposed hourly rates are as follows:
Personnel
Title Hourly Rate
Janice P. Brown Senior Principal $485
Camille Hamilton Pating Senior Principal $485
Jesse Lad Senior Of Counsel $410
David Middleton Senior Associate $380
Alicia M. Morrell Senior Associate $380
Angelica Pe Benito Associate 5350
Paralegal $200
Rates may be increased approximately 5% on an annual basis to reflect increases in the relevant
Consumer Price Index.
We propose to charge the costs of extensive photocopying at $0.25 per page, postage at the
current UPS rate, and the actual cost to us of any third -party expenses, such as transcription
services.