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Welcome to Hunter Pyle Law. We represent employees throughout California. If you have concerns about your rights in the workplace, you have come to the right place.

Please feel free to call us at 510.444.4400 or email to set up a free and confidential initial intake. You can also reach us through our contact form or by chat.

We hope to hear from you soon.

Latest News

Hunter Pyle quoted in Daily Journal and publishes piece on Article III standing

August 21, 2017

Hunter Pyle was quoted in a recent article in the Daily Journal, California’s leading legal newspaper. The article, published on August 17, 2017, is titled “9th Circuit says inaccurate personal data satisfy standing for fair credit act suit.”  It involves the recent decision in Robins v. Spokeo, 2017 DJDAR 7859.  That case addresses the types of injuries that a person must sustain in order to have standing to sue in federal court.

The following day, August 18, 2017, Mr. Pyle published an article in the Daily Journal regarding the same topic.  That article is titled “Questions left open in new Spokeo decision.”  It analyzes the Spokeo decision in some detail, and discusses the issues to be resolved in its wake.

Hunter Pyle to speak on Using Expert Witnesses to Win Employment Cases

July 31, 2017

On August 10, 2017, Hunter Pyle will speak in San Francisco at a day long program for attorneys titled “Using Expert Witnesses to Win Employment Cases.”  This program is presented by the State Bar of California Labor & Employment Law Section.  Mr. Pyle will participate in the panel regarding “Live Deposition and Trial Demonstration:  Human Resources and Investigations.”  His co-panelists are Amy Oppenheimer of HR Practices and Investigations and Theodora Lee of Littler Mendelson, PC.

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Latest Blog Posts

Wage Statements and PAGA: Plaintiffs need not show injury or a knowing and intentional violation to prevail

California Labor Code section 226(a) requires that employers provide accurate, itemized wage statements to employees.  Those statements must include nine categories of information.  Labor Code section 226(e)(1) provides that an employee who suffers injury as a result of a knowing and intentional failure to comply with subdivision (a) is liable for up to $4,000 plus […]

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