News

Exciting news: The State of California’s Division of Labor Standards Enforcement has joined Hunter Pyle Law and our valiant co-counsel in opposing a bogus class action settlement that would resolve the claims of 30,000 janitors for pennies on the dollar. The case is pending in Orange County and has been litigated for eight years. The defendant has tried to avoid liability by settling with another attorney who filed after us and is trying to amend his case so as to include the claims in ours. There is still a long road ahead to achieve victory for these workers, but this is an important step in the right direction.

Hunter Pyle will again be a speaker at the annual Wage and Hour Conference presented by the California Employment Lawyers Association (CELA). This year’s conference will be held on April 28, 2023, at the Hilton Glendale.

Andrea Núñez of Hunter Pyle Law will be presenting at the Impact Fund’s 2023 Class Action Conference on February 23, 2023.

Each year, the Impact Fund hosts an invitation-only event to bring together leading plaintiffs’ class action practitioners to discuss important new developments, share knowledge and ideas, and develop strategies for the future. The Conference provides an unparalleled opportunity for attendees to connect and forge relationships with like-minded advocates across the country. This year’s conference will take place on February 23-24, in San Francisco.

Ms. Núñez’s panel is called “Rule 23 Class Action Basics.” It will guide attendees through Rule 23 requirements for class certification, class notice, and settlement approval. It will also cover common issues practitioners need to grapple with, such as standing, ascertainability, and jurisdiction.

Ms. Núñez is presenting with Meredith Dixon, the Impact Fund’s current Law Fellow.

Hunter Pyle will speak on the following panel on March 1, 2023:

The Santa Clara Labor & Employment Committee’s 2023 Review of 2022 Labor & Employment Law Cases & Statutes – From A to Infinity

Hunter Pyle recently completed editing a book chapter on the Private Attorneys General Act (“PAGA”). The chapter, entitled “Civil Penalties Under the Private Attorneys General Act (PAGA)” is part of CEB’s Employment Damages and Remedies treatise. Mr. Pyle has edited this chapter for many years.

CEB was founded in 1947 as a nonprofit program of the University of California to  educate veterans returning to the practice of law after service in World War II. It pioneered formal continuing legal education in the state. Today, CEB’s resources include a suite of authoritative research, guidance, current awareness, and learning resources. 

On October 15, 2022, Natalia Ramirez Lee and Hunter Pyle presented at the 35th Annual Conference of the California Employment Lawyers Association (CELA) in San Diego, California. 

Natalia spoke on the panel entitled NAVIGATING DANGER POINTS IN YOUR CASE. Hunter was one of two attorneys who presented THE YEAR IN REVIEW (Wage and Hour).

On May 4, 2022, Hunter presented at the California Employment Lawyers’ Annual Wage & Hour Update. This was Hunter’s third year presenting regarding the latest legislation and decisions affecting everything from arbitrations through wage statements and everything in between.

Other speakers on the panel were:
Jennifer Kramer, Hennig, Kramer, Ruiz & Singh; Ken Wang, CELA Policy Associate; and Mariko Yoshihara, CELA Legislative Counsel & Policy Director

Hunter Pyle will present at Bridgeport’s 2022 PAGA Conference in San Francisco.

Hunter Pyle Law recently filed an amicus brief on behalf of the California Lawyers Association (CELA) and Consumer Attorneys of California (CAOC) in the case of Tolbert, et al., v. Sisyphian, LLC, et al. (Ninth Cir. Case No. 21-55484. Tolbert addresses the critical issue of whether a relatively new law, Senate Bill 707, Leg., Reg. Sess. (Cal. 2019) (SB 707), is preempted by the Federal Arbitration Act. Our brief argues that SB 707 is not preempted. Furthermore, it was enacted in response to a glaring loophole that was causing serious harm to California’s workers by allowing employers to delay arbitrations by refusing to pay the arbitrator’s fees.