Brad S Kane
Kane Law Firm understands your problem is more than a legal transaction
Brad S. Kane has practiced law for more than twenty years in California, Washington, and Alaska. After a decade-long career in “Big Law,” in 2001 Mr. Kane started the Kane Law Firm, a Los Angeles-based practice. Mr. Kane takes a unique, humanistic approach with clients, always keeping the client engaged in their case and counseling clients toward fair and reasonable solutions to often emotional and complex problems.
The Kane Law Firm follows Mr. Kane’s interdisciplinary approach to law and avoids the often myopic “over-specialization” or one-sided thinking caused by only representing one side to a particular kind of dispute. For example, Mr. Kane regularly counsels and represents small and medium sized employers on the handling of employee disputes, while also representing aggrieved employees with serious claims against their own employers.
As a result, Mr. Kane is constantly searching for outside the box solutions to litigation and negotiations in areas spanning employment law, entertainment, insurance coverage, as well as business and corporation litigation. In fact, Mr. Kane has a reputation amongst his associates and colleagues of “taking cases no one else would take” and turning them into gold.
Finally, Mr. Kane has an unshakable faith in our justice system derived from his experience clerking for Alaska Supreme Court Chief Justice Jay A. Rabinowitz, his experience as a lawyer, and serving over 250 times as a Judge Pro Tem. To Mr. Kane, the judicial system holds a unique ability to shape a person’s world view and how people see themselves. Mr. Kane earned his J.D. from Hastings College of the Law and his B.A. in history from University of California Los Angeles.
- Business Law
- Business Contracts, Business Litigation, Partnership & Shareholder Disputes
- Employment Law
- Employee Benefits, Employment Contracts, Employment Discrimination, Overtime & Unpaid Wages, Sexual Harassment, Whistleblower, Wrongful Termination
- Arbitration & Mediation
- Business - Arbitration/Mediation, Consumer - Arbitration/Mediation
- General Civil
- Free Consultation
- Credit Cards Accepted
- Contingent Fees
- Alaska
- Alaska Bar Association
- ID Number: 9111089
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- California
- State Bar of California
- ID Number: 151547
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- Washington
- Washington State Bar Association
- ID Number: 33552
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- English: Spoken, Written
- Owner
- Kane Law Firm
- - Current
- General Counsel
- Kane Automotive Group
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- University of California College of the Law, San Francisco
- J.D.
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- University of California - Los Angeles
- B.A.
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- Top Contributor Award
- AVVO
- Top Contributor Award
- AVVO
- Client's Choice Award 2021
- Avvo
- Five 5-star reviews on Avvo.com
- Top Contributor Award
- AVVO
- Top Contributor Award
- Avvo
- Washington State Bar Association # 33552
- Member
- - Current
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- President of the South Carthay Neighborhood Association and the P.I.C.O. Neighborhood Council, Town Hall Meeting Opposing SB50, Los Angeles, CA
- In his own remarks, Kane presented a list of 12 potential alternatives to SB 50, which he said could be much more effective at addressing our current housing issues.
- Are LA’s New Luxury Apartments Just Sitting Empty?, Los Angeles, CA
- KCRW Design and Architecture
- An eye-opening interview shedding light on how thousands of people are living on the streets of Los Angeles while 100,000 apartment units are reportedly sitting empty throughout the city.
- CBS Radio KNX Interview - Employer/Employee Laws, Los Angeles, CA
- CBS News Radio
- Interview on Portugal's law penalizing employers for contacting employees outside of office hours
Unpaid Models Why I Do This?
- Q. Do I have a strong case for workplace retaliation or constructive discharge, and will resigning affect my workers’ comp benefits or any legal claims?
- A: In addition to the relatively weak remedy for retaliation under Labor Code 132(a) for retaliation through worker's compensation, you may have a claim for disability discrimination given your injuries.
You should make sure to document in writing you complaints and the failure of HR to take action to resolve them. If you resign, you may have claim for constructive termination, which means you have to prove that no reasonable employee, who wanted to work would continue to work under those circumstances. I would urge you to speak with an employment attorney before resigning to make sure you have documented your claim as well as you can.
- Q. Are doctors required to specify reasons in notes for work absence in CA?
- A: Doctor's are required to certify the medical necessity for the leave, but they are not required to provide the medical diagnosis or treatment as that is confidential medical information.
You should ask your employer in writing why the medical leave was denied.
- Q. Was my termination after using sick leave illegal, despite facility closure?
- A: Your employer does not have to keep the facility you work in open because you took sick leave. The closure of the facility is a legitimate reason to terminate you.
Finally, depending on the number of people employed and the amount, you may be entitled under the Federal Warn Act.
https://www.dol.gov/agencies/eta/layoffs/warn
