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
- Landlord Tenant
- Rent Control, Tenants' Rights
- 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 Hastings College of the Law
- J.D.
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- University of California - Los Angeles
- B.A.
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- Client's Choice Award 2021
- Avvo
- Five 5-star reviews on Avvo.com
- 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. I am currently suing my employer which is a large corporation with multiple entities for wage and hour violations.
- A: First, you should speak with your lawyers about your concerns. Good mediators often have limited availability and coordinating multiple counsels schedules can result in significant delays. Second, and more important, you mention that this is a seven figure class action. As a class representative, you must act to protect the interests of the class and not prefer your own personal interests, which it sounds like you are tempted to do. Thus, you efforts to settle the case without your attorney's involvement might get you disqualified/removed as a class representative either by the Court, Opposing Counsel or your own lawyers. Third, any class action settlement will have to be approved by the Court. The Court will need to hear from your attorney's why the settlement you reached without them is in the best interest of the class.
- Q. If I am terminated from my employment for violating a work policy, am I allowed to request a copy of that policy?
- A: You can absolutely ask for a copy of the policy. You have a right to review the contents of your personnel file under RCW 49.12.240. RCW 49.12.240 and 49.12.250 do not apply to the records of an employee relating to the investigation of a possible criminal offense. RCW 49.12.240 and 49.12.250 do not apply to information or records compiled in preparation for an impending lawsuit which would not be available to another party under the rules of pretrial discovery for causes pending in the superior courts.
- Q. Would the fact I'm 60 yrs old and quit a job I love with good pay to being unemployed,show believability of toxic wplce?
- A: A toxic workplace is not necessarily illegal. To have a claim for constructive wrongful termination, your supervisor's actions must be motivated by a hostility toward a protected class, such as age over 40, race, religion, gender, gender expression, sexual orientation, military service, pregnancy, disability, etc. or opposing illegal conduct. This is usually proven by direct evidence of hostility such as statements express hostility toward for protected class. For example, a statement like "we need to get rid of the dead wood" can support an inference of age discrimination. In addition, circumstantial evidence, such as comparative discipline - employees in the protected class for disciplined for things that employees outside the protected class are not disciplined for. Finally, to win a constructive termination claim, you have to prove that the conditions were so bad that no reasonable employee in your situation would have continued working. Thus, quitting a job you loved with good pay can cut both ways.
