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. Defending against ex-employee's legal demand after NDA breach and termination.
- A: I agree with Mr. Trust's answer. I would add that you if suspect that the former employee is going make a claim, you should notify your general liability insurance carrier. Finally, you should consider having a lawyer send a letter threatening to sue the former employee for theft of trade secrets, but you should not communicate that directly to the lawyer. Anything you say or write can be used against you, so best to have a lawyer communicate on your behalf.
- Q. Am I obligated to sign an attestation for data deletion and return nonprofit property after whistleblowing?
- A: As an initial matter, since you were terminated more than 2 years ago based on what you describe as whistleblowing and hostile work environment, you really should contact an employment attorney before your claims are barred by the passage of time. Whistleblower claims have 3 year statute of limitations in California. Similarly, discrimination claims require a right to sue letter be obtained within 3 years and then you have 1 additional year to file suit.
You are not required to sign an attestation that you deleted all materials, if you did not agree to that in writing during your employment. You may consider asking your former employer to compensate you for the time involved at a reasonable ... Read More
- Q. Is it illegal for a California call center to not provide extra pay for additional CSR responsibilities?
- A: As long as you are paid for all time performing those additional tasks, there is nothing illegal about your employer adding responsibilities without adding more compensation, unless the employer's decision to not add additional compensation is motivated by hostility to a protected class such as race, religion, gender, gender expression, sexual orientation, veteran's status, disability, pregnancy or opposing illegal conduct.
