Sugden, David R, ATY

Sexual Harassment Attorneys, Accident & Property Damage Attorneys, Attorneys

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Neighborhoods: Newport Center, Newport Beach
Other Link: http://calljensen.com
Categories: Sexual Harassment Attorneys, Accident & Property Damage Attorneys, Attorneys, Automobile Accident Attorneys, Criminal Law Attorneys, Domestic Violence Attorneys, Employee Benefits & Worker Compensation Attorneys, Family Law Attorneys

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Phone: (949) 717-3000

Address: 610 Newport Center Dr, Newport Beach, CA 92660

Website: http://calljensen.com

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Sugden, David R, ATY

Adoption
Premarital Agreement
Also, as with any agreement—know the terms; monitor performance; and diligently enforce your rights. It’s your brand and you need to protect it. You need to ensure that your intellectual property rights remain valid and protectable, which usually means completing proper registrations and establishing a portfolio. In addition, in the event of unforeseen risk or potential damage to your brand and/or your rights, you will need to know the potential triggers for termination of the relationship. Hopefully, the relationship is successful, but if not, you need to cancel and move on. In this respect, your licensing agreement should be thought of as your prenuptial agreement in a marriage.

Fraud
Social media poses particular risks for publicly-traded companies. The line between private and public life has blurred, particularly for executives privy to earnings data and forecasts. Shareholders increasingly demand up-to-the-minute information, and potential investors “follow” corporate thought leaders through a variety of outlets. In 2008, the SEC published guidance about when disclosure of information on a company website might be deemed “public” under Regulation Fair Disclosure (“Reg FD”). Last year, the SEC issued its first Wells Notice to Netflix for potential violations based on a Facebook post by its CEO. The SEC has also investigated Whole Foods and threatened to block its purchase of competitor Wild Oats after its CEO was caught using a pseudonym to make critical statements online to lower Wild Oatsʼ stock price. Even the FBI has used social media to investigate possible insider trading and securities fraud. All publicly-traded companies must understand and communicate clear rules regarding what is and is not appropriate, legally, to post about the companyʼs business. Do not let an errant “tweet” turn into a full-blown SEC investigation.
Assault
Restraining Order
Call & Jensen secured a temporary restraining order and preliminary injunction in superior court against a former officer of Call & Jensen’s client, precluding the officer from unlawfully competing against the client by soliciting its customers and employees. The victory was obtained at the beginning stages of the litigation and… Read More

Business and Corporate Law

Business Disputes
Complex cases often contain multiple disciplines. All of the attorneys who practice employment law at Call & Jensen have also litigated contract disputes and business tort claims, and represent companies in commercial negotiations and mediation. This diversity of practice ensures that each of Call & Jensen’s litigators have a broad business knowledge and capabilities. The firm is thus able to take a two-pronged approach to incoming employment lawsuits and potential issues, combining deep employment law knowledge with the ability to skillfully and strategically litigate at the highest level of practice in court.
Trade Secrets
Intellectual Property
Unfair Competition
Attorneys of the firm practice at all trial and appellate levels, and represent clients in responding to federal and state agencies. The firm handles issues for its clients in all key areas including employment and labor, intellectual property, trade secrets, commercial litigation, complex class actions, real estate, false advertising and unfair competition, and product liability. Located near federal and state courts in all seven Southern California counties, Call & Jensen attorneys are also regularly tapped as counsel for cases across the country.
Antitrust

Workers Compensation
Wrongful Termination
Call & Jensen is pleased to announce that it has added an employment litigator to its roster of trial and complex litigation attorneys. Morgan Podruski joins the firm from Kring & Chung, where her practice encompassed wage and hour class actions, advice and counsel, and wrongful termination litigation. She holds a J.D. from the University of San Diego School of Law. Call & Jensen welcomes Morgan to the firm.
Employment Discrimination
Call & Jensen recently obtained summary adjudication on multiple claims asserted against the firm’s client by a former executive employee, who was alleging gender pay discrimination, sex discrimination, retaliation, failure to prevent discrimination, and related claims. Although California Equal Pay Act was recently amended to a new standard, the firm prevailed on its client’s behalf in getting all equal pay claims dismissed without the need for a trial, leaving only a few separate wage-related claims in the case. Attorneys who worked on the case included Julie Trotter, Jacqueline Beaumont, Ellen Cohen, and Morgan Podruski.
Employment Litigation
Call & Jensen attorneys Julie Trotter, Delavan Dickson, and Melinda Evans obtained a unanimous decision from the California Courts of Appeals affirming the trial court’s ruling granting summary judgment on fifteen of the seventeen causes of action the Plaintiff had alleged against a skilled nursing facility and one of its former Executive Directors (Plaintiff had dismissed the other two claims with prejudice). The appellate briefing addressed several hot topics in employment litigation, including the continuing violations doctrine, the hearsay rule as applied to statements made by a company’s employees, constructive discharge, pregnancy discrimination and harassment, whistleblower retaliation, and timing requirements under Labor Code section 2802’s reimbursement requirements.
Severance Agreement
Sexual Harassment
Call & Jensen recently obtained a complete 12-0 defense trial verdict for its clients, a prestigious Southern California private university and one of its employees, following a three-week jury trial in the Superior Court of California, Los Angeles County. The lawsuit involved detailed claims of sexual harassment and discrimination, pregnancy… Read More

Property Damage
CGL policies are typically designed to provide coverage for “sums that the policyholder becomes legally obligated to pay as damages because of ‘bodily injury’ or ‘property damage.’” Prior to 1966, the standard-form CGL policy provided coverage for bodily injury or property damage caused by an “accident,” but failed to provide a definition for the term “accident,” leading to many judicial decisions that extended CGL coverage to pollution-related injuries or damages.

Immigration Law

Citizenship and Naturalization

Personal Injury
In an attempt to provide more clarity to one jurisdiction’s narrow reading of the total pollution exclusion, a recent opinion from the Central District of California sets forth a more specific test in Great American Assurance Co. v. M.S. Industrial Sheet Metal, Inc., Case No. 8:11cv00754 (C.D.Cal.2012) (Docket No. 67). In that case, policyholder and contractor M.S. Industrial Sheet Metal tendered to its CGL carrier a personal injury/negligence claim in which two plaintiffs claimed that M.S. Industrial’s installation and/or recommendation of a workplace ventilation system for a commercial printer caused them to be exposed to harmful printer exhaust while working within a warehouse.
Auto Accidents
Disability Discrimination
Following a year of litigation, Call & Jensen attorneys obtained a complete summary judgment victory in defense of their client in a lawsuit filed by its former employee alleging 11 employment-based causes of action. The claims ranged from gender and disability discrimination to harassment, retaliation, interference with leave, failure to… Read More

Tax Law
The U.S. Bureau of Labor Statistics defines contingent employees as “those who do not have an implicit or explicit contract for ongoing employment.” While there are many possible contingent work relationships, the most common are workers leased through temporary agencies, independent contractors with a defined scope and duration of work, and interns. The most recent U.S. Department of Labor survey found that roughly 30 percent of the American workforce (or 42.6 million people) are in contingent positions, and the Bureau of Labor Statistics estimates that this figure has increased by at least 30 percent since the last survey in 2006. In its latest report on trends shaping the next decade, tax preparation software company Intuit estimated that by 2020, 40 percent of U.S. workers will be in contingent positions.

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