One Page Bio
Practice Groups
Experience
Education & Admittance to Practice
Professional Activities & Speeches
Honors & Awards
Insights

Catherine L. Hazany

Shareholder || Torrance

Practice Groups

Employment Law, Higher Education, Wage and Hour, Arbitration and Alternative Dispute Resolution, California Class Action and PAGA

Catherine vigorously advocates for employers in all aspects of litigation through trial/arbitration. She represents companies in a variety of industries including hospitality, education, aerospace, non-profits, service and entertainment. She also counsels employers regarding leaves of absences, reasonable accommodations, and harassment training.

Practice Groups

Employment Law, Higher Education, Wage and Hour, Arbitration and Alternative Dispute Resolution, California Class Action and PAGA

Learn more about Catherine L. Hazany

Experience

Extensive experience defending California Private Attorney General Act (PAGA) claims alleging violations of suitable seating requirements under the California wage orders.
Conducted California suitable seating requirements training to various insurers and underwriters.
Won summary judgment on behalf of property management company in action alleging violation of the California Unruh Civil Rights Act and Blind and Disabled Persons Act.
Prevailed in arbitration on behalf of food manufacturer in discrimination based on disability and retaliation action.
Prevailed in arbitration on behalf of university in race discrimination action.
Prevailed in arbitration for restaurant in an age discrimination/wrongful termination action.
Successfully represented several clients in mediation and settlement of discrimination claims before the EEOC, DFEH, arbitration and in court.
Successfully defeated class certification of misclassification class action.
Successfully represented hospital in several labor arbitrations involving employee terminations.
Won summary judgment on behalf of large entertainment venue and sports arena in alleged discrimination, failure to accommodate, retaliation action.
Won summary judgment on behalf of hospitality industry client in wrongful termination action based on age and sexual orientation.
Won summary adjudication in wrongful termination action based on age, race and perceived disability forcing favorable settlement.
Won summary judgment on behalf of major retailer in wrongful termination action based on disability, failure to accommodate, and failure to conduct the interactive process.
Won summary adjudication of claims on behalf of restaurant franchisee forcing favorable settlement.
Won terminating sanctions on behalf of commercial real estate developer.

Education & Admittance to Practice

Education

J.D., University of Southern California, Gould School of Law, 2003
B.A., University of California, Berkeley, 1998

Admittance to Practice

California
U.S. District Court, Central District of California

Professional Activities & Speeches

Professional Activities

Los Angeles County Bar Association
ProVisors (Westwood chapter)

Honors & Awards

Southern California Rising Stars by Super Lawyers Magazine (2010, 2012-2017)
Top Women Attorneys in Southern California by Los Angeles Magazine (2010, 2012-2017)

Insights by Catherine L. Hazany

Los Angeles Wage Office Shifts Interpretation of New Fair Work Week Ordinance

Part of a recently passed pay predictability ordinance in Los Angeles is already causing some confusion for employers over a provision requiring retail employers to pay workers a premium for working a second shift within ten hours of the first shift. Such tightly scheduled shifts often occur when a worker is needed to close and then open the next day, referred to as “clopening” shifts.

Los Angeles Predictable Scheduling Law Set to Take Effect

Retail employers in Los Angeles will soon be required to provide employees with written, good faith estimates of their schedules and offer extra hours to current employees before hiring new workers under a new ordinance that takes effect on April 1, 2023. The “Los Angeles Fair Work Week Ordinance” makes the city the latest jurisdiction to pass a predictable scheduling law,

California Court of Appeal Creates Rift Regarding Trial Courts’ Power to Strike or Limit PAGA Claims for Unmanageability

On March 23, 2022, the Court of Appeal of the State of California, Fourth Appellate District, issued the latest ruling on the hotly contested issue of whether a trial court is empowered to dismiss or limit representative claims for alleged violations of the California Labor Code under the Private Attorneys General Act (PAGA) based on manageability concerns.

California Employers’ Winning Streak in ‘Suitable Seating’ Cases Continues in Latest Appellate Decision

On February 18, 2022, a California appellate court issued the latest guidance in the continuing saga of statewide “suitable seating” litigation, cementing a significant trial victory for grocers, retailers, and other employers across California.

California Supreme Court Decides Unfair Competition Claims for Civil Penalties Should Be Tried by a Court Rather Than a Jury

On April 30, 2020, the Supreme Court of California issued its decision in Nationwide Biweekly Administration, Inc. v. Superior Court of Alameda County, a case that received a fair amount of attention in 2019 when it seemed possible the court might allow claims under California Business & Professions Code Sections 17200 et seq. and 17500 et seq. (commonly called the unfair competition law (UCL)) to be tried by jury.

Los Angeles Mayor Signs COVID-19 Supplemental Paid Sick Leave Order

The Los Angeles City Council recently passed an ordinance providing supplemental paid sick leave to employees affected by COVID-19 who were employed “with the same Employer from February 3, 2020 through March 4, 2020.” Los Angeles mayor Eric Garcetti had until April 7, 2020, to sign the ordinance adding Article 5-72HH to Chapter XX of the Los Angeles Municipal Code. Instead, on April 7, Mayor Garcetti signed an emergency COVID-19 Supplemental Paid Sick Leave order with significant modifications to the council’s version of the sick leave ordinance in order to balance the potential burdens on businesses.

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