Paul also represents clients in individual and class action litigation matters before federal and state courts on the trial and appellate levels, as well as in matters before administrative agencies, including the California Labor Commissioner, Cal/OSHA, the US Department of Labor, the California Department of Fair Employment and Housing, and the US Equal Employment Opportunity Commission.
Client Work
Paul’s practice focuses on employment matters in general, with an emphasis on wage and hour issues. He provides advice and strategy, development and revisions of policies, and defends employers in individual and class action matters. He also advises on discrimination, harassment, and retaliation issues, arbitration agreements and matters, investigations, best practices, and litigation prevention.
Paul also has extensive experience advising and representing employers in matters involving various leaves, employee protected activities, and reasonable accommodation of disability.
In addition to his employment and wage and hour practice, Paul has defended and advised employers on various occupational safety and health matters, including in cases involving Cal/OSHA, federal OSHA, and the Alaska Occupational Safety and Health Section. Paul’s experience in occupational health and safety dates to his service as a Special Assistant to the Director of the California Department of Industrial Relations, which includes Cal/OSHA.
Paul has worked on various matters involving such issues as the general duty clause, the lockout/tagout standard, the bloodborne pathogen standard, ergonomics issues, hazard communication, confined spaces, and recordkeeping. He has defended employers on citations involving various issues, including required notification to Cal/OSHA, employee notices of hazards, employee exposure to potentially dangerous materials, and matters related to employee fatalities. In related matters, Paul has defended employers against complaints by employees alleging retaliation for making safety and health complaints. He won a summary judgment in a case where an employee alleged that the employer terminated her for making several purported complaints about safety issues, as well as defeating claims under California law seeking civil penalties for dozens of alleged safety violations.
More Legal and Business Bylines From Paul R. Lynd
- California Employers Face Feb. 14 Deadline and Tighter Non-Compete Prohibitions - (Posted On Thursday, January 25, 2024)
- In California, Temporary Layoff Requires Immediate Payout of Vacation - (Posted On Wednesday, October 11, 2023)
- California Employers Had to Reimburse for Stay-At-Home Work - (Posted On Wednesday, July 26, 2023)
- California Rejects Employer Liability for “Take-Home” COVID-19 - (Posted On Thursday, July 20, 2023)
- Good Faith Defense Defeats Penalties on California Break Issues - (Posted On Monday, March 13, 2023)
- Supreme Court: Salary, Not Daily Pay, Required for FLSA Overtime Exemptions - (Posted On Tuesday, February 28, 2023)
- Ninth Circuit’s Reversal Allows Mandatory Employment Arbitration Agreements in California - (Posted On Friday, February 24, 2023)
- California’s COVID-19 Non-Emergency Prevention Standard Takes Effect - (Posted On Thursday, February 23, 2023)
- California Court Upholds Percentage Bonus, Without Recalculating Overtime Regular Rate - (Posted On Monday, February 06, 2023)
- California Employers: Be Ready for 2023’s New Laws and Requirements - (Posted On Thursday, December 22, 2022)