Sabrina L. Shadi

Partner

Los Angeles
T +1.310.442.8848
F +1.310.820.8859

Overview

Sabrina Shadi is an experienced, full-service employment attorney, who represents management side clients of varying sizes and industries, including hospitality, manufacturing, transportation, retail, technology and healthcare. She handles administrative agency investigations and claims, and litigates in state and federal courts regarding a broad range of issues arising from the employer-employee relationship. She has notable experience handling allegations of disability discrimination and failure to accommodate disabilities under the Americans with Disabilities Act and California law, as well as other equal employment opportunity related claims such as age, sex, race, national origin and religious discrimination and harassment claims. Sabrina also has significant experience representing clients in wage and hour matters, including class and representative Private Attorneys General Act actions. Additionally, she represents clients in matters relating to trade secret misappropriation, unfair competition, workers’ compensation discrimination and Cal-OSHA issues. Sabrina also regularly advises buyers and sellers in transactional matters regarding employment law issues.

Sabrina further dedicates much of her practice to counseling employers on all aspects of personnel matters, including conducting background checks and other hiring practices, leave administration, performance management, terminations and workforce reductions, including WARN compliance. She also regularly provides training for clients and handles investigations of employee complaints, including sensitive investigations of high-level executives. Additionally, she regularly develops employee handbooks and policy and procedure manuals.

Select Experience

  • First-chaired trial of wage and hour class and PAGA action on behalf of manufacturing client, achieving decertification of meal and rest period claims and dismissal of claims for significant penalties.
  • Developed and implemented wage and hour and other human resources audits for a wide scope of clients, including those in the hospitality, manufacturing and healthcare industries.
  • Represented clients in defense of putative class action cases, including achieving denial of class certification and a grant of motion for summary judgment on behalf of a hospitality client in a case with novel overtime issues and denial of class certification sought by truck drivers for a food services client.
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Experience

  • First-chaired trial of wage and hour class and PAGA action on behalf of manufacturing client, achieving decertification of meal and rest period claims and dismissal of claims for significant penalties.
  • Developed and implemented wage and hour and other human resources audits for a wide scope of clients, including those in the hospitality, manufacturing and healthcare industries.
  • Represented clients in defense of putative class action cases, including achieving denial of class certification and a grant of motion for summary judgment on behalf of a hospitality client in a case with novel overtime issues and denial of class certification sought by truck drivers for a food services client.
  • Mediated and negotiated numerous client-favorable settlements to resolve complex and aggressively litigated putative wage and hour class actions, following strong motion practice.
  • Negotiated favorable settlement of 10 putative class action lawsuits on behalf of a hospitality client facing allegations of wage and hour violations and Private Attorneys General Act (PAGA) claims for over 9,000 nonexempt employees. Settlement followed significant motion practice to achieve narrowing of parties and claims, including dismissal of certain PAGA claims, a named plaintiff and individual manager defendants; dismissal of one action by summary judgment; and dismissal of penalty claims from certain actions.
  • Negotiated a favorable settlement for a grocery store chain in a case involving wage and hour claims for potentially thousands of hourly employees in the state of California.
  • Negotiated a favorable settlement of two wage and hour class actions for a medical center client, brought on behalf of approximately 4,000 current and former employees, within 90 days of entering the case.
  • Created leave of absence administration procedures and forms for contingent workforce provider in connection with client’s relationship with significant customer.
  • Advised transportation company in connection with prevailing wage issues arising from contracts with various local agencies.
  • Advised an aerospace company in a Cal/OSHA investigation of a fatality in a manufacturing facility.
  • Assists clients with the Cal/OSHA investigation process, negotiating with Cal/OSHA, appealing Cal/OSHA citations and reclassifying citations to reduce penalties and diminish clients’ potential exposure.

Recognitions and Memberships

Recognitions

  • BTI Client Service All-Star (2017)

Memberships

  • American Bar Association: Labor and Employment Law Section
  • California State Bar Association

Community

  • JVS SoCal: Board of Directors

Admissions

  • U.S. Court of Appeals, Ninth Circuit
  • U.S. District Court, Central District of California
  • U.S. District Court, Southern District of California
  • U.S. District Court, Northern District of California
  • U.S. District Court, Eastern District of California
  • California, 1999

Education

  • J.D., University of California, Los Angeles School of Law, 1999
  • B.A., University of Southern California, 1996, magna cum laude

Blog

In The Blogs

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Employment Law Spotlight
California Employers Receive Favorable Interpretation of "Regular Rate of Compensation" in Labor Code Provision Concerning Meal and Rest Period Premium Pay and Guidance Regarding Lawful Rounding Practices
By Sabrina L. Shadi, Eric W. Witt
October 18, 2019
Earlier this month, a California Court of Appeal issued an opinion that is good news for California employers. The opinion addressed the meaning of “regular rate of compensation” in California Labor Code section 226.7, which requires...
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