Lee Feldman is the founding partner of Feldman Browne Olivares, APC, (formerly The Feldman Law Firm), which is a six-lawyer employment litigation boutique that exclusively represents workers in labor and employment disputes. Mr. Feldman and his firm have successfully represented hundreds of employees from all over California, recovering more than $200,000,000 in verdicts and settlements, primarily in single plaintiff FEHA cases, including more than twenty five (25) seven figure recoveries in jury trials, arbitrations and mediations, on claims of discrimination, harassment, wrongful termination, and violations of state and federal medical and pregnancy leave laws. The Feldman Firm has also successfully prosecuted numerous class action lawsuits for violations of California’s wage and hour and anti-discrimination laws, including the first FMLA/CFRA class action filed in California. Mr. Feldman is a sustaining member of the California Employment Lawyers Association (CELA), a member of CAALA and CAOC and is a frequent speaker on employment law topics. He has also been invited to be an instructor for the CELA Trial College and Deposition Skills Seminars.
-- (2013-2016) Named to Daily Journal's Top Labor & Employment Lawyers list for four (4) consecutive years;
--(2007-2017) Named a Southern California Super Lawyer for eleven (11) consecutive years.
-- More than fifteen (15) FEHA trial verdicts and/or settlements of $1,000,000 or more since 2012.
-- Precedent-setting published Opinion in Noe v. Superior Court, 237 Cal.App.4th 316 (Cal. Ct. App. June 1, 2015)
Mr. Feldman and partner Alicia Olivares initiated and prosecuted this class action lawsuit against AEG, California’s largest developer of concert and sporting venues, for failing to pay more than 2200 vendors the minimum wage. AEG claimed that the vendors working on its property selling to its customers were actually employed through subcontractors. After extensive discovery, Lee Feldman and his firm successfully defeated summary judgment on all claims but one, then brought a successful Writ petition which resulted in a published appellate decision clarifying that joint employers like AEG may be held liable for willful misclassification under Labor Code Section 226.8 if they are “aware that a co-employer has willfully misclassified their joint employees and fails to remedy the misclassification.” This was the first time the court of appeals has held that joint employers may be held liable for willful misclassification decisions made by co-employers based on their knowledge of and failure to remedy the misclassification. This published decision is likely to have a far-reaching deterrent effect on the growing trend of large employers to cut costs by using intermediaries and subcontractor laborers while still maintaining control over these workers, who service customers in their core businesses.