Brad S Kane
Kane Law Firm understands your problem is more than a legal transaction
Brad S. Kane has practiced law for more than twenty years in California, Washington, and Alaska. After a decade-long career in “Big Law,” in 2001 Mr. Kane started the Kane Law Firm, a Los Angeles-based practice. Mr. Kane takes a unique, humanistic approach with clients, always keeping the client engaged in their case and counseling clients toward fair and reasonable solutions to often emotional and complex problems.
The Kane Law Firm follows Mr. Kane’s interdisciplinary approach to law and avoids the often myopic “over-specialization” or one-sided thinking caused by only representing one side to a particular kind of dispute. For example, Mr. Kane regularly counsels and represents small and medium sized employers on the handling of employee disputes, while also representing aggrieved employees with serious claims against their own employers.
As a result, Mr. Kane is constantly searching for outside the box solutions to litigation and negotiations in areas spanning employment law, entertainment, insurance coverage, as well as business and corporation litigation. In fact, Mr. Kane has a reputation amongst his associates and colleagues of “taking cases no one else would take” and turning them into gold.
Finally, Mr. Kane has an unshakable faith in our justice system derived from his experience clerking for Alaska Supreme Court Chief Justice Jay A. Rabinowitz, his experience as a lawyer, and serving over 250 times as a Judge Pro Tem. To Mr. Kane, the judicial system holds a unique ability to shape a person’s world view and how people see themselves. Mr. Kane earned his J.D. from Hastings College of the Law and his B.A. in history from University of California Los Angeles.
- Business Law
- Business Contracts, Business Litigation, Partnership & Shareholder Disputes
- Employment Law
- Employee Benefits, Employment Contracts, Employment Discrimination, Overtime & Unpaid Wages, Sexual Harassment, Whistleblower, Wrongful Termination
- Arbitration & Mediation
- Business - Arbitration/Mediation, Consumer - Arbitration/Mediation
- General Civil
- Free Consultation
- Credit Cards Accepted
- Contingent Fees
- Alaska
- Alaska Bar Association
- ID Number: 9111089
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- California
- State Bar of California
- ID Number: 151547
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- Washington
- Washington State Bar Association
- ID Number: 33552
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- English: Spoken, Written
- Owner
- Kane Law Firm
- - Current
- General Counsel
- Kane Automotive Group
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- University of California College of the Law, San Francisco
- J.D.
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- University of California - Los Angeles
- B.A.
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- Top Contributor Award
- AVVO
- Top Contributor Award
- AVVO
- Client's Choice Award 2021
- Avvo
- Five 5-star reviews on Avvo.com
- Top Contributor Award
- AVVO
- Top Contributor Award
- Avvo
- Washington State Bar Association # 33552
- Member
- - Current
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- President of the South Carthay Neighborhood Association and the P.I.C.O. Neighborhood Council, Town Hall Meeting Opposing SB50, Los Angeles, CA
- In his own remarks, Kane presented a list of 12 potential alternatives to SB 50, which he said could be much more effective at addressing our current housing issues.
- Are LA’s New Luxury Apartments Just Sitting Empty?, Los Angeles, CA
- KCRW Design and Architecture
- An eye-opening interview shedding light on how thousands of people are living on the streets of Los Angeles while 100,000 apartment units are reportedly sitting empty throughout the city.
- CBS Radio KNX Interview - Employer/Employee Laws, Los Angeles, CA
- CBS News Radio
- Interview on Portugal's law penalizing employers for contacting employees outside of office hours
Unpaid Models Why I Do This?
- Q. I am a 62 year old white male based in California. If I am part of a mass layoff, can I still claim my age was a factor?
- A: Yes. You can still claim age discrimination, even when there is a mass layoff. Although writings are often very helpful and persuasive evidence, they are not mandatory. Witnesses to the ageist remarks, your testimony and personal notes may be sufficient to prove your case.
- Q. Would an employee whose regular shift length is 6 hours be able to use 8 hours of sick pay for a day missed?
- A: You can only use sick to time cover the hours you normally work would have worked, but for being sick or caring for an ill family member. If your regular work hours were six per day, then you can only claim six per day.
The purpose of sick time is compensate you for wages you would have earned from your employer, not to put you in a better financial position. For that reason, employers do not have to cash out sick time when you separate from your employer. Unfortunately, the paid sick law does not address situations where the employee receives tips.
For more information, go to
https://www.dir.ca.gov/dlse/paid_sick_leave.htm
- Q. Settlement reached with timeline to meet all requirements. Timeline breached, but requirements met after. What then?
- A: While no one can give you competent advice without reading the settlement agreement, as a general rule, if a party pays and corrects their mistakes within 4 days, then the contract is probably still enforceable under the doctrine of substantial compliance. If you want to void the contract, then you will have to be prepared to give back the payment received. Finally, there are situations where time is truly of the essence and serious damages arise from late compliance, where a party has a claim for damages for breach of the settlement.
Here, the value of 4 days late payment would likely equal to 4 days interest on the money. Most courts would not be receptive to a claim over that type of minimal ... Read More
