Ian Pike

Ian Pike is an associate at Haeggquist & Eck, LLP and focuses his practice on representing employees in a wide range of matters throughout California for claims including wrongful termination, discrimination, sexual harassment, retaliation, and wage theft.

A former columnist whose career included a lengthy stint at the San Diego Reader covering food, theatre, and the arts, Ian graduated summa cum laude from the University of San Diego School of Law. While at USD, he received CALI Awards for the highest grades in contracts, legal writing and research, evidence, remedies, civil rights theories, administrative law, and discrimination law. Ian was the recipient of the Dean’s Honor Scholarship and the Law Achievement Scholarship. In 2017, he won the USD Alumni Torts Tournament.

While at USD, Ian volunteered at the Clean Slate Clinic, where he assisted indigent clients with felony reduction and misdemeanor expungement. He completed approximately 250 hours as an intern at USD’s Civil Clinic, where he represented clients in various consumer cases, and received the Outstanding Clinic Intern award during his final semester. In 2019, he gave the student commencement address at his law school graduation.

During law school, Ian worked as a summer law clerk at a large San Diego full-service firm and spent the summer after his second year as a summer associate at HAE. Ian also completed a judicial externship with the Hon. Judith McConnell of the California Court of Appeal.

Ian chose to pursue plaintiffs’ work because he cares deeply about civil rights. For Ian, the story of civil rights in the United States is one of our most moving and important national narratives, and he believes that representing employees allows him to help tell the next phase of that story. In his free time, he enjoys a diverse array of hobbies including fishing, freediving, reading, growing roses, and working on cars and motorcycles.

• Free Consultation
• Contingent Fees

California

State Bar of California

9th Circuit

University of San Diego School of Law

"Ones to Watch"

Best Lawyers

2021

State Bar of California  # 329183

Member

Current

California Employment Lawyer's Association

Member

Current

Consumer Attorneys of San Diego

Member

Current

Juris Doctor

University of San Diego

2019

Q. I bought a new ford Mustang Machi full electric car, the sticker said in a fullcharge 211 i am getting 145 . brand new

December 22, 2021

A: If the vehicle is not defective (i.e. a lemon) yet it is not performing as it is advertised to perform, that could give rise false advertising claims. Your basic description of the facts doesn't provide enough information to know one way or the other. You could have a problem if your only basis for assessing the vehicle's fuel economy was the Monroney sticker on the window. Because those stickers are a federal requirement, it can be difficult to base a lawsuit on the representations made on the window sticker. But if there were other ways in which Ford or the dealer advertised the vehicle's economy in a way that went beyond what is on the window sticker, then you might be able to state a claim for false or misleading advertising based on those advertisements.

These kinds of cases can be very complicated, and you should talk to a lawyer who works consumer cases, probably on a class-action basis, and who could advise you after you provide more details. If you do, make sure you bring a copy of your purchase agreement so you can determine if you were forced to sign a class action waiver as a condition of purchasing the car. ... Read More

Q. Employer refuses to accept court ordered name change is that considered contempt? Already approached them multiple times

December 15, 2021

A: It could be unlawful (although not a contempt of court) if the employer's refuses to acknowledge your new name for a discriminatory reason. For example, if a work supervisor insists on dead-naming a transgender person at work, it could be evidence of discrimination and harassment. You do not indicate what you believe the employer's reason for refusing to use your new name, but if you believe it is because of your membership in one or more so-called "protected categories," it might be a form of unlawful discrimination and could discuss that with an employment attorney.

Q. What resources are available to help a teacher/sub if the following scenario happens:

December 9, 2021

A: Although there is nothing inherently illegal about asking the question "where are you from" to an employee, it is illegal to discriminate against an employee on the basis of his or her membership in a protected class, which includes race or national origin. Thus, in your hypothetical scenario it would be unlawful for the principal to intentionally discriminate against the teacher on the basis of his or her membership in a protected class. If, however, there was no intent to discriminate, then it would probably not violate state or federal anti-discrimination laws.

Several courts have noted the question "where are you from," depending on the context, can be evidence of intentional discrimination, that is to say animosity towards a person's race or national origin. As you phrased the question it is not clear what the context or other surrounding circumstances were, so it is not possible to say one way or the other whether the teacher's rights were violated.

An experience labor and employment attorney--many of whom will consult with potential clients for free--would be able to ask the right questions to figure out whether, on the facts and circumstances of this particular case, the evidence could support a conclusion the principal was motivated by an intent to discriminate. ... Read More