Kalley Aman, an attorney and shareholder at Buchalter, APC in Los Angeles, California was nominated for the Los Angeles Business Journal's Women's Leadership Award. The LABJ hosted the 2020 Women’s Leadership Series & Awards throughout the month of October 2020.
This year’s three-part series provided readers with an opportunity to join in our virtual awards event to honor and celebrate female leaders within the Los Angeles business community and unveiled the finalists and winners. Award Categories • Rising Star of the Year • Community Impact Advocate • Volunteer of the Year • Executive of the Year • Entrepreneur of the Year • CEO of the Year Kalley Aman has 20 years experience practicing law and specializes in employment law and counseling, litigation, and class actions. Ms. Aman is a member of Buchalter's Labor and Employment, Litigation Practice Group, and Hospitality, Restaurant, Food and Beverage Practice Group. Ms. Aman specializes in employment litigation and counseling, commercial litigation, and complex and class actions. She represents employers in litigation involving claims of employment discrimination, wrongful termination, sexual harassment, retaliation, wage and hour violations, unfair competition, defamation and misappropriation of trade secrets. Ms. Aman regularly counsels employers on wage and hour compliance, terminations, disciplinary matters, harassment and discrimination complaints, and compliance with federal, state and local laws and regulations. Ms. Aman represents clients across a wide variety of industries, including mortgage lending and banking, national restaurant chains, retail, apparel, beauty, manufacturing, artificial turf and real estate. She practices in state and federal courts across the country, and before state and federal agencies, including the Equal Employment Opportunity Commission, the United States Department of Labor, the Department of Fair Employment & Housing, and the Division of Labor Standards Enforcement. Ms. Aman has been selected a Southern California Super Lawyer Rising Star from 2006-2008 and 2010. She is the author of “No Remedy for Hostile Environment Sexual Harassment? Balancing a Plaintiff’s Right to Relief Against Protection of Small Business Employers,” 4 J. Small & Emerging Bus. L. 319 (2000), and a book review in International Lawyer. Ms. Aman earned her J.D. at Lewis and Clark School of Law, where she was an editor of the Journal of Small and Emerging Business Law. She received her Bachelors of Science in Political Science and her Masters of Science in Political Theory and International Law from Portland State University.
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Kalley Aman, an attorney and shareholder at Los Angeles-based Buchalter, A.P.C,. is a nominee for the Los Angeles Business Journal's 2020 Women's Leadership Awards. The 2020 Women's Leadership Series & Awards, held in October 2020, provides participants with virtual symposiums and an awards event with the goal of continuing to engage, inform, educate and inspire female leadership in business and the law.
Kalley Aman has over 20 years of legal practice experience and is a member of Buchalter's Labor and Employment, Litigation Practice Group, and Hospitality, Restaurant, Food and Beverage Practice Group. Ms. Aman specializes in employment litigation and counseling, commercial litigation, and complex and class actions. She represents employers in litigation involving claims of employment discrimination, wrongful termination, sexual harassment, retaliation, wage and hour violations, unfair competition, defamation and misappropriation of trade secrets. Ms. Aman regularly counsels employers on wage and hour compliance, terminations, disciplinary matters, harassment and discrimination complaints, and compliance with federal, state and local laws and regulations. Ms. Aman represents clients across a wide variety of industries, including mortgage lending and banking, national restaurant chains, retail, apparel, beauty, manufacturing, artificial turf and real estate. She practices in state and federal courts across the country, and before state and federal agencies, including the Equal Employment Opportunity Commission, the United States Department of Labor, the Department of Fair Employment & Housing, and the Division of Labor Standards Enforcement. Ms. Aman has been selected a Southern California Super Lawyer Rising Star from 2006-2008 and 2010. She is the author of “No Remedy for Hostile Environment Sexual Harassment? Balancing a Plaintiff’s Right to Relief Against Protection of Small Business Employers,” 4 J. Small & Emerging Bus. L. 319 (2000), and a book review in International Lawyer. Ms. Aman earned her J.D. at Lewis and Clark School of Law, where she was an editor of the Journal of Small and Emerging Business Law. She received her Bachelors of Science in Political Science and her Masters of Science in Political Theory and International Law from Portland State University. Based in Manhattan Beach, Kalley Aman is a Southern California attorney who practices at Buchalter, PC. Kalley Aman concentrates on labor and employment litigation and counseling and business litigation.
In 2019, the California legislature passed a number of new employment laws that are set to take effect in 2020, including those in the area of worker classification. Amending the Labor Code and the Unemployment Insurance Code, AB 5 expands a presumption of workers being “employees” and codifies into law the “ABC” test from Dynamex Operations West, Inc. v. Superior Court of Los Angeles (2018) 4 Cal.5th 903 (Dynamex) for classifying independent contractors. AB5 provides that for purposes of the provisions of the Labor Code, the Unemployment Insurance Code, and the wage orders of the Industrial Welfare Commission, a person providing labor or services for remuneration shall be considered an employee rather than an independent contractor unless the hiring entity demonstrates that the person is free from the control and direction of the hiring entity in connection with the performance of the work, the person performs work that is outside the usual course of the hiring entity’s business, and the person is customarily engaged in an independently established trade, occupation, or business. The bill provides that any statutory exception from employment status or any extension of employer status or liability remains in effect, and that if a court rules that the 3-part test cannot be applied, then the determination of employee or independent contractor status shall be governed by the test adopted in S. G. Borello & Sons, Inc. v. Department of Industrial Relations (1989) 48 Cal.3d 341 (Borello). AB5 exempts specified occupations from the application of Dynamex, and provides that these occupations are governed by Borello. These exempt occupations include, among others, licensed insurance agents, certain licensed health care professionals, registered securities broker-dealers or investment advisers, direct sales salespersons, real estate licensees, commercial fishermen, workers providing licensed barber or cosmetology services, and others performing work under a contract for professional services, with another business entity, or pursuant to a subcontract in the construction industry. For 17 years, Kalley Aman has been an attorney with Buchalter in Los Angeles, California, focusing on labor and employment law and litigation. A resident of Manhattan Beach, California, Kalley Aman has given presentations and published on the issues surrounding an employer's regulation of employee use of social media.
Rules covering what employers can and cannot do with respect to employee communications on social media accounts arise primarily out of two federal laws: The Stored Communications Act (SCA) and the National Labor Relations Act (NLRA). The SCA prohibits employers and other parties from accessing employees' communications posted on a third-party provider. The only exception is when the employer has reason to suspect on-the-job misconduct or unlawful behavior. The NLRA allows employees to participate in and establish unions, and penalizes employers from interfering with these activities. Some states have applied the SCA to prevent employers from accessing employees’ social media accounts. For instance, California law bans employers from asking for user names and passwords from employees and job applicants. Employers cannot require employees to access social media in their presence or reveal the contents of such communications to their employers. Although the NLRA was enacted in 1935, it has been interpreted to extend to modern means of communication, including social media. Importantly, the NLRA applies to employees who are not unionized. To comply with state and federal laws addressing employer regulation of employee social media communications, employers should not maintain policies that broadly regulate employee use of social media. Rather, employers should develop clear and specific policies that prohibit abusive or harassing social media behavior towards co-workers and disclosure of company trade secrets. Employers should be careful to not maintain policies that could be interpreted as inhibiting employees' right to organize. Kalley Aman is a litigator and employment attorney at Buchalter, APC, in Los Angeles, California. A member of the firm’s Labor and Employment and Litigation Practice Group, Kalley Aman stays informed about developments in her field, including those focused on alleged sexual harassment and discrimination.
Effective January 1, 2019, Assembly Bill 3109 voids all provisions in settlements that would prevent individuals from testifying on sexual harassment in specific situations. These encompass the legislature or an administrative agency requesting by subpoena, court order, or written request that the individual attend a legislative, an administrative, or a judicial proceeding. Assembly Bill 2770 adds protections for victims of harassment and employers who make statements, based on credible evidence and without malice, about alleged harassment to administrative agencies and other interested parties. This is particularly applicable to employers, who can now inform a potential future employer, without risk of defamation, whether their decision not to rehire the employee is based on the employee engaging in sexual harassment. 2/11/2019 0 Comments Securing Sponsorship for a RaceThe recipient of a juris doctor from Lewis and Clark Law School, Kalley Aman is a Los Angeles, California-based attorney who specializes in labor and employment law. An avid runner, Kalley Aman has competed in numerous Manhattan Beach 10K races and is interested in how races come together from the perspective of event organizers. One of the biggest factors in determining the success of a race is the amount and quality of sponsorships. Before seeking sponsorship partners, consider the areas in which you need the most support. Ideally, a primary race sponsor will help fund prizes and promote the event, among other needs. If your race is in need of greater promotion to increase registration numbers, look to partner with a local or prominent business or media organization that can advertise and promote the race. Knowing your running audience can also help attract sponsors. Gather information about their goals and interests, and use that during your search for sponsorship. For instance, if you discover a large segment of race participants work in the health care sector, try reaching out to businesses in the health care field. |
AuthorAfter earning her bachelor of science in political science and her master of science in political theory and international law from Portland State University, Kalley Aman continued her legal studies at the Northwestern School of Law at Lewis & Clark College. Archives
December 2020
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