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. Seeking advice on returning to work after leave and retaliation.
- A: If your employer attempts to provoke you to act out to justify firing you, remain clam and report your supervisor's actions in writing to HR. If your supervisor is overly aggressive or shouting out you, take out your phone and record the supervisor's actions. Whatever you do, do not respond in anger. If someone attempts to pick a fight, walk away. I have seen too many employees get fired for responding in anger and giving the employer a valid justification to fire the employee.
- Q. Hourly worker hasn't received overtime pay after working 50 hours weekly.
- A: Normally, you are entitled to overtime after working more than 8 hours per day or 40 hours per week. You can pick which test works before for you, but you must consistently apply it.
Some occupations, like domestic workers under Wage Order 5, are only entitled to overtime after 10 hours per day.
I suggest that you keep records of the time you work, screenshots of your time entries (in case they are changes), then ask HR or your supervisor in writing if you will be paid for your overtime.
- Q. 17-year-old dealing with sexual comments from managers at CA restaurant.
- A: Go to the Restaurant Chain's website and find the contact information for either HR, the legal department or senior management. Send a written complaint detailing the sexual harassing behavior, include any available documentation and specifics dates, times and persons involved. If the employer retaliates, your son should have a whistleblower retaliation claim as well as a possible sexual harassment claim. You may wish to go over your son's complaint with an attorney before sending it in.
