FindLaw Summary: In light of AT&T Mobility LLC v. Concepcion (2011) 563 U.S. __: 1) contrary to Sonic I, the Federal Arbitration Agreement (FAA) preempts our state-law rule categorically prohibiting waiver of a Berman hearing (a dispute resolution forum established by the Legislature to assist employees in recovering wages owed) in a predispute arbitration agreement imposed on an employee as a condition of employment; 2) at the same time, state courts may continue to enforce unconscionability rules that do not interfere with fundamental attributes of arbitration; and 3) because evidence relevant to the unconscionability claim was not developed below, the matter is remanded to the trial court to determine whether the present arbitration agreement is unconscionable under the principles set forth in this opinion.
“Kevin is a go-to guru for… wage and hour matters and class actions around the state. I would (and do) unhesitatingly recommend him…”
“Kevin Allen successfully defended my family’s restaurant against a wage and hour complaint filed by a former employee. He was very good about explaining our options and helped resolve the dispute before our fees and costs got out of hand. He runs his law office the way we run our business, always looking out for the customers pocket and needs. I would highly recommend him to any restaurant, employer, and family member in the same situation.”
“Kevin is a knowledgeable and hard-working attorney with a sincere desire to take the extra steps needed to secure a good result for his clients…”
Although best known for our wage and hour class action practice, the firm has broad experience with traditional employment law, trade secret disputes, and business litigation. We also serve as outside general counsel to several small employers.
The Allen Attorney Group prides itself on customer service. In a law firm setting this means many things from transparent billing to returning client communications quickly, usually within the same day. And it shows. Many of our cases are referrals from prior clients, other employment attorneys, and even opposing counsel.
We offer free consultations and flexible fee arrangements. We represent most employees on a contingency fee basis meaning that we do not get paid unless there is a recovery in the lawsuit. Our rates for hourly clients are competitive and typically much lower than those charged by larger firms.