MEET OUR ATTORNEYS
Mr. Kazanjian has practiced employment law for more than 25 years and has represented employers in litigation of discrimination and wrongful termination matters.
Christopher Wohl is a Partner at Palmer Kazanjian, and joined the firm in 2006. His litigation practice emphasizes employment and business matters and counseling. Mr. Wohl has conducted trials, mediations and arbitration hearings in a broad range
Mr. Hodson brings over 20 years’ experience in advising executive management, in-house corporate legal counsel, labor relations administrators, and human resource professionals.
Casey Blanas joined Palmer Kazanjian as an associate attorney in 2018 and has over ten years of practice experience.
Hallie Spaulding is a Senior Associate at Palmer Kazanjian, and joined the firm in 2023. Her litigation practice emphasizes employment and business matters and counseling, including complex litigation.
Upcoming Events
Webinar: Fraudulent Unemployment Claims
Date: Tuesday, April 16th, 2024
Time: 12:00 P.M. - 1:00 P.M.
Webinar: Hiring Practices & At Will Employment
Date: Tuesday, May 21st, 2024
Time: 12:00 P.M. - 1:00 P.M.
Webinar: Arbitration, At-Will & Other Employment Agreements
Date: Tuesday, June 18th, 2024
Time: 12:00 P.M. - 1:00 P.M.
All companies, including companies formed domestically and companies formed under foreign laws but registered to operate in any state, territory or Indian tribe in the United States, like corporations, limited liability companies, limited partnerships, and other similar entities must report their beneficial ownership to FinCEN.
The Supreme Court’s decision in Glacier could significantly impact labor law by limiting the scope of the NLRB’s authority to adjudicate certain labor-related disputes. Employers are more likely to pursue damage claims against unions in state court for property damage caused by conduct during strikes if the union fails to take reasonable precautions to mitigate the risk of property damage during the strike.
Employers need to review their DEI initiatives to ensure they are in accordance with the law. Although companies will likely continue to promote diversity in their workplace, the court has made clear that discrimination of any kind is not tolerated. Therefore, diversity initiatives should be designed to expand opportunity for underrepresented groups as opposed to programs that consider race, ethnicity, or gender during the selection process.
In addition to hourly wage and salary, the spectrum of employee compensation includes a wide range of remunerative elements, including bonuses, sick leave, paid time off, vacation, and insurance benefits. It is important for employers to understand their obligations and options regarding employee compensation in order to limit potential liability exposure and be a competitive player in the market.