- J.D., California Western School of Law
- B.A., Political Science, California State University, Northridge
As a child, I knew two things for sure. First, I wanted to grow up to be either a professional baseball player or a lawyer—I think it is safe to assume which path I chose. Second, I am the first member of my family to practice law. My family encouraged me to become a lawyer at a young age due to my constant need to ask questions and my ability to think critically to understand something further or address an issue.
After working as a file clerk for six years in a full-service civil defense firm, I found a passion for the law and helping people who didn’t necessarily have the resources to help themselves. I wanted to join the Stokes Wagner family due to its dedication to a team environment and unique approach to addressing client issues. In addition, I enjoy learning about labor and employment law in multiple jurisdictions and applying those laws to the unique situations our diverse clientele presents for us.
I most enjoy Stokes Wagner’s proactive approach to legal issues. I believe it provides me with an opportunity to get to know clients personally and help them address potential legal issues before they arise.
When I am not in the office, you can usually find me at a golf course or doing some sporting activity, spending time with my friends and family, or enjoying the beautiful San Diego weather at the beach with my two dogs, Brewer and Lily.
On December 29, 2022, President Biden signed the Pregnant Workers Fairness Act (PWFA) and the Providing Urgent Maternal Protections for Nursing Mothers Act (PUMP Act) into law.
California law currently defines the “workweek,” by operation of its overtime rules, as 40 hours per week. Assembly Bill (“AB”) 2932 as proposed to the California Legislature, would cut the standard “workweek” to 32 hours per week for non-exempt employees of employers with more than 500 employees. As written, the bill provides for overtime pay for work performed beyond 32 hours in a week.
“Brand Representatives” Exempt from Overtime Provisions of FLSA After Qualifying as Outside Salespeople
March 8, 2022
Category: Legal Updates
A Federal Appeals Court recently ruled that marketers who hand out samples and promote products qualify as outside salespeople under the Fair Labor Standards Act (“FLSA”), and are thus exempt from the overtime provisions of the FLSA.