- B.A., University of California, Santa Barbara;
- J.D., California Western School of Law.
For as long as I can remember, my life has revolved around hospitality. I am proud to be a son of two Mexican, small business owners. My parents have owned a Mexican Taqueria y Carniceria for the last 20 years in the Central Valley. Seeing them manage their business instilled in me valuable lessons of dedication, discipline, and an entrepreneurial spirit that I carry with me every step of the way.
My oldest brother is a labor & employment attorney and has been one of my role models for my personal and professional career. I have always been interested in labor & employment law, specifically how it intersects with many industries including hospitality and business.
Throughout my legal career, I have honed my problem solving, attention to detail, and people skills to strategically advocate for our clients. I am committed to providing exceptional service to all our hospitality and business owner clients.
I chose Stokes Wagner because I was eager to return to the hospitality industry and apply my legal diverse experience to counsel and zealously represent our clients. I am honored to do this fulfilling work with a collaborative, fun, and warm group of people. From the moment I met the Stokes Wagner family, I knew it would be my next home.
When I am not working, I like to workout at the gym, go to my favorite local wine shop, hang out with my friends/family to watch live sports or try a new bar/restaurant with my girlfriend.
Impact of The U.S. Supreme Court’s Affirmative Action Decision on Employers
August 28, 2023
Category: Legal Updates
On June 29, 2023, the United States Supreme Court overturned a decades-old precedent that held race-based affirmative action policies in higher education institutions were constitutional. However, in Students for Fair Admission, Inc. v. Harvard, the Court deviated from precedent and held colleges/universities can no longer use race as a factor in their college admissions. Although this ruling may not directly impact employment law, it inevitably will affect employers, via interpretations applicable to employers’ diversity, equity, and inclusion (DEI) programs.