Lee Feldman Partner
Lee Feldman is the founding partner of the Feldman Law Firm, the predecessor of Feldman Browne Olivares, and senior partner of Feldman Browne Olivares, APC. Mr. Feldman formed the Feldman Law Firm in 1998—a firm devoted exclusively to protecting the rights of workers and obtaining compensation for harms caused by their employers. For more than 15 years, Mr. Feldman has exclusively represented California employees, recovering more than $125,000,000 in verdicts and settlements for California workers and their families.
Honors and Awards
- One of roughly 20 lawyers representing workers in California to be named in both 2013 and 2014 to the list of the Top California Labor & Employment Lawyers published by California’s preeminent legal newspaper, the Daily Journal.
- Named one of the Best Lawyers in America for 2013 and 2014 by Woodward & White and the Best Lawyers publication—a distinction awarded the top 1% of lawyers rated by their colleagues.
- Named a Southern California Super Lawyer every year from 2007-2014—a distinction awarded the top 5% of Southern California lawyers based on peer balloting.
- Finalist for CAOC’s 2012 Street Fighter of the Year Award
Education and Bar Admissions
- Boston University School of Law, J.D., 1991
- Emory University, B.A., 1986
- Bar Admissions:
o 2003 California State Courts and
o United States District Court, 9th Circuit
Professional Associations and Committee Positions
- California Employment Lawyers Association (CELA)
- Consumer Attorneys of California (CAOC)
- Consumer Attorneys of Los Angeles (CAALA)
- The Los Angeles County Bar Association Labor and Employment Law Section
- Labor And Employment Law
- Wrongful Termination
- Whistleblower Retaliation
- Class Action Lawsuits
- Protected Leaves of Absence
- Disability Discrimination
- Pregnancy Discrimination
- Race Discrimination
- National Origin Discrimination
- Age Discrimination
- Racial Harassment
- Sexual Harassment
- Wage & Hour Violations
- Civil Rights Cases
Significant Single-Plaintiff Cases:
1. Brim v. International Union of Operating Engineers (Los Angeles Superior Court Case No. BC445400), in which a Los Angeles jury awarded $5,500,000 ($4,500,000 for emotional distress damages) to Mr. Brim, who was retaliated against and wrongfully fired in violation of the Fair Employment and Housing Act (FEHA) for standing up for his female coworker who was being sexually harassed in the workplace and for refusing to lie about what he personally witnessed.
2. Dudley v. SBC Communications ($6,700,000). Mr. Feldman turned a single-plaintiff case for CFRA/FMLA violations into what is believed to be the first class action lawsuit seeking economic and emotional distress damages for violations of California’s Family Rights Act. The case was ultimately settled for $6,700,000 and SBC agreed to change its policies to avoid future interference with employees’ CFRA rights and maintain their privacy rights. In addition, thousands of employees suspended for CFRA absences were granted a paid day off.
3. Jane Doe v. Nationwide Corp ($2,500,000). Mr. Feldman obtained a $2,500,000 pre-litigation settlement for a female employee alleging gender discrimination. Economic losses were just $220,000.
4. Jane Roe v. Small Employer ($2,350,000). Mr. Feldman obtained $2,350,000 on a pre-litigation sexual harassment claim for a woman with no economic losses.
5. High Level Exec v. Fortune 500 Co. ($2,3000,000). Mr. Feldman obtained a $2,300,000 settlement on a pre-litigation wrongful termination claim.
6. John Doe v. Fortune 50 Corp. ($1,400,000). Mr. Feldman obtained $1,400,000 for an older worker fired due to age and whistleblowing activity.
7. Jane Doe v. Large Corporate Employer ($1,200,000.00). Prior to hiring Mr. Feldman, Plaintiff had been negotiating a severance package worth between $50,000 and $75,000. After filing a lawsuit for sexual harassment and retaliatory discharge, and taking numerous depositions, Mr. Feldman won a settlement of $1,200,000.00.
8. John Doe v. ABC Corporation ($1,712,000.00). Three employees claiming wrongful termination or constructive discharge. Two of the cases were dropped by another lawyer, who advised the clients to dismiss for a waiver of costs. The lawyer thought so little of the third client’s case that he never filed the lawsuit. Mr. Feldman took over the two dropped cases, obtaining a settlement of $1,000,000.00. He filed the third case against the lawyer that had failed to file the lawsuit, obtaining a settlement of $712,000.
9. Jane Doe v. Nationwide Chain ($1,250,000). paid on claim for wrongful termination in violation of public policy. Plaintiff was fired for refusing to compromise patient care in pursuit of profits.
10. Jane Doe v. Large Manufacturer ($1,350,000). Mr. Feldman obtained a 1.35 million dollar settlement for a worker who incurred losses of roughly $65,000 when she was fired from her job in violation of her FMLA rights.
11. John Doe v. Cable Company ($975,000). Mr. Feldman obtained this settlement on a racial discrimination claim where the wrongfully fired employee had lost wages of roughly $55,000 and no other lawyer would take his case.
12. Vo v. Las Virgenes Municipal Water District (2000) 79 Cal.App.4th 440. The Court of Appeal affirmed an award of $470,000 in attorney’s fees on a verdict of $37,500 because the employer had failed to make a reasonable settlement offer, thereby forcing Mr. Feldman to try a low-damage case and expend vast amounts in fees and costs. The Court of Appeals also awarded appellate fees, bringing the total award to more than $600,000.
Class Action Settlments:
1. $6,800,000 Dudley v. AT&T [First CFRA/FMLA class action brought on behalf of employees from whom private medical information was demanded and who were fired in violation of the California Family Rights Act]
2. $1,800,000 Gluck v. A Place For Mom [Small class of nursing home placement consultants denied overtime, minimum wage]
3. $1,500,000 Catching v. NTL Trucking [small class of intrastate truck drivers denied overtime and meal breaks]
4. $1,500,000 Ying v. Hawaiian Gardens [Small class of casino workers from whom tips were taken and given to managers]
5. $1,000,000 Smith v. Shield Security [security guards denied off duty meal breaks]
6. $ 900,000 Douglas v. Barney’s Beanery [Waitresses denied meal breaks]
7. $ 875,000 Wolff v. Allied Beverages [small class of drivers denied overtime]