I was seven years old and arguing with my mom. Realizing that there was nothing I loved better than an argument, she told me I was going to be a lawyer when I grow up. At seven, I didn’t really know what that meant, and—in character—objected vehemently.
Mom was right. I relish the challenge of aggressively advocating for clients in litigation. I have had the pleasure of effectively and successfully representing a wide range of clients through summary judgment, arbitration, mediation, and trial. I bring diverse legal experience to my employment practice, and an enthusiasm for tackling unique and novel problems thrown my way. When a hotel client has a construction contract dispute, I’m ready to dive in head first. When a restaurant needs help with their lease, I have the experience to get it done.
At the risk of disappointing my seven-year-old self, I eventually realized that an effective lawyer’s role isn’t just to argue. In practice, I’ve learned that clients are often best served through creative problem solving and dispute avoidance. Guiding clients through legal minefields and enabling them to make critical decisions with confidence to avoid lawsuits is key to providing effective and complete client service. Perhaps my most personally satisfying experiences as an attorney have been in helping avoid or resolve problems before litigation. The hospitality industry, in particular, provides great opportunities to work closely with clients to craft effective policies and creative solutions to unique challenges the industry presents. Working and connecting with the talented and exceptional individuals that make the hospitality business run is a highlight of job.
Like many native Southern Californians, I’m most at home when out in the sun. When I get a chance to ditch the suit for some shorts and a t-shirt, you can find me exploring San Diego’s amazing parks and beaches with my daughter, trying (usually failing) to surf, or playing guitar in a local rock band.
September 1, 2017 • Adam L. Parry
Category: Legal Updates
Effective July 19, 2017, San Francisco became the first city in California to ban employers from asking job applicants about their salary history. This is the latest in a nationwide movement to promote gender pay equality. As cited in the San Francisco Ordinance, census data shows that women in San Francisco are paid 84 cents for every dollar a man makes, and women of color are paid even less. The ban seeks to stop the “problematic practice” of relying on past salaries to set new employees’ pay rates, which perpetuates the historic gender pay gap.
Dubbed the “Parity in Pay Ordinance,” the San Francisco law applies to all employers doing business in the City of San Francisco and to all employees applying for positions that will be performed in the City.
What does this mean for you? Employers in San Francisco may not:
Ask about an applicant’s salary history;
Consider an applicant’s salary history in determining a salary offer, even if the applicant voluntarily discloses his/her salary history;
Refuse to hire or otherwise retaliate against an applicant for not disclosing salary history;
Release the salary history of any current or former employee without written authorization from the employee.
San Francisco’s ban comes as the California legislature looks to impose a similar ban statewide. The State Assembly passed a proposed amendment (AB168) that is currently awaiting State Senate approval. New York City and the State of Massachusetts have already enacted similar bans, and efforts are underway in Philadelphia.
For more legal updates, check out our update for September 2017!