Photo of Robin E. Largent

Robin Largent has been advising and defending employers for over twenty years, primarily in California state and federal courts.  Robin’s practice focuses on the defense of wage and hour class and representative (PAGA) actions.  Robin’s practice also focuses heavily on compliance and advice on best practices to prevent and mitigate the risks of employment litigation.  Robin also regularly defends employers ranging from small, locally owned businesses to large national corporations in single plaintiff employment litigation involving claims for discrimination, harassment, retaliation, breach of contract, and wrongful termination.  Robin has substantial appellate experience and success handling appeals, writ petitions, and amicus briefs in both state and federal courts on issues such as class certification (particularly in the wage and hour arena), manageability and due process concerns associated with class action trials, novel issues of interpretation of wage and hour laws, exempt/non-exempt misclassification issues, meal and rest break compliance, trade secret/unfair competition matters, and the scope of federal court jurisdiction under the Class Action Fairness Act.  Finally, Robin is well-known for her former role as Editor and primary author of the California Labor and Employment Law Blog for close to a decade.

On April 23, 2024, the federal Department of Labor (“DOL”) issued its final rule on the salary threshold for the executive, administrative, and professional exemptions under the Fair Labor Standards Act.  The rule provides for increases in minimum salary required for these types of employees to qualify as exempt from overtime pay requirements under federal

On April 23, 2024, the Federal Trade Commission (“FTC”) issued a final rule regarding non-compete agreements.  The FTC’s rule operates as an almost complete ban on such agreements. Unless enjoined by a court, the rule will become effective 120 days after its publication in the federal register.

In short, the rule prohibits agreements that directly

Many employers use arbitration agreements with their employees as a means of providing a more streamlined process than court actions for resolution of disputes.  Companies using these agreements with California employees need to be aware of a unique California law that allows an employee to move their claims into court if an employer does not

California has a unique law that requires employers to provide new hires who are non-exempt from overtime with a “wage theft act notice” (a strangely named document) that provides the employee with specified information such as rate of pay, overtime rate, the employer’s name and address, pay day information, workers’ compensation information, and paid sick

When planning a new blog or evaluating your current blog, measurable goals help you determine if your site is successful. The LexBlog philosophy of blogging skews away from content marketing and toward connection and reputation building. Who you connect with, be it a colleague or client, should be your desired outcome.

Your goals should be

Imagine you’re an estate planning lawyer in Des Moines looking to grow your practice.

The marketing folks at Principal Park, home of the Triple A Des Moines Cubs, call to tell you that you’ll have free use of a luxury box for five of next year’s ball games. Better yet, they tell you they’ll arrange