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Allison Scott

Based in California, Allison concentrates her practice on employment litigation and counseling, assisting clients in virtually all areas related to labor and employment.

Clients turn to Allison to devise and implement litigation strategy for a wide range of cases, including single-plaintiff discrimination, harassment, retaliation, and wrongful termination claims; wage and hour class actions; Private Attorneys General Act (PAGA) cases; ADA-accessibility claims; and premises liability. She is a passionate advocate for her clients in court and also skilled at negotiating settlements when in her clients’ best interest. In addition to developing broad strategy to guide clients, Allison digs in at the tactical level as well, regularly drafting and arguing motions and deposing plaintiffs and third-party witnesses.

Allison’s counseling practice covers broad aspects of day-to-day corporate policy as well as potential crisis-related events. She frequently collaborates with in-house legal teams and human resources professionals to develop or revise employee handbooks and various employer policies, including but not limited to arbitration agreements, leave of absence policies, timekeeping policies, and meal and rest break waivers. Given the complexity of California labor and employment law, Allison is also a resource for clients on a nationwide basis that operate in California.

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On August 11, 2025, the California Supreme Court issued a decision in the matter of Dana Hohenshelt v. The Superior Court of Los Angeles, ruling that the Federal Arbitration Act (“FAA”) does not preempt the California Arbitration Act (“CAA”) provisions that require the drafter of the arbitration agreement to pay arbitration fees within thirty days of the due date in employment and consumer arbitration matters or face the loss of the right to compel arbitration. Furthermore, the Supreme Court concluded that a party’s failure to timely pay arbitration fees is subject to analysis by the fact finder on whether an untimely payment of arbitration fees was the result of willful, grossly negligent, or fraudulent conduct, or merely inadvertence or mistake.

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Assembly Bill 2499 (AB 2499), which took effect on January 1, 2025, broadens previous requirements on how California employers treat employees who are victims of violence or who are the family members of victims. The new law broadens previous requirements and introduces several key changes for employers, including:

  1. An expanded definition of “victim”
  2. Reasonable accommodations for employees who are family members of victims
  3. The right to take leave for family members of victims (for employers with 25 or more employees)
  4. Greater access to paid sick leave
  5. New notice requirements for employers

High winds and drought conditions have fueled severe wildfires, devastating communities around Los Angeles, California. The fires have destroyed thousands of homes and businesses, while firefighters are working tirelessly to gain control. On January 8, 2025, President Biden approved a “Major Disaster Declaration” for California.

A new California law requires employers to notify all current and former employees if any signed employment agreement (e.g., offer letter, non-disclosure agreement, employment contract), contains an invalid post-employment covenant not to compete (a “non-compete provision”). Assembly Bill 1076, signed last month by Gov. Newsom, requires employers to give written notice to all affected current and former employees that the non-compete provision is void by February 14, 2024.