Zak Franklin focuses his practice on employment litigation and counseling, with additional experience in complex transactional work. He defends employers in all stages of litigation including in putative class action and single and multi-plaintiff lawsuits for claims of meal and rest period violations, failure to pay wages and bonuses, off-the-clock work, employee or contractor misclassification, discrimination, retaliation, wrongful termination, trade secret, and breach of contract matters. He advocates for clients in federal and state courts and administrative agencies, including in proceedings before the Department of Fair Employment and Housing, the Public Employment Relations Board, the Division of Labor Enforcement Standards, the Equal Employment Opportunity Commission and the US Department of Labor.
Zak advises employers regarding handbooks, policies and procedures, leaves, wage and hour laws, hiring and termination, social media policies, pay equity and compliance related matters.
Zak participates in industry specific anti-harassment training and is a speaker on developments in employment law, including pay equity and best hiring and retention practices.
In addition to his Employment practice, Zak has experience representing clients in cases involving commercial litigation, defamation and reputational recovery, human rights, and insurance coverage disputes.
Zak is also the author of several publications, including works published in the California Law Review, the Berkeley Journal of Employment & Labor Law, Law360, and the Daily Journal. While in law school, Zak was a member of the California Law Review and he worked for the Honorable Richard Seeborg, in the Northern District of California.
Do not send any information or documents that you want to have treated as secret or confidential. Providing information to McDermott via email links on this website or other introductory email communications will not create an attorney-client relationship; will not preclude McDermott from representing any other person or firm in any matter; and will not obligate McDermott to keep confidential the information you provide. McDermott cannot enter into an attorney-client relationship with you until McDermott has determined that doing so will not create a conflict of interest and until you and McDermott have entered into a written agreement or engagement letter that sets forth the terms of our relationship.