Christopher A. Braham focuses his practice on employment litigation and counseling.
Christopher represents employers in all stages of employment litigation, including in putative class action, single and multi-plaintiff lawsuits concerning claims for meal and rest period violations, failure to pay wages and bonuses, off-the-clock work, misclassification, discrimination, retaliation, wrongful termination and misappropriation of trade secrets. Christopher advocates for clients in state and federal courts and administrative agencies, including in proceedings before the Department of Fair Employment and Housing, the Division of Labor Enforcement Standards and the Equal Employment Opportunity Commission.
Christopher also counsels clients on a broad spectrum of employment laws such as the Fair Labor Standards Act (FLSA), the Americans with Disabilities Act (ADA), the Family Medical Leave Act (FMLA), Title VII of the Civil Rights Act, the Fair Employment and Housing Act (FEHA), the California Family Rights Act (CFRA) and the Private Attorneys General Act (PAGA). Christopher regularly provides sexual harassment trainings and speaks on developments in employment law.
While in law school, Christopher was a participant in the Philip C. Jessup International Law Moot Court Competition and worked for the Honorable Sandra L. Townes, in the Eastern District of New York.
Education University of California, Irvine, BA, 2007
University of Southern California Gould School of Law, JD, 2013
Courts / Agencies US Court of Appeals for the Ninth Circuit
US District Court for the Central District of California
US District Court for the Northern District of California
US District Court for the Eastern District of California
US District Court for the Southern 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.