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Mary STEARNS
Attorney

Mary STEARNS

Practical and business-minded employment attorney for companies doing business in California.

Phoenix, Arizona

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Specialties & Experience

Employment Law

About Mary STEARNS

Representing businesses in employment litigation and transactional matters, with a particular expertise in the healthcare, restaurant, manufacturing and apparel industries. I am described by clients as direct, practical and business-minded. I counsel and advise employers of all sizes on how to effectively navigate California's complex set of employment laws. LITIGATION PRACTICE: • Wage and Hour Class Actions/PAGA: Defense of wage and hour class actions and Private Attorneys General Act (PAGA) representative actions involving claims of: meal/rest period violations, employee misclassification (exempt/non-exempt), improper bonus/commission plans, unpaid business expenses, uniform claims, reporting time pay, and timecard rounding. • Employment Litigation: Defense of discrimination, retaliation, sexual harassment, disability and wrongful termination cases in state and federal court, and in administrative charges filed with the U.S. Equal Employment Opportunity Commission, the California Department of Fair Employment and Housing (and other state fair employment administrative agencies), the U.S. Department of Labor and the California Division of Labor Standards Enforcement. GENERAL EMPLOYMENT COUNSEL: Preventative counseling and guidance to businesses regarding all aspects of the employer-employee relationship. This includes: • Assisting employers in conducting wage and hour self-audits and in responding to government audits; • Guiding employers through reduction-in-force programs, including compliance with state and federal laws such as the Worker Adjustment and Retraining Notification Act (“WARN”); • Drafting employee handbooks, workplace policies, employment agreements, commission plans, separation agreements, and employee counseling documents; • Advising on leave of absence and disability accommodation issues; • Providing on-site sexual harassment training pursuant to A.B. 1825; and • Serving as a day-to-day resource regarding employment questions.

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