Patricia S. Eyres (“Patti”) calls herself a “recovering litigator,” who knows first-hand the value of paying attention to prevention. After spending 18 years defending companies in the courtroom, she resolved to help business leaders recognize potential legal landmines before they explode into lawsuits. As a full-time speaker, trainer and consultant, she brings a unique and practical perspective to the critical legal issues impacting the workplace.
She is Managing Partner of Eyres Law Group, LLP, a specialized law practice focusing exclusively on helping employers in the areas of labor, employment and education law. Her clients range from Fortune 500 companies to small businesses, school districts and public agencies. In addition to guiding employers through the maze of risks associated with workplace discrimination, harassment and retaliation claims, she is an expert on return-to-work, reasonable accommodation and leave of absence compliance.
As CEO/Publisher of Proactive Law Press, LLC, Ms. Eyres supervises the production and publication of books, training materials, educational products for business owners, managers and trainers. She is the author of four books and 350+ articles in trade and professional journals on proactive legal management of the workplace.
Ms. Eyres is a Phi Beta Kappa graduate of Stanford University (B.A. with Distinction 1974). She earned her law degree from Loyola Law School (J.D. cum laude 1977). She served as the Chief Note and Comment Editor of the Loyola Law Review and is a member of the California State Bar and the American Bar Association.
As founder and President of Litigation Management & Training Services, Inc., Eyres speaks internationally, consults with organizations on developing and enforcing effective policies, and trains managers to lead within legal limits. Her workshops focus on methods for preventing costly lawsuits or minimizing disruption when unavoidable claims occur.
Ms. Eyres has earned the National Speakers Association’s Certified Speaking Professional (CSP) designation, the speaking profession’s highest international measure of professional platform skill and proven professional achievement. She was named a Meeting Professionals International (MPI) Platinum Speaker for 2006-2007. MPI Platinum Speaker designation denotes the top rated speakers at MPI National Conferences based on audience interaction, content, delivery, humor and professionalism. She is a frequent speaker at national and international conferences.
Eyres Law Group, LLP has offices in Irvine, California and its Administrative Office in Scottsdale, Arizona.
RECENT ARTICLES BY Patricia Eyres
Thorny FMLA Eligibility Issue: Counting Hours Worked To Meet the 1250 Hour Threshold
If an employer does not have an accurate and reliable way of accounting for an employee's hours, the employer will bear the burden on summary judgment of proving that the employee did not meet the Family & Medical Leave Act eligibility requirement, which is a very difficult burden.
Involuntary Reassignments And Transfers As An Unlawful Employment Practice
School districts should be aware that new disability regulations under the Fair Employment & Housing Act state that an involuntary reassignment or transfer is an unlawful employment practice when it is based on disability. An employee who has a disability and is involuntarily transferred or reassigned may be able to successfully sue for discrimination.
Employer Alert: 2013 Legislative and Regulatory Expansion under California FEHA
On June 28, 2012, Governor Brown signed a budget reconciliation bill that made widespread changes to the organization of many state agencies. Buried in the 160 page bill are very significant amendments to the California Fair Employment & Housing Act (FEHA).
Performance Evaluations Without Pain ... And Without Lawsuits
As the current business culture evolves into one riddled with legal battles and threats of lawsuits coming from discharged employees, many managers feel cornered when addressing employee performance evaluations. Even those who follow stringent documentation guidelines often feel pressured into keeping unproductive employees in their positions or giving ambiguous performance feedback, due to their fear of legal action.
Trucking Company Pays $450,000 to Settle Fresno Workplace Discrimination Case
It is prudent to take a look at the current pre-employment testing protocols to be sure that they are within appropriate guidelines under FEHA (job related and consistent with business necessity) and that any post-conditional offer medical examinations only ask for appropriate job-related medical history.
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