Sacramento, California trial attorney Lawrance Bohm and The Bohm Law Group are aggressive advocates for their clients, providing quality and professional legal representation. We have an excellent track record at trial and this reputation enables us to position our clients for the best outcome of their cases. Our principle focus is workplace litigation representing individuals at all levels of the work force.

Our lead attorney, Lawrance Bohm, is a passionate and devoted plaintiffs’ attorney. When clients retain Sacramento, California trial attorney Lawrance Bohm, they are guaranteed personal access and attention. Clients further benefit from receiving a thorough legal analysis of their case including information about their legal rights, recoverable damages and likelihood of success.

Mr. Bohm is a lifetime member of the Million Dollar Advocates Forum and Multi-Million Dollar Advocates Forum. His recent employment verdict in Sacramento was featured as "Employment Verdict of the Month" by a national verdict search publication. Mr. Bohm has been recognized as a leading labor and employment attorney by the Daily Journal.

As a client of Lawrance Bohm and The Bohm Law Group, you will be involved in your case every step of the way. The Bohm Law Group is committed to the pursuit of justice for its clients, serving the greater good, and creating positive change for the benefit of our community.

Contact Sacramento, California trial attorney Lawrance Bohm and The Bohm Law Group today if you or a loved on needs legal assistance with any of the following matters:

• Employment Law - Harassment and Discrimination
• Wrongful Termination and Retaliation
• Wage and Hour Violations
• Leave of Absence/Disability Accommodation
• Personal Injury 
• Violation of Family and Medical Leave Laws
• Unpaid Wages
• Employee Rights
• Severance Agreements
• Whistleblower Claims
• Administrative Law

If you or someone you know needs the help of an experienced Sacramento California trial attorney, call Lawrance Bohm at The Bohm Law Group today at 866-435-5817, or complete the contact from provided on this site to schedule a consultation. Free consultations are available for qualified applicants.

Practice Areas and Legal Definitions

Labor Laws:
Historically, labor laws have focused on such matters as eliminating unsafe workplace conditions, securing a living wage for employees, and eliminating, or at least, tempering the strife that often occurs between employee and employers. Since the appearance of organized labor, laws have established collective bargaining rights, and have sought to prevent either employers or employees, individually or through associations or unions, from engaging in unfair labor practices. It is well-established, by various statutes, that both sides to a labor dispute are legally required to engage in good faith collective bargaining. Modern labor laws also address such complex and often emotionally charged issues as strikes, picketing, mutual injunctive relief and lockouts.

Labor and Employment attorneys can help employers with the following:

• Reviewing client employee handbooks, manuals and policy statements
• Assisting with federal and state wage and hour law issues and claims
• Representing employers before the Equal Employment Opportunity Commission (EEOC) and state human rights agencies
• Providing advice on issues involving National Labor Relations Board (NLRB) representation and elections including campaign assistance
• Representing employers in unfair labor practice proceedings before the National Labor Relations Board and state labor agencies
• Providing representation for grievance and arbitration hearings under collective bargaining agreements
• Collective bargaining on behalf of clients including strategic planning and acting as spokesperson
• Counseling on issues related to strikes or lockouts and providing related litigation support

Employment Law:
Employment law is a well-established body of statutes and judicial decisions covering all rights and obligations within the employer-employee relationship, including current employees, job applicants and former employees. It covers a wide range of legal issues, ranging from employment discrimination and wrongful termination to matters involving wages and workplace safety. Many employment law issues are governed by applicable federal and state employment law, but a number of issues are determined according to basic contract law.

Employee Rights:
All employees have basic rights arising from both state and federal laws. Some of these rights include: the right not to be subjected to discrimination on the basis of race, national origin, skin color, gender, pregnancy, religious beliefs, disability, age, and in some places, marital status or sexual orientation; the right to a workplace free of harassment; the right to be paid at least the minimum wage as provided by federal or state law; the right to overtime wages as provided by federal or state law; the right to a safe workplace and the right to take leave to care for a personal or family member's serious illness, or following the birth or adoption of a child.

Employment Discrimination and Harassment:
Discrimination generally occurs when an employee is intentionally treated differently because of race, color, religion, national origin, disability, gender, age, and in some states, sexual orientation. Employment discrimination claims may be prosecuted under various state and federal statutes. Even if the employee’s evidence is sufficient to show discrimination, an employer may be able to justify a particular job action by demonstrating that such treatment arose out of business necessity, or that a legitimate job qualification required consideration of factors that had an unintentional discriminatory effect. When the employer makes such a legitimate justification, the employee must show that discrimination, not the employer’s justification, was the true reason for the action.

Age Discrimination:
It is unlawful for an employer, employment agency or labor union to discriminate in employment on the basis of age. This includes refusing to hire an individual or firing an employee. It also includes an individual’s compensation, the terms, conditions, and privileges of his or her employment, and all employee benefits.

Disability Discrimination:
Both the Americans with Disabilities Act (ADA) and the Rehabilitation Act of 1973 protect individuals with disabilities from employment discrimination. An individual with a disability is defined as someone who has a physical or mental impairment that substantially limits a major life activity, has a record of having such a physical or mental impairment, or is regarded as having such impairment. The term is broadly defined to include any physiological, mental or psychologically-based impairment, but it does not include mere physical characteristics or cultural, environmental, or economic impairment—the impairment must cause a substantial limitation to a major life activity. Temporary conditions, such as a broken arm or the flu, would not be considered substantial limitations amounting to a disability entitled to statutory protection.

Wrongful Termination:
Termination of employment cannot be classified as "Wrongful Termination" unless it is in violation of some fundamental public policy, as set forth in a state or federal statute, regulation or constitutional provision. Examples of Wrongful Termination include situations where:

• An employee is discharged for failure to comply with an order to perform an act that violates some law, ordinance or regulation, or
• An employee is discharged in retaliation for complaints about conduct by the employer that he or she believes to be unlawful, e.g., failure to pay overtime, or failure to comply with safety regulations.

Sexual Harassment:
Sexual harassment is any unwanted and unwelcome sexual behavior. It involves a broad range of conduct, including such verbal harassment as derogatory comments, explicit sexual comments and descriptions of sexual exploits, leering or requesting sexual favors. The term also describes physical harassment, ranging from inappropriate touching to outright sexual assault. In order to be classified as illegal the conduct in question must be both unwelcome and offensive to the victim.

Sexual harassment is a form of sexual discrimination, prohibited in employment settings under Title VII of the Civil Rights Act of 1964. Title IX of the 1972 Education Act makes sexual harassment in schools or other educational settings unlawful. The Federal Fair Housing Act also provides protection against sexual harassment, and most states have enacted legislation making it unlawful.

Overtime Compensation:
Under both State and Federal law employers are required to pay additional compensation to eligible employees who work more than forty hours during any seven-day period. For every hour over forty hours in any given workweek the employer must pay the eligible employee at least one and one-half times the employee's ordinary hourly rate.

Severance Agreements:
A severance agreement is a form of settlement agreement under which an aggrieved employee agrees to accept an agreed sum of money in exchange for, among other things, abandoning all claims against the employer.  Where it can be negotiated, a severance agreement saves money and aggravation for both sides. Severance agreements commonly include such provisions as "mutual non-disclosure of terms," an agreement that the employee will not compete against the employer, and that neither the employer nor the employee will make negative comments about the other.

Trade Secrets Agreements:
Employment contracts frequently contain provisions for the protection of the employer’s “trade secrets”. These may range from customer data of one kind or another, to company designs, or even “secret recipes”. Typically, the Trade Secrets clause of an employment contract will provide for “liquidated” damages in the event of disclosure of the information. Liquidated damages are a set dollar figure agreed-upon in advance, to be paid in the event the contract clause is violated.

Non-competition Agreements:
Non-competition agreements are provisions contained within an employment contract which restrict the activities of an employee after leaving the service of the company. Courts treat non-competition agreements with suspicion—with an eye toward preventing unnecessary and unreasonable interference with a person’s livelihood after severance of the employer/employee relationship.

The Courts will often decline to enforce “unreasonable” non-competition agreements. A non-competition clause in the agreement under which a used car lot employs an auto mechanic will likely be summarily rejected by the court as unreasonable. The agreement must be reasonable in duration. A non-competition agreement barring the sales manager of a used car lot from engaging in the used car business for the rest of his or her life, or for 50 years, would probably be denied enforcement, while one with a 2-year term might well be enforced.  Non-competition agreements must be reasonable in the area covered. If the agreement precludes the sales manager from engaging in the used car business anywhere in North America, it will almost certainly be denied enforcement as unreasonable. If the area is limited to Sacramento, for example, or even to !!REGION!!, it would probably withstand court scrutiny.

Whistleblower and Retaliation Claims:
Whistleblower Claims involve employer retaliation, sometimes to the extent of Wrongful Termination, against an employee who reports the improper or unlawful conduct of another employee or of management itself to government authorities. It is illegal for an employer to retaliate against a “whistleblower.”

Administrative Law:
Administrative Law is a system of justice outside the judicial system that is designed to bring resolution to conflicts arising within a detailed and technical structure of regulations. Administrative Law Courts have a reputation for resolving issues with greater speed and efficiency than the judicial system. Final Administrative Law decisions can be challenged in the Courts, but not until all administrative remedies have been exhausted. Final Administrative Law decisions can also be converted to Court Judgments and then enforced by any of the traditional remedies available for the enforcement of civil judgments.

Injunctions:
Injunctions are a type of Court Order that either requires or prohibits specified conduct or behavior. Injunctions are remedies frequently used in employment cases. They involve such situations as injunctions requiring striking public employees to return to work, or injunctions requiring someone to stop engaging in an unlawful employment practice.  Willful failure to comply with an injunction can lead to a citation for contempt of court, and can result in significant money sanctions or even time in jail for the purpose of coercing compliance.

Employment Policy Manuals & Employee Handbooks:
An extraordinarily high percentage of Employment Law conflicts arise because there simply is no established company policy on a particular issue or the existing policy is either unknown or poorly understood. Competent Employment Law counsel can help draft and put together a company policy manual that is both comprehensive and understandable, and an employee handbook that leaves no doubt as to what is expected from each employee, and what he or she can expect from the company.

If you, a business associate, or a loved one needs legal representation or advice from an experienced Sacramento, California labor attorney, call Lawrance Bohm and The Bohm Law Group today by calling 866-435-5817 or complete the contact form provided on this web site to schedule an initial legal consultation, which is offered free of charge to personal injury clients.

If you or someone you know needs the assistance of an experienced Sacramento, California labor attorney, call Lawrance Bohm and The Bohm Law Group today at 866-435-5817, or complete the contact form provided on this site to schedule your free consultation.

ADDRESS OF THE FIRM:
Bohm Law Group
4600 Northgate Blvd.
Suite 210
Sacramento, CA 95834
Phone: 866-435-5817
Hours: M-F, 8:00AM-5:00PM


Attorney Lawrance Bohm

Since forming The Bohm Law Group, Lawrance Bohm has represented clients in all aspects of employment and civil litigation. Lawrance Bohm is a skilled trial lawyer, having won the last seven civil cases he  took to trial. Mr. Bohm was originally trained by a national employment defense firm, litigating Title VII  federal cases and employment laws cases under the Fair Employment and Housing Act. He now applies this training and practice in advocating on behalf of those seeking justice for themselves  in their personal circumstances.

The Bohm Law Group has a team of professional paralegals as dedicated to their clients as is  attorney Lawrance Bohm. Our Case Managers pride themselves on their affability, professionalism, and timely response to inquiries.  The Bohm Law Group also uses state of the art technologies to more effectively prepare client cases and present their case at trial. The Bohm Law Group is committed to the pursuit of justice for its clients, and to the greater  good of creating change for the better in our society.

• Jurisdictions Attorney is Licensed in: California Supreme Court, Ninth Circuit Court of Appeals, United States District Court for Eastern, Northern, Central, and Southern Districts of California
• Date Admitted to the Bar: November 2000 
• Colleges Attended, Degree & Year Graduated: University of California, Irvine, 1995; Tulane University Law School 
• Professional Memberships & Achievements: Law School class president, moot court board, Editor for Tulane Law School paper, Dean's Award for student leadership, commencement speaker, active member of the Multi-Million Dollar Advocates Form, supporting member of California Employment Lawyers Association (CELA), Supporting member of the American Association of Justice, Executive Board Member for the Sacramento County Bar Association, Labor and Employment Section.

Ieremia v. Hilmar Unified School District
2007, San Joaquin County Superior Court
Personal Injury – Motor Vehicle Accident
Ultimately resulted in a published decision affirming the verdict and clarifying the law concerning recovery for uninsured plaintiffs.
Jury Verdict: $2,025,000

Kell v. AutoZone
2010, Superior Court of California, County of Sacramento
Fair Employment and Housing - Retaliation
Jury Verdict: $1,368,675

Cosby v. AutoZone
2010, United States District Court, Eastern District of California
Honorable Judge Lawrence K. Karlton presiding
Fair Employment and Housing – Failure to accommodate disability
Jury Verdict: $1,500,000

Lang v. Geweke Motors, Inc.
2010, Superior Court of California, County of San Joaquin
Personal Injury – Low Impact Collision with Loss of Consortium
Jury Verdict: $2,185,000