Annie H Chen

Senior Associate

Los Angeles

annie.chen@orrick.com

Read full biography at www.orrick.com

Annie Chen is an associate in the employment litigation department in Orrick’s Los Angeles office.  She represents corporate clients in complex employment litigation, including wage-and-hour class actions and PAGA representative actions, as well as single plaintiff discrimination, retaliation, and wrongful termination claims.

Annie has experience in all facets of litigation, including factual investigations, preparing witnesses for depositions, taking depositions, and pretrial briefing and motion practice.  She also advises clients regarding compliance with employment laws, including revising employee handbook provisions and employee commission agreements, leave of absence issues, requests for accommodations and employee terminations.

Posts by: Annie H. Chen

Use It or Lose It: SCOTUS holds that EEOC Charge-Filing Requirement Is Forfeited If Not Timely Asserted

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On June 3, 2019, the United States Supreme Court issued its decision in Fort Bend County, Texas v. Davis, resolving a circuit split regarding whether Title VII’s charge-filing requirement with the Equal Employment Opportunity Commission (“EEOC”), or equivalent state agency, is jurisdictional. The Supreme Court ruled unanimously that Title VII’s charge-filing instruction is not jurisdictional; rather, it is a procedural prescription which is mandatory if timely raised, but subject to forfeiture if tardily asserted. READ MORE →

Reversed! NLRB Overrules Browning-Ferris Decision And Returns To Prior Joint Employment Standard

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On December 14, 2017, the new Republican majority at the National Labor Relations Board (the “Board”) overturned a controversial Obama-era decision regarding joint employment.  The Board’s 3-2 decision in Hy-Brand Contractors, Ltd. and Brandt Construction Co. (“Hy-Brand”) rejected the 2015 Browning-Ferris decision, which had fundamentally broadened the joint employer standard.  READ MORE →

Heads You Win, Tails You Lose: Government on Both Sides of the LGBT Protections Debate

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Recently, much has been made about the government’s conflicting positions regarding whether sexual orientation is protected by Title VII of the Civil Rights Act of 1964.  The EEOC (“Equal Employment Opportunity Commission”) has continued to assert its position that sexual orientation is protected under Title VII as a form of sex-based discrimination under the Supreme Court’s Price Waterhouse decision.  At the same time, the Department of Justice (“DOJ”) has claimed that Title VII does not protect sexual orientation as it is not based on sex.   Many have taken extreme umbrage at DOJ’s position as a complete reversal of the previous administration’s position as the Department filed an unsolicited amicus in the Second Circuit.  However, as the DOJ’s civil division filed the brief, it presents a rare window into the “Jekyll/Hyde” dynamic within the government.  As some agencies broadly seek civil rights protections, the federal government is also one of the world’s largest employers faced with the challenges of limiting countless claims. READ MORE →

Oh F**k: Employee’s Profane Facebook Post is Protected Activity

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On April 21, 2017, the Second Circuit Court of Appeals upheld a National Labor Relations Board (NLRB or Board) ruling that an employer violated the National Labor Relations Act (NLRA or Act) when it discharged a catering employee for posting a vulgar comment on social media directed at his supervisor. In NLRB v. Pier Sixty, LLC (2d Cir. 2017), the court determined that the employee’s post, under the particular circumstances of the case, was not so “opprobrious” as to lose protection under the NLRA. READ MORE →