Top Employment Lawyers in Lake Forest | 1 available

1 Employment lawyers are available in Lake Forest, California, including Jamie Rice. These lawyers are rated between 4.0/5 to 5.0/5 and 59% provide free consultation.

Jamie Rice

Employment Lawyers Nearby Lake Forest (by distance)

Within 10 miles near you

Irvine, California ZIP 92614 8.9 mi away 9 lawyers

Within 50 miles near you

Marina Del Rey, California ZIP 90292 49.4 mi away 2 lawyers

View Profile

Jamie Rice

Firm: Berger Kahn - South Orange County office

1 Spectrum Pointe Drive, Suite 340 , Lake Forest , California 92630

Practice Areas: Insurance, Employment

Jamie L. Rice is an associate in the Berger Kahn South Orange County office. Jamie focuses her practice on insurance coverage, examinations under oath, and labor and employment.. Jamie graduated from Chapman University’s Dale E. Fowler School of Law in 2019, ranking 4th in her class. During her time at Chapman, Jamie developed her legal writing and leadership skills as an Academic Fellow and Senior Articles Editor for Chapman Law Review. Prior to attending Chapman, Jamie graduated magna cum laude from Elon University in North Carolina as an English Literature major.. While attending law school, Jamie also worked as the Vice President of Content for ComicsVerse, a comics journalism website based in New York. Jamie’s legal experience includes a variety of practice areas, including experience with property data at CoreLogic, a judicial extern for the United States Bankruptcy Court for the Honorable Mark D. Houle, personal injury and employment law at Rodriguez Apodaca, Attorneys at Law, and health care and corporate law at Pacific Dental Services.. In her free time, Jamie enjoys watching her favorite films, listening to podcasts, and going to Disneyland.

Describe Your Case — We'll Connect You With a Matching Lawyer

Save This Search

Recent Q&As in California (Employment)

Wage Theft in San Francisco and my Options? | Aug 23, 2026 | Sourced from Reddit
Location: San Francisco, CA i live and work remotely in San Francisco for a corporation based in SoCal (but recently moved its HQ to another state for tax reasons but idk if that's relevant) and have been on-call 24/7 (not allowed to leave the house at all unless I'm going somewhere with secure wifi because I handle medical data) every 4-6 weeks (108 hours a week) for the past six years. I have been desperately asking my now-former manager about standby or on-call pay the entire time because I have never received it and he and our CIO ignored me completely until I was being moved to a new team with a new manager and he finally told me to ask HR. To be fair, I should have thought to do that myself, but I have had only negative experiences with HR thus far. After SEVERAL months of requesting updates and sending case after case of the exact same complaint that went to the California Supreme Court and did NOT find in the company's favor, HR got back to me that I was indeed correct and am owed three years of backpay (the statue of limitations for wage theft is three years) but it's been over a month since I was notified and whenever I request an update of when I can expect said backpay and how much it will be, I am told it's "still in the works." I am concerned that they are trying to wait out the…
just looking for general California workers’ comp advice from people who have dealt with something similar. | Aug 20, 2026 | Sourced from Reddit
Posting for someone close to me because we’re not sure what the best move is. He was recently injured while working in California. He was performing a physical job when a piece of work equipment struck him around the head/ear area. The injury was significant enough that he went to the ER and needed treatment. He has also had some concerning symptoms afterward and has had to miss work while recovering. The employer knew the injury happened at work. What makes the situation more concerning is that immediately after it happened, there were comments made about removing work clothing/not making it obvious that the injury happened while working. There is evidence/documentation of some of these conversations. Since then, his boss has been repeatedly pressuring him to come back to work even though he is still recovering. The boss has made comments along the lines of, “You need to come to work or I’ll replace you.” He hasn’t officially filed a workers’ comp claim yet. He is basically stuck between two options in his mind: Not filing workers’ comp and hoping his boss/company will privately cover his medical expenses, missed work, and compensate him for the injury. Filing workers’ comp, but he’s scared that his employer will replace/fire him or make things difficult for him afterward. He’s also considering going back to work because he’s afraid of losing the job. He seems to think that if he returns to work, then he shouldn’t/can’t file workers’ comp anymore. My questions are: Does…
Can my employer withold my last paycheck if I don't sign for payroll deduction? | Aug 19, 2026 | Sourced from Reddit
Location: California I operate a company vehicle that is stored at my residence when not in use. Long story short, the company van got towed from my apartment complex, and my company is saying that since I'm at fault I have to pay them back for getting the van from the towing company. Since I don't have the money they said they would deduct it from my next paycheck. That was a week ago, and this is my last week working here. Today I received an email from my manager asking me to sign a "payroll wage deduction authorization" which essentially says: "I, [Name] acknowledge that I was issued a traffic charge ... including towing ... while operating a company vehicle owned by [Company] ... I understand and agree that this is my financial responsibility and not the Company's ... I further agree that in the event my employemnt terminates ... prior to the full repayment of the total amount [previously stated] the Company may withhold the remaining amount owed from my final pay, except to the extent prohibited by applicable law. I represent that this authorization is executed voluntarily and has not been made as a condition of my continued employment." Then a spot to sign my name below. That last sentence sticks out to me. I feel like this is an excuse to say I admit fault and paid them back willingly, but do I have to? I'm peeved because this company is known for scummy tactics for…
My boss is changing my monthly paid commission structure over halfway through the month. | Aug 18, 2026 | Sourced from Reddit
Location: California, US My job pays a base salary plus commission with a monthly sales quota. Today my boss told me he's changing my monthly commission structure from a tiered system of 0.5% below goal/1% hit goal/1.5% if over 125% of goal, to a flat 0.5% no matter what. I've had this commission structure the entire time I've worked for this boss. I have no written employment contract with him but I have/had one from my old boss (previous owner of the business I work for) and was told nothing would change with new ownership. I have been getting paid based on the 0.5/1/1.5% structure the last 4 months with new ownership, and several months before that with old ownership. I also have my commission calculation spreadsheets for the past 4 months, one showing my sales totals and that I've earned the 1% one of those months. I am 100% certain I will be exceeding my goal this month, potentially over 125%. I accept they want to change my paid commission structure going forward, but can he actually change it retroactively for the whole month of August even though I've been working this whole month assuming I'd be compensated at my usual commission rate? I'd potentially be losing out on $1000-2000 on my next commission check. Looking for advice on thr legality of this and if i have a case to take to the California Division of Labor Standards Enforement.
Current backlog wait of California DLSE wage claims? Anyone know? | Aug 10, 2026 | Sourced from Reddit
Does anyone know the current backlog or how long it takes to get a settlement conference hearing scheduled? These are the labor codes I’m filing against my former employer: Unpaid Overtime Wages Unpaid Double-Time Wages On-Call Meal Period Premiums (Cal. Lab. Code § 226.7) On-Call Rest Period Premiums (Cal. Lab. Code § 226.7) Waiting Time Penalties (Cal. Lab. Code § 203) Also, misclassification of 1099, as I technically was an employee. No taxes ever taken. Just one lump sum pay per week. No timecards. They are based out of state, unfortunately. Unfortunately, I was with them for only 2 months when my boss decided to leave CA and move back to the other state. Since it was that short of a time, I did not go with a lawyer and sent my own demand letter to them and would prefer to handle this informally but they seem to be ignoring me, including the fact that I told them I have already filed the claim and wanted to resolve this without filing with the state but since that was ignored also, I submitted the claim. I also submitted all evidence I had, including bank statements, emails, texts, offer letter showing willful misclassification with my weekly pay and required overtime and on-call (50-hour weeks), phone logs, the original job posting, one entity I was working for but getting paid by a different entity, etc. I sent them an email and certified mail to make sure I have all my paper trail. Location:…

See more Q&A Ask a Lawyer (free)

You have reached the Last Page!

Disclaimer: This content is based on aggregated public information and estimated market trends. It is provided for informational purposes only and does not constitute legal advice.