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| Practice Areas | Labor and Employment | | | Education | DePaul University, J.D., 1996, Emory University, B.A., 1992 | | | Admitted | 1996, California and U.S. District Court, Central District of California | |
| Memberships | State Bar of California (Member, Sections on: Litigation, 1996—; Individual Rights, 1996—; Labor and Employment Law, 1996—); Women Lawyers Association of Los Angeles. | | | Born | Cape Town, South Africa, February 24, 1971 | | | Biography | Kirstin Muller is a partner in the firm's Los Angeles office. Ms. Muller practices labor and employment law, representing clients in litigation before state and federal courts, as well as administrative agencies. Her labor and employment law experience involves defending employers in a broad range of disputes involving discrimination, wrongful termination, wage and hour, and traditional labor law issues. She has had success in numerous cases by achieving summary judgment for her clients and defending the decisions on appeal. She recently won a significant appellate victory in a disability discrimination and interactive process case, Scotch v. Art Institute, 173 Cal. App. 4th 986 (2009). Moot Court Society, 1994-1995. Editor, "The Women's Advocate," DePaul University Women's Law Caucus, 1995-1996. Co-Author: "Layoffs and Lawsuits: A WARNing to All Employers", American Management Association.(Resident) | | | Reported Cases | Scotch v. Art Institute, 173 Cal. App. 4th 986 (2009). | | | ISLN | 912410126 | |
Documents by this lawyer on Martindale.com
President Signs Expansion of FMLA Military Family Leave Rights
Kirstin E. Muller, Felicia R. Reid, December 9, 2009 President Obama signed into law the 2010 National Defense Authorization Act (2010 NDAA), which among other things, amends and expands the Military Family Leave provisions of the FMLA. The FMLA amendments became effective immediately upon the signing of this legislation, October 28, 2009.
New Developments on Verifying Employees' Work AuthorizationsKathryn Dittrick Heebner, Kirstin E. Muller, August 31, 2009 Every seasoned employer knows that it is unlawful to hire someone who is not authorized to work in the United States. However, the intricacies of employers' obligations are vague and unclear. For example, if an employer receives a "no-match letter" from the Social Security...
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