Robert Feinstein is a Partner with the Los Angeles office and a member of the Employment practice group. He has been exclusively engaged in the practice of employment and labor law since 1976, both in the private and public sectors.

Robert's practice includes extensive experience in counseling and representing employers in a wide range of matters including age, race, sex, disability, and national origin discrimination, ADA, ADEA, wrongful termination, whistleblower, retaliation, sexual harassment, wage and hour, workplace violence, reductions in force, and employee terminations and discipline. He has litigated cases, including class actions, in state and federal trial and appellate courts, and before administrative agencies. Additionally, he has drafted employee handbooks and personnel policies, counseled on hiring, supervision and equal employment opportunities, developed and implemented strategies and employment policies to effectuate goals for start-up, transitioning and restructuring companies, and conducted training in many aspects of employment law for employees at every level.

Prior to joining GRSM, he was a shareholder at Littler Mendelson. Previous to that, he was a Senior Attorney with the California State Employees Association, which he represented before the California courts, State Personnel Board and Public Employees Relations Board.

Admissions

• California
• Pennsylvania
• New Jersey

Memberships

• Los Angeles County Bar Association
• American Bar Association

Examples of Mr. Feinstein's extensive experience includes the following:

• Mr. Feinstein obtained a defense verdict following an eight day jury trial. The defendant, a plastics company, had terminated the plaintiff's employment following an altercation with another worker. Mr. Feinstein had earlier secured summary adjudication prevailing on the wrongful termination and retaliation claims. The case then proceeded to trial on the remaining claims of sexual harassment and failure to prevent sexual harassment. Plaintiff contended that his co workers had used derogatory words in reference to him. The defense argued that such terms were never directed to plaintiff and that plaintiff raised issues concerning harassment only when his own inappropriate behavior was addressed. The jury returned a defense verdict in less than one and a quarter hours.