Does Hiring Millennials Give Rise to Age Discrimination Claims? [e192]

May 20, 2015

Nasir and Matt talk about an age discrimination lawsuitfiled by a 64 year old software engineer against Google and whether H&M will be subject to age discrimination claims for targeting millennials asnew hires.

Full Podcast Transcript

NASIR: All right. Welcome to Legally Sound Smart Business. My name’s Nasir Pasha. This is the podcast where we cover business in the news and add our legal twist. I’m also joined with a special co-host for today…

MATT: Special, Matt Staub, I’m here.

NASIR: Matthew Staub, special co-host.

MATT: Lots of energy from you to bring in this Wednesday episode.

NASIR: Yeah. Well, that’s what I do.

MATT: You know who else has a lot of energy? Millennials.

NASIR: That’s right.

MATT: That’s part of the focus for today but we’re also going to talk about the flipside of that which is age discrimination against non-millennials – people that are much older than millennials. The story is a few weeks old and we were kind of waiting for some more developments when we first heard about it and there just hasn’t been anything yet. The 64-year-old engineer who applied for a job at Google and essentially he felt that he was discriminated against based on his age. I think the average age at Google is 29. But there were some certain things that happened in the interview that made him think that he was being discriminated against, et cetera. But the thing that, I mean, this is essentially the plot from that movie that Owen Wilson and Vince Vaughn was in, right? It was two older guys.

NASIR: Oh, yeah, Internship or something, right?

MATT: Basically, just ripped off that movie and now he’s suing for age discrimination.

NASIR: Yeah, exactly. This is just a big copyright infringement actually case.

MATT: But, yeah, I guess there were certain things that went on in the interview. The interviewer used a speakerphone that did not function well.

NASIR: If you actually read what the allegations are, it’s very confusing because they lay out this aspect where there’s some interviewer that has a bad accent and no one understands what’s going on and it just sounds like a bad interview with poor communication, and somehow that’s been translated to age discrimination. It seems like a little bit of a leap to me.

MATT: Yeah.

NASIR: Especially when age discrimination is not an easy thing to prove – at least in more recent years – because it’s a little bit different when it comes to racial discrimination and things like that because, if you have a motivating factor other than age discrimination but then it ends up having age discrimination, it’s not necessarily illegal which is kind of funny to say. Even though age discrimination may be a factor, it still may be okay if motivational factor is a legal reason. It’s a very subtle distinction and I wouldn’t go too far into that if you’re an employer and are making decisions because it’s a little more complicated than that. but the point being is that age discrimination is not a very easy thing to prove, especially in a hiring phase, because even if you’re able to show that most of the work force is below the age of 40, that doesn’t mean that there’s age discrimination. There has to be a little bit more than that.

MATT: Yeah. I mean, especially in a situation where it’s Google and – I assume – they’re looking to hire an engineer position – yeah, software engineering job. You know, it’s very plausible that a 64-year-old person doesn’t have the same sort of background that someone who’s under the average age of 29 might have because they’re fresh out of school where they learn this stuff. I’m not saying that was the case here but it’s definitely, in terms of the hiring phase, it’s definitely a possibility and I’m sure that happens all the time. When this guy was first trying to get software engineering jobs, it was a completely different landscape than it is now. Maybe he’s kept up with it and that’s not the case, but it’s definitely a possibility.

NASIR: Yeah, absolutely. You know, some of the things he may try to look at – to help his case, I should say – is, if he can find things that are in the interview questions or even the advertisements for the jobs themselves. For example, we’re looking at this article, H&M which is apparently a Swedish fashion giant. I don’t know, would you describe them as that? A Swedish fashion giant? I do have to admit, I do know what H&M is because I have some clothes from there that have been purchased on my behalf.

MATT: What’s that even mean?

NASIR: Oh, because, you know, my wife bought me some clothes from H&M.

MATT: You said that in the most convoluted way. You could have just said, “My wife bought me something from there.” “I own clothes that were purchased on my behalf by an undisclosed person.”

NASIR: Ah. But, anyway, H&M is apparently – like many companies nowadays – trying to attract a so-called “new kind” of worker and this article is fascinating from an age discrimination perspective because this isn’t an article from H&M but, somehow, of course, H&M’s PR I’m sure got this article out there I assume and this is how it usually works, especially with Business Insider, they’re usually advertisements that are disguised as articles – at least, in my opinion, that’s what it seems like. But the point being is that the article is about how H&M is targeting millennials and trying to get them as employees. But, if they went out and they said that, “Okay, we’re only hiring employees less than age of 40,” of course, that is illegal. But there are other things in the ads and your job advertisements that can also get you in trouble. Like, if you say, “Oh, I’m looking for recent college graduates,” or things like that. That can actually be used against you in an age discrimination lawsuit.

MATT: Yeah. I mean, in those situations, you can just ask for, well, I guess in that situation, you would want to ask for people with less experience, but it’s kind of backwards of the way you would normally maybe structure something.

NASIR: I think what H&M is doing, I guess they’re having pictures of young people in their marketing material. I went through, I didn’t see anything specific that was red flags. I assumed, okay, I know I’ve said this many times and I’ve been wrong, but I assume this is a big company that they’ve reviewed this aspect of things because age discrimination applies on both a federal and state level. In fact, you have twenty or more employees, then you are under the federal rules. But, in states like California, if you have as little as five employees, then you may not discriminate because of age at that point.

MATT: Yeah. Where do you feel like we hear about this the most? I guess when someone’s terminated they’re saying it’s age discrimination?

NASIR: Yeah, usually. It’s tougher to prove that, right?

MATT: Yeah.

NASIR: Again, unless your marketing materials or your interview questions, like, for example, you can even ask someone’s birth date to determine their age, and that question alone, I wouldn’t recommend it unless there’s a real purpose for it. But my point is that, unless there’s some other factors that shows that you’re discriminated against, that alone is not enough. And so, I think it’s easier to prove if you have a manager and this is stuff I can easily see happening at Google. If you have a manager that is under the age of 40 and they are managing employees that are over the age of 40, I can easily see little comments here and there and jokes being made that may lead someone to believe that they’re being treated differently or negatively because of their age – if something happens, if they’re terminated, or if they’re not promoted or if they’re not getting raise and things like that. Also, the reverse is true. Sometimes, your more experienced personnel are going to be older, of course, but then they’re also going to be higher paid because they’re more experienced and, if a company wants to save some money, sometimes they get rid of the highest paid workers because that’s where it makes the biggest impact. In the past, that used to be a huge problem. But, nowadays, if you can show, again, it has to do with that motivational factor standard. Again, there are some subtleties to this so, again, if you’re trying to make this decision, seek legal advice because it can get a little complicated. But, in general, if you can show that you’re making this decision that is not based upon a motivational factor of age but it’s a secondary factor, then you may be able to get away with that of reducing your work force from the top level.

MATT: Yeah. You know, age discrimination, one of the few employment law related areas that we didn’t see too often on The Office, unfortunately.

NASIR: No, there was. There was an episode where – I’m trying to remember it – it was when Ryan became CEO – or not CEO, whatever, became head of the company.

MATT: Vice President? Yeah.

NASIR: Vice President, right? And he was implementing all these changes and then Creed went up to Michael saying, “Hey, you know what’s going on, right? They’re trying to push the old geezers out.”

MATT: Oh, yeah.

NASIR: And then, Michael came later in a meeting like, you know, “This is age discrimination,” and so forth, and the guy from HR, Toby, agreed with him.

MATT: Yeah, because he dyed his hair jet black and then he was drinking Red Bull and said some comment. I think he was skateboarding maybe even. I can’t remember. Yeah, okay.

NASIR: That’s right.

MATT: The only thing I could remember was there was one time when just like a random comment, Creed said something and Dwight said, “Thanks, old man!” just because it was a really funny scene, that’s the only reason I remember that. But, yeah, I did forget about the part when Ryan introduced all that new technology.

NASIR: That’s funny.

MATT: So, this H&M thing, it says it’s going to be targeting millennials. Are there any actual ads that we found?

NASIR: Yeah, I was trying to find it and that’s the thing. Even comments like that saying, “We’re trying to attract a younger work force,” that can get a little dicey because, keep it in mind, you can discriminate against the young. You can say, “I only want to hire people 40 and older.” There’s no statutory protections for the young – for 39 and younger, right? But you can’t say, for example, “I’m going to only hire people that are 50 and older,” because then you’re discriminating against people that are 40 to 50. It kind of works kind of awkwardly that way. By saying that I’m going for a younger work force, I wouldn’t recommend that. Frankly, stores like H&M, who else would work there?

MATT: That was my first thought. I mean, the store’s probably already full of millennials.

NASIR: Yeah. I mean, do you even need to say that you’re targeting them? That’s who is going to you. You know, back in I guess 1986, the age protection used to be at age 70.

MATT: Yeah, we’ve bumped down the age a lot and two people are living longer. It’s like 40 is the new 30.

NASIR: What I meant to say is the upper age limit was 70 so it’s from 40 to 70 in 1986.

MATT: Ah, okay, gotcha.

NASIR: I think in 1986 was when it was removed. Now, as we know, everyone above the year 40 all the way to whatever the limit is of when a life ends.

MATT: When the laws change, I just completely forget everything that happened with the previous law. I’ve wiped it out of my mind completely.

NASIR: So, that’s our age discrimination. If you think about it, I don’t think we’ve actually covered that as much as we’ve covered pretty much every topic in our podcast in the last hundred-some episode, 190 episodes. We haven’t covered age discrimination.

MATT: Yeah, and we might have mentioned it here or there. I don’t know. It’s one of the areas where there’s not that much in the news about it I feel like.

NASIR: And it’s not going to happen that often. It requires the employee to either sue their current or former employer. Sometimes, that’s difficult in itself and then you have a proof requirement. In fact, the only reason we hear about sexual discrimination or – I should say – gender discrimination or things like that is because it only happens in outrageous moments and then you end up hearing about it because someone makes some comment here or there or whatever. But age discrimination, because you’re able to… and the same with race, right? But with age discrimination, because they can be a secondary factor that could cover the real reason of the termination or the adverse termination, then it’s much harder for the employee to prove – makes it more difficult and not as common.

MATT: Yeah, they had some examples of inappropriate comments to call old people or older people “gramps” and other things.

NASIR: Gramps.

MATT: “Old man.”

NASIR: Old man, that’s actually… what about “old woman”?

MATT: Probably, double whammy.

NASIR: Double whammy.

MATT: You rarely hear someone call a woman old.

NASIR: That’s true.

MATT: It’s not proper.

NASIR: Very good. Okay. I think that’s it. Thanks for joining us everyone.

MATT: Keep it sound and keep it smart!

How to Keep Your Business From Being Sued

By

The Podcast Where Nasir Pasha and Matt Staub cover business in the news with their legal twist and answer business legal questions that you the listener can send it to info@legallysoundsmartbusiness.com.

Get Business Legal Updates

Please provide your full name.
Please provide a valid email address.
We respect your privacy, and we will never share your information. Unsubscribe at any time.
Legally Sound Smart Business cover art

Legally Sound Smart Business

A business podcast with a legal twist

Legally Sound Smart Business is a podcast by Pasha Law PC covering different topics in business advice and news with a legal twist with attorneys Nasir Pasha and Matt Staub.
Apple Podcast badge
Google Podcast badge
Spotify Podcast badge

Latest Episodes

November 21, 2023

In this episode, Nasir Pasha and Matt Staub explore the legal implications of Artificial Intelligence in the business world. They delve into the most talked-about issue of 2023: AI and its impact on the legal landscape. Although AI isn’t necessarily a new topic, it has many unanswered questions in the legal world. Nasir and Matt…

July 12, 2023

In this episode, Attorney Nasir Pasha and Attorney Matt Staub delve deep into the complexities of mass layoffs and offer valuable insights, real-life examples, and practical advice to employers grappling with the aftermath of such challenging situations. Nasir and Matt emphasize the critical importance of effective communication when executing mass layoffs. They stress the need…

January 9, 2023

As the COVID-19 pandemic swept across the globe, businesses scrambled to adapt to the new reality it presented. In this blog post, we dive into the case of Goldman Sachs, a financial services giant, to examine their response to the crisis and the lessons other businesses can learn from their return-to-office strategy. From prioritizing employee…

October 28, 2022

Full Podcast Transcript NASIR: Finally, my two favorite worlds have collided – both the law and the chess – right here at Memorial Park in Houston, Texas. Windy day. We have some background noise – ambient noise. What are the two worlds that collided? Well, Hans Neimann has sued Magnus Carlsen for defamation in one…

September 26, 2022

Through a five-round championship bout, Matt travels to Texas from California to determine which state is better for business. Will it be a knockout with a clear winner or will it go to the scorecards?

July 7, 2022

Whether you are buying or selling a business, the transaction goes through the same steps. However, they are viewed from different perspectives. Sellers may not want to fully disclose all the blind spots while Buyers will want otherwise. Nasir and Matt battle it out in this Buyer vs. Seller to determine who has the advantage!…

May 12, 2022

When it comes to Restrictive Covenants, employers are fighting to keep their company safe while employees may use them to their advantage. Keep listening to find out if the Employer or the Employee wins this battle. Round 1: Trade Secrets A company’s trade secrets encompass a whole range of information and are one of the…

February 14, 2022

The Supreme Court rejected the nation’s vaccine mandate. Businesses with 100 or more employees are NOT required to have their employees vaccinated or go through weekly testings. However, this policy remains in effect for health care facilities. In this episode of Legally Sound | Smart Business, the team sat down to discuss their thoughts on this ruling.

December 1, 2021

In this episode of Legally Sound | Smart Business by Pasha Law PC, Nasir and Matt cover the Business of Healthcare. There is more to the healthcare industry than just doctors and nurses. Many Americans have health insurance to cover their yearly needs, but most Americans are not aware of what really goes on behind…

October 12, 2021

In our latest episode, Nasir and Matt are covering the legal issues on Social Media. The average person spends most of their day on social media, whether they are scrolling for hours or publishing their own content. However, just because you publish your own content on Instagram does not equate to you owning that image….

September 28, 2021

What is a Non-Disclosure Agreement, and when do I need one? In this episode, Nasir and Matt shares why you need to use Non-Disclosure Agreements, basic facts about NDA’s, and discuss about the infamous Jenner-Woods story. Having the right Non-Disclosure Agreement in place not only protects you and your business, but it also makes the…

June 16, 2021

Covered in this episode of Legally Sound Smart Business are some typical business mistakes blunders small businesses often make and how to avoid them. Blunder #1: Copying and pasting agreements It may sound like a good idea at the time, but this blunder comes with hidden pitfalls. Having an attorney draft terms that are specific…

February 4, 2021

How you terminate an employee can make the difference between a graceful transition to avoidable negative outcomes like a dramatic exit or even a lawsuit. We gathered a panel of experts and asked them – is there a “right way” to fire an employee? We would like to thank our guests for this episode: Amr…

December 2, 2020

The COVID-19 pandemic has turned nearly every aspect of life on its head, and that certainly holds true for the business world. In this episode, Matt and Nasir explain how the early days of the pandemic felt like the Wild West and how the shifting legal playing field left a lot open to interpretation and…

November 16, 2020

After plenty of ups and downs, our buyer has finally closed on the purchase of their business. While we’re marking this down in the ‘wins’ column, it never hurts to review the game tape. In this final episode, our hosts, Matt Staub and Nasir Pasha, return to the deal almost a year later to reflect…

September 15, 2020

The ink is drying on the signature line and things are looking great for our buyer. After so much hard work, the finish line is in sight and the cheering within ear shot.   Though the landlord is still serving friction, things seem safe to move forward and for now, our buyer will be keeping…

July 31, 2020

Though things are coming along well, the journey would not be interesting if it was purely smooth sailing. After our buyer opens escrow, they are forced to push the closing date back when suddenly a letter from an attorney was received claiming the business, we are buying has a trade mark on the name!  Now…

June 12, 2020

With frustration at an all-time high and professionalism at an all-time low, our friend the Buyer has “had it” with the Seller and quite frankly their lack of knowledge. At present our Buyer is rightfully concerned that the latest misstep from our loose-lipped Seller will threaten not only the entire operation of the businesses but…

May 11, 2020

As we go deeper into the buying process, we start to uncover more challenges from our seller and encounter some of the wrenches they are tossing our way. When we last left off in episode three our team was knee deep in due diligence for our buyer, had already penned and signed the Letter of…

April 4, 2020

One word–interloper! When a new mysterious broker enters the transaction and starts to kick up dust, Nasir and Matt take the reins. The seller signed off on the letter of intent (see episode 2), yet this “business broker” serves only friction and challenges by refusing to send financials, whilst demanding more of a firm commitment…

April 4, 2020

Just as most stories and deals start out, everyone is optimistic, idealistic and full of hope for clear skies. It’s a perfect outlook with a perfect setup for the ups and downs yet to come. Peek further behind the curtain and into the first steps of buying a business: the letter of intent. After the…

April 4, 2020

When a savvy buyer hears opportunity knocking to purchase a prime positioned business, she decides not to go it alone and taps in the professionals to help navigate what could potentially be a fruitful acquisition. “Behind the Buy” is a truly rare and exclusive peak into the actual process, dangers, pitfalls and achievements, that can…

August 7, 2019

GrubHub is subject to two “matters of controversy” that have likely become common knowledge to business owners: “fake” orders and unfriendly microsites.

May 28, 2019

In this podcast episode, Matt and Nasir breakdown the legal issues of the subscription industry’s business on the internet. Resources A good 50-state survey for data breach notifications as of July 2018. California Auto-Renewal Law (July 2018) Privacy Policies Law by State Why Users of Ashley Madison May Not Sue for Data Breach [e210] Ultimate…

March 12, 2019

In recording this episode’s topic on the business buying process, Matt’s metaphor, in comparing the process to getting married probably went too far, but they do resemble one another. Listen to the episode for legal advice on buying a business.

December 3, 2018

Nasir and Matt return to discuss the different options available to companies looking to raise funds through general solicitation and crowdfunding. They discuss the rules associated with the various offerings under SEC regulations and state laws, as well as more informal arrangements. The two also discuss the intriguing story about a couple who raised over…

July 24, 2018

Flight Sim Labs, a software add-on creator for flight simulators, stepped into a PR disaster and possibly some substantial legal issues when it allegedly included a Trojan horse of sorts as malware to combat pirating of its $100 Airbus A320 software. The hidden test.exe file triggered anti-virus software for good reason as it was actually…

April 17, 2018

Attorneys Matt Staub and Nasir Pasha examine Mark Zuckerberg’s congressional hearings about the state of Facebook. The two also discuss Cambridge Analytica and the series of events that led to the congressional hearings, the former and current versions of Facebook’s Terms of Service, and how businesses should be handling data privacy. Full Podcast Transcript NASIR:…

March 10, 2018

The Trump presidency has led to a major increase in ICE immigration enforcement. It’s critical for business owners to both comply with and know their rights when it comes to an ICE audit or raid. Nasir, Matt, and Pasha Law attorney Karen McConville discuss how businesses can prepare for potential ICE action and how to…

February 5, 2018

New years always bring new laws. Effective January 1, 2018, California has made general contractors jointly liable for the unpaid wages, fringe benefits, and other benefit payments of a subcontractor. Nasir and Matt discuss who the new law applies to and how this affects all tiers in the general contractor-subcontractor relationship. Click here to learn…

January 2, 2018

With a seemingly endless amount of new mattress options becoming available, it is unsurprising that the market has become increasingly aggressive. As companies invest in more innovative solutions to get in front of customers, review sites, blogs and YouTube videos have moved to the forefront of how customers are deciding on their mattresses and how…

December 7, 2017

In recent months explosive amounts of high profile allegations of sexual harassment, assault, and varying acts of inappropriate behavior have transcended every sector of our professional world. With a deluge from Hollywood and politics, and the private workforce, accusations have inundated our feeds and mass media. This harassment watershed has not only been felt within…

November 16, 2017

If you are not familiar with the EB-5 program started in 1990 to give green cards to certain qualified investors in the United States, then you may not have been alone a few years ago. Currently, the EB-5 program has since exploded since its inception and now hits its quotas consistently each year. The program…

October 10, 2017

Government requests come in multiple forms. They can come in as requests for client information or even in the form of investigating your company or your employees. Requests for Client Information General Rule to Follow Without understanding the nuances of criminal and constitutional law and having to cite Supreme Court cases, any government requests for…

August 24, 2017

Nasir and Matt suit up to talk about everything pertaining to employee dress codes. They discuss the Federal laws that govern many rules for employers, as well as state specific nuances in California and other states. The two also emphasize the difficulty in identifyingreligious expression in dress and appearance, how gender-related dress codes have evolved…

June 28, 2017

Nasir and Matt discuss the life cycle of a negative online review. They talk about how businesses should properly respond, how to determine if the review is defamatory, the options available to seek removal of the review, how to identify anonymous reviewers, whether businesses can require clients to agree not to write negative reviews, and…

June 7, 2017

On this episode of the Ultimate Legal Breakdown, Nasir and Mattbreak down social media marketing withguests Tyler Sickmeyer and Kyle Weberof Fidelitas Development. They first discuss contests and promotionsand talk about where social media promotions can go wrong,when businesses are actually running an illegal lottery, and the importance of a soundterms and conditions. Next, they…

April 3, 2017

On this episode of the Ultimate Legal Breakdown, Nasir and Matt go in depth with the subscription box business. They discuss where subscription box companies have gone wrong(4:30), the importance of a specifically tailored terms and conditions(6:30), how to structure return policies (11:45), product liability concerns (14:45),the offensive and defensive side of intellectual property (19:00),…

February 1, 2017

Nasir and Matt discuss the suit against Apple that resultedfrom a car crashed caused by the use of FaceTime while driving. They also discuss howforeseeable use of apps can increase liability for companies. Full Podcast Transcript NASIR: Hi and welcome to Legally Sound Smart Business! I’m Nasir Pasha. MATT: And I’m Matt Staub. Two attorneys…

January 5, 2017

The guys kick in the new year by first discussing Cinnabon’s portrayal of Carrie Fisher as Princess Leia soon after her death, as well as other gaffes involving Prince and David Bowie. They alsotalk about right of publicity claims companies could be held liable for based on using someone’s name or likeness for commercial gain.

December 22, 2016

Nasir and Matt discuss the recent incidentat a Victoria’s Secret store where the store manager kicked out all black women after one black woman was caught shoplifting. They then each present dueling steps businesses should take when employees are accused of harassment.

December 8, 2016

Nasir and Matt return to talk about the different types of clients that may have outstanding invoices and how businesses can convert unpaid bills to getting paid.

November 10, 2016

After a long break, Nasir and Matt are back to discuss a Milwaukee frozen custard stand that is now revising it’s English only policy for employees. The guys also discuss how similar policies could be grounds for discrimination and what employers can do to revise their policies.

October 6, 2016

The guys discuss the new California law that allows actors to request the removal of their date of birth and birthdays on their IMDB page and why they think the law won’t last. They also discuss how age discrimination claims arise for business owner.

September 29, 2016

Nasir and Matt discuss the racial discrimination claims surroundingAirbnb and how it’s handled the situation. They also discuss some practical tips for businesses experiencing similar issues.

September 8, 2016

Nasir and Matt discuss whyAmazon seller accounts are getting suspended and banned without notice and how business owners can rectify this situation through a Corrective Action Plan.

August 25, 2016

Nasir and Matt talk about the accusations surroundingfashion giant Zararipping off the designs of independent artists like Tuesday Bassen and howsmaller companies can battle the industry giants.

August 18, 2016

Nasir and Matt discuss Brave Software’s ad replacing technology that has caught the eye of almost every national newspaper and has a potential copyright infringement claim looming. They also welcome digital marketing expert Matt Michaelree to speak on the specifics of what Brave is attempting to do and whether it has the answers moving forward.

July 28, 2016

Nasir and Matt discuss the sexual harassment lawsuit filed by Gretchen Carlson against Fox CEO Roger Ailes. They also talk aboutthe importance of sexual harassment training and properly handling such allegations in the office.

July 15, 2016

Nasir and Matt talk about the changes at Starbucks that have led to many disgruntled employees and customers.

We represent businesses.
That’s all we do.

Oh, and we love it.

We love our work. We love reviewing that lease for your new location. We thrive on closing that acquisition that nearly fell through. We’re fulfilled when we structure a business to grow, raise capital, and be legally protected.

We focus on developing close relationships with our clients by being like business partners. A partner who provides essential, personalized, proactive legal support.

We do all of this without utilizing the traditional billable hour model. You pay for the value we bring, not the time spent on calls, emails, and meetings.

Our team is made up of attorneys and staff that share these values and we are retained by clients who want the same.

Pasha Law PC operates in the states of California, Illinois, New York, and Texas.

Meet Our Team

Fractional General Counsel Services

Pasha Law Select offers the expertise of a high-end general counsel legal team for every aspect of your business at a fixed monthly rate. Pasha Law Select is deliberately designed to allow our legal team to be proactive, to anticipate, and to be comprehensive in serving our clients. To be great lawyers, we need to know our clients. We can’t know our clients unless we represent a select number of clients in the long-term. This is Pasha Law Select.

Learn More