Jose (Joe) Perez

Photo of Jose (Joe) Perez

Joe Perez is an associate in the Labor & Employment Law Department. He has assisted in a wide range of employment litigation matters such as wage-and-hour, discrimination, privacy and other employment claims. He also plays a role in evaluating potential damages and mediating settlements.

Joe’s experience includes helping to draft employment policies and practices under both state and federal laws, as well as counseling clients on topics such as strategic corporate planning, reductions in force, co-employment and overtime exemptions. In addition, he has assisted with cross-border matters.

Latest Articles

When damages occur in condominiums a frequent dispute is how to determine if damages will be covered under the unit owner’s insurance policy or under the Board’s insurance policy for damages in common areas of the condominium. For example, in National Insurance Company v. Seguros Triple S,1 the Puerto Rico Appellate Court discussed this issue when water that escaped from a damaged bathroom of one of the unit apartments caused damage to the electric panel of…
Puerto Rico’s 2003 Condominium Act has established how to proceed in circumstances where the responsibility for maintenance and repairs is unclear. As I mentioned in my prior blog, the Board of Directors is responsible for the insurance and repairs of general common areas in condominiums such as stairs and lobby. All unit holders are responsible for their own insurance coverage, maintenance and repair of the unit’s interior.…
On January 20, 2015, the U.S. Supreme Court denied the petition for certiorari filed in CLS Transp. Los Angeles, LLC v. Iskanian, a case in which the California Supreme Court held that waivers of employees’ right to bring representative actions under California’s Private Attorneys General Act of 2004 (“PAGA”) are unenforceable under state law. You may read our previous post on the Iskanian decision here. While the California Supreme Court in Iskanian declined to…
California businesses that have 50 or more employees are already required to train supervisors on legally prohibited sexual harassment. Following California Governor Jerry Brown’s recent signing of A.B. 2053, that training must now also include education on preventing “abusive conduct” in the workplace, even if the conduct is not based on a protected characteristic nor constitutes legally prohibited discrimination or harassment. As amended by A.B. 2053, Section 12950.1 of the Government Code defines abusive…
On September 9, 2014, California Governor Jerry Brown signed A.B. 1443, which extends the state’s anti-harassment and anti-discrimination protections to unpaid interns. Employers are now prohibited from discrimination based on protected characteristics in the “selection, termination, training or other terms” of unpaid interns. A.B. 1443 also prohibits harassment of unpaid interns based on protected characteristics, and it makes employers liable for sexual harassment of unpaid interns by non-employees if an employer knew or should…
On September 10th, California became the second state in the country to require businesses to provide employees with paid sick leave, following Governor Jerry Brown’s signing of A.B. 1522, which goes into effect on July 1, 2015, and will be known as the Healthy Workplaces, Healthy Families Act of 2014.   Click here to read our detailed post about A.B. 1522.…
California Governor Jerry Brown has until September 30th to sign or veto A.B. 1522, a recently passed bill that would require businesses employing at least one person in California to provide employees with paid sick leave and to comply with new recordkeeping and informational requirements. If signed by the governor, the bill will become effective on July 1, 2015. Most employees would accrue one hour of paid sick leave for every 30 hours worked. Employees…