Alaina C. Hawley
Ms. Hawley’s practice includes complex litigation with a focus on class and collective action defense of labor and employment issues including challenges to independent contractor classification, wage and hour allegations, and claims under California law.
Alaina regularly defends transportation companies throughout the nation in class and collective action lawsuits in both state and federal court.
While in law school, Alaina served as the Executive Online Editor of the Indiana Law Journal and volunteered with the Protective Order Project. She interned with Judge David Hamilton of the 7th Circuit in the fall of her third year and competed in the ABA National Appellate Advocacy Competition finals.
On The Road
- Transportation Industry Legal Challenges in 2018
Feb 1, 2018, Alaina C. Hawley, Trucking Owners Business Roundtable - Indianapolis, IN
- Transportation Brief: What Will It Take to Return to The Office?
The prospect of a return to in-person work raises a myriad of issues for employers. Read more about considerations including timing, preparations, and how to monitor and keep up with evolving CDC/OSHA guidance.
- Transportation Brief: May My Company Require COVID-19 Vaccinations?More on what employers should consider when it comes to their approach to employee coronavirus vaccinations.
- Transportation Brief: Choice of Law Questions Continue in CaliforniaTransportation companies outside of California face difficult questions about whether California law applies to their California operations. Read more about a recent Ninth Circuit decision involving California’s minimum wage and overtime laws applying to non-California residents.
- Transportation Brief: The Burdens of Employing California Workers Continue to GrowCalifornia’s Fair Pay Act was recently amended to prohibit paying employees of different genders, races, or ethnicities who do substantially similar work (i.e., work requiring equal skill, effort, and responsibility performed under similar working conditions) differently unless the disparity in pay is justified by a bona fide reason. The amendment specifies that differences between prior salaries is not a legitimate reason.