David Penner
David Penner is an attorney in Scali Rasmussen’s Labor & Employment and Litigation practice groups. He represents employers, businesses, public entities and management teams in a broad range of employment and commercial disputes, as well as providing strategic counsel on workplace and personnel matters.
David advises clients on employment law issues involving discrimination, harassment, retaliation, wrongful termination, disability accommodation, wage and hour compliance, workplace investigations and employee discipline. He also represents clients in state and federal court litigation, administrative proceedings and alternative dispute resolution matters.
Drawing on extensive experience handling both public and private sector employment matters, David works closely with employers to minimize risk, resolve disputes efficiently and achieve practical business solutions. His litigation experience includes defending employers against high-exposure employment claims, advising clients during sensitive personnel matters and representing public entities in complex civil litigation.
David is known for his thoughtful approach to litigation strategy, meticulous preparation and commitment to achieving favorable outcomes for his clients.
Education
- JD, UC Irvine School of Law
- BA, History and American Culture, University of Michigan
Representative matters
- Obtained a favorable resolution for a municipal client in a premises liability action involving allegations of serious injuries caused by a roadway defect.
- Resolved an employment claim involving allegations that workplace conditions caused the plaintiff’s illness, obtaining a settlement for a small fraction of the claimed damages.
- Advised public agency clients on labor relations matters, including collective bargaining negotiations, union-management issues and sensitive personnel disputes.
- Served as a member of the trial team that secured a defense verdict for the County of Los Angeles in a wrongful termination and failure-to-accommodate action. The County successfully demonstrated that the plaintiff’s termination was based on documented performance deficiencies rather than accommodation requests.
- Negotiated a favorable pre-litigation settlement for a technology company facing a threatened wrongful termination claim by a former executive involving significant potential exposure.
- Obtained summary judgment on behalf of a dental practice in a wrongful termination action arising from allegations that an office manager made inappropriate comments to a dental hygienist. The court found the employer had legitimate, nondiscriminatory business reasons for its employment decisions.