Andrew W. Lockard Joins SSVW as an Associate Attorney

After being newly sworn as member of the California Bar, Andrew Lockard joined the firm as a junior associate attorney.   After obtaining a B.A. in Social Science from San Diego State University in 2010, Andrew obtained his J.D. from the University of San Diego School of Law in 2014.  Besides serving as an SSVW law clerk for two years, Andrew also served on USD’s Honor Court, was the Chief Comments Editor for the San Diego Journal of Climate and Energy Law, was the Senior Executive Editor for Motions, USD Law’s monthly newspaper, founded and served on the executive board of the Employment and Labor Law Society, and served as a Research Assistant for Professor Orly Lobel, a leading scholar on employment regulation, innovation, and associated economic impacts.  Andrew also clerked for the Employee Rights Center, representing low-income San Diego workers in administrative hearings and organizing hotel and hospitality workers.  Primarily supporting the firm’s labor and workers’ compensation applicant practice areas, Andrew looks forward to continuing to advocate for southern California employees and their families.

Mike Wax Discusses Workers’ Compensation with San Diego Chiropractors

On May 28, 2015, the California Chiropractic Association’s conference featured Mike Wax, overviewing the current state of California’s workers’ compensation system and how to navigate and treat injured workers effectively, including CCA members serving as Qualified Medical Examiners (“QMEs”).

Tibble Affirms Employees’ Ability to Recover Excessive 401(k) Plan Fees against Employer

Tibble v. Edison International, et al., 575 U.S. ___ (2015)

In Tibble v. Edison, the U.S. Supreme Court recently expanded employers’ and other fiduciaries’ duties under the Employee Retirement Income Security Act (“ERISA”).  In Tibble, a group of employees sued their employer for passing on excessive 401(k) management and other fees.  The Supreme Court vacated and remanded the case, reversing the trial court’s decision upheld on appeal, which had dismissed the employees’ claims because the plan was created before ERISA’s 6-year statute of limitations.  The Supreme Court held that plan fiduciaries including employers have a continuing, proactive duty to ensure employee retirement plans do not include excessive/unreasonable fees.