- J.D., University of California, Berkeley, 2005, member of the Berkeley Technology Law Journal and the Berkeley Business Law Journal
- B.A., University of California, Berkeley, 2001
- U.S. District Court for the Central and Southern Districts of California
Robert Mussig is a partner in the Labor & Employment Practice Group in the firm’s Los Angeles office.
Areas of Practice
Robert defends employers in virtually all types of labor and employment litigation matters. He has extensive experience defending wage and hour class and collective actions, as well as wrongful termination, discrimination and harassment claims. He has represented clients in a wide variety of industries, including transportation, amusement and theme parks, waste and environmental, restaurant and hospitality, aerospace, manufacturing, retail and health care. He has represented employers in multiple jurisdictions in state and federal courts, and in administrative proceedings before state and federal agencies. Robert also spends considerable time providing strategic guidance to employers on compliance with local, state and federal employment laws and best practices to avoid litigation.
Some of victories Robert has recently been a part of include:
- Defeating class certification on behalf of national restaurant chain in case involving allegation that the company unlawfully deducted money and failed to properly reimburse employees for work-related purchases;
- Defeating class certification on behalf of large Southern California theme park in heavily-litigated case alleging meal and rest period, off-the-clock work, and regular rate claims;
- Obtaining landmark appellate victory establishing that in California union employees subject to a CBA may enter into individual arbitration agreements containing class action waivers;
- Prevailing on summary judgment/adjudication in harassment case on behalf of Fortune 200 company; and
- Obtaining victory in appellate case establishing rule that a plaintiff in California may not appeal a denial of class certification under the so-called “death knell” doctrine if the case involves representative allegations under the Private Attorneys’ General Act.
- Boalt Hall Fellow at the University of California, Berkeley, Boalt Hall School of Law
- Recommended Lawyer - Labor and Employment, Legal 500, 2019
Class Action Defense Strategy Law Blog Posts
- "In Pineda's Wake," May 24, 2011
Labor & Employment Law Blog Posts
- "California Employers: Get Ready for New FEHC Regulations Effective April 1st," March 15, 2016
- "An Ounce Of Prevention…Does Your Voluntary Wellness Program Comply With Proposed EEOC Regulations?" May 1, 2015
- "New EEOC Guidelines Regarding Employers’ Obligations With Respect to Background Checks and Accommodation of Religious Dress and Grooming Practices," June 25, 2014
- "California Supreme Court Clarifies and Strengthens Work Product Protections for Attorney-Procured Witness Declarations," June 28, 2012
- Member, Los Angeles County Bar Association
- Participant, East Bay Workers' Rights Clinic and the Unemployment and Wage Claims Project