Christopher Olmsted - Barker Olmsted & Barnier APLC

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Christopher Olmsted

Barker Olmsted & Barnier APLC

2341 Jefferson Street, Suite 200

San Diego, CA 92110

6196824040

Practice Areas
  • Commercial Litigation
  • Labor Law
  • Insurance Defense
  • Employer Law
  • About
  • Background
  • Reviews
  • Colleagues
  • Documents

Mr. Olmsted is an attorney practicing in the areas of employment law and business litigation.

Mr. Olmsted's employment compliance and litigation experience includes: FEHA claims regarding race, gender, age, religion, national origin, sexual orientation, disability, pregnancy and sexual harassment; California CFRA and federal FMLA; federal ADA and ADEA; False Claim and whistle blowing actions; public policy violations and other wrongful termination claims; ERISA; wage and hour claims; independent contractor misclassification claims; class actions; misappropriation of trade secrets; Labor Commissioner claims (Department of Industrial Relations, Division of Labor Standards Enforcement claims), EDD and Unemployment Insurance claims.

Mr. Olmsted regularly consults with clients regarding employment law compliance, and also provides training to management and staff, as well as other attorneys.

For more information on the employment law practice, visit our Employment and Labor Law Practice page.

Mr. Olmsted’s business litigation experience includes commercial law/Uniform Commercial Code disputes, breach of contract, misappropriation of trade secret claims, unfair business practices/Business & Professions Code 17200 claims, real estate disputes, construction claims, insurance defense, and a variety of other business disputes.

Mr. Olmsted has represented clients in state and federal jury and bench trials, judicial and contractual arbitrations, and administrative law hearings. Mr. Olmsted also has significant experience representing clients on appeals before California and federal courts of appeal

Mr. Olmsted is a member of: San Diego Regional Chamber of Commerce, Legal Committee and Small Business Advocacy Committee, Association of Business Trial Lawyers, California Bar Employment Law Section, and the San Diego County Bar Association Insurance Section.

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Practice Areas: Business > Commercial Litigation
Business > Employer Law
Business > Labor Law
Business > Insurance Defense
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Where an employee requests a leave of absence because of a serious health condition, the employer’s obligations under FMLA and California’s CFRA are fairly straightforward. But does the employer have FMLA/CFRA obligations when an absent employee never specifically asks for leave? The answer, in some circumstances, may be “yes.”
Posted by Christopher Olmsted on 4.20.08 in Employment. (All State)