Bio

Bruce Highman received his bachelor's degree from the University of California at Berkeley in 1977 and his law degree from Stanford University Law School in 1981. After graduating from law school, he served as a law clerk to a justice of the Alaska Supreme Court in Juneau, Alaska. He then entered private practice in 1982 where his specialty is representing employees in employment cases.

He has successfully represented employees in both trials and settlement negotiations. He has been a speaker on employment law topics, including at the annual convention of the National Employment Lawyers Association, and at classes at the Bar Association of San Francisco, Skyline College and Cardozo Law School. He is a member of the National Employment Lawyers Association, the California Employment Lawyers Association, and the Labor and Employment Law Section of the California Lawyers Association. He has had a number of published precedent decisions.

Bruce's many years of experience representing employees in employment cases, have included without limitation, cases involving: (1) wrongful termination; (2) discrimination, including but not limited to discrimination based on disability, medical condition, sex, pregnancy, race, age, religion, sexual orientation and marital status; (3) retaliation, including but not limited to retaliation for whistleblowing or for bringing complaints about discrimination, harassment, unsafe working conditions, or cheating or defrauding customers, clients or investors; (4) family or medical leave; (5) harassment, including but not limited to harassment based on sex, disability, race, sexual orientation and age; (6) fraud; (7) qui tam claims under the False Claims Act; (8) libel and slander; (8) invasion of privacy; (9) workplace violence; and (10) breach of contract.

Bruce also has many years of experience representing employees in wage and hour cases, including without limitation in cases involving: (1) unpaid wages, commissions, and expenses; (2) missed meal and rest periods; (3) overtime violations; (4) minimum wage violations; and (5) cases where employees are not allowed to sit.

Bruce J Highman

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