Blog

Post-Judgment Receiverships in California

Hooray a judgment as been entered! However, just because a decision has been made, the battle is not over yet. Now the phase of enforcing and collecting on that judgment begins. In many cases, a judgment debtor will never willingly satisfy a judgment. For this reason, a post-judgment Receivership is a great judgment enforcement remedy that can help recover money to pay the judgment. A post-judgment Receiver is appointed by the court and, for example, may be granted the authority to manage and take possession of the judgment debtor’s real and personal property to collect, lease, repair, or sell as the court directs. Courts have interpreted that a post-judgment Receiver is in fact working for the benefit of the judgment creditor that sought the appointment of the Receiver.

Back in the Saddle: New Legal Articles

Time sure does fly.  Here at Griswold Law (and in life), things have been quite busy.  I was unpleasantly surprised to realize it has been close to a year since the last article.  My motivation is renewed and the published articles will follow.

Employer Retaliaton against Employee: California Employment Law

The Merriam-Webster dictionary defines the word "retaliate" as "to repay (as an injury) in kind; to get revenge."

Sexual Harassment in the California Workplace

Unfortunately, sexual harassment remains prevalent in workplaces across California.  Bringing an action against an employer/supervisor based on harassing conduct typically comes in two forms:

The Trial is Over...You Won...The Defendant Has to Pay...Right??

I just concluded a three-day jury trial a couple months ago.  My client was the victim of sexual harassment in the workplace.  After over a year of litigation, we took our case to trial.  We won and my client was awarded monetary damages, as well as post-judgment awards constituting reimbursement of attorneys fees and costs incurred.

Confidentiality Agreements: Protecting Business Owners in San Diego

While non-compete agreements are generally unenforceable in California, an employer can restrict an employee from utilizing, stealing, disclosing or compromising the employer’s trade secrets, data, client lists, patents, etc. Such confidential, proprietary information is owned by the employer and cannot be taken by the employee for use outside his or her employment with the employer.

    Categories

    See all

    Recent Posts

    favicon