Welcome to the first edition of Gray Matters, Gray·Duffy, LLP’s seasonal newsletter, keeping you up-to-date on legal trends and firm news. If you’d like to be removed from our list, please click the “SafeUnsubscribe”
button at the bottom of this email.
Serve and Protect: In the Line of Duty
When Bouncers Act, How Can Liability be Limited?
By: Rene Faucher
Published: Nightclub & Bar Magazine
How far must a bouncer in a bar or nightclub go to protect a customer? Is the bouncer registered? Is he required to take a bullet? Unfortunately for those who own bars or nightclubs in California, a state worth watching for its progressive regulations regarding
security guards, the answer is not straightforward and the decision may be one for a jury, based on the circumstances. However, there are ways in which you may potentially reduce your exposure to liability.
In California, a bouncer is considered a security guard. Essentially, there are two kinds of security guards working in bars and nightclubs: those employed directly by the bar or nightclub and those employed by a private patrol operator who contracts with
the bar or nightclub to furnish a security guard. Usually the contract is for the security guard to protect persons or property. A security guard employed directly by the bar or nightclub must not be armed, whereas a security guard employed by a private patrol
operator can be armed.
Continue reading Serve
and Protect to find out how to protect your establishment.
Gray·Duffy Achieves Defense Verdict
in High Stakes Arbitration Matter
Patrick
Roberts achieved a significant defense verdict on behalf of a sheet metal subcontractor in a high stakes construction defect arbitration matter involving a high end single-family home in Montecito, California. Gray·Duffy was retained to defend the client
very late in the discovery process after expert depositions had commenced, and about 30 days before the arbitration hearing.
Click here to continue reading about this success.
Gray·Duffy Welcomes Jack Liebhaber
Gray·Duffy, LLP is pleased to announce that Jack M. Liebhaber has joined the firm as a Senior Associate. Mr. Liebhaber brings more than 25 years of litigation experience to the firm, including more than 60 jury trials. His primary focus is litigating
cases involving catastrophic personal injuries and wrongful death.
We have updated our website in order to provide more valuable information to our clients and friends. Please check out our updated site at: www.grayduffylaw.com.
Test your knowledge on legal issues by answering true or false to the following questions. Click the (True or False) links for the answers.
1) A non-competition clause in an employment contract is enforceable in California. (True or False)
2) Employment case related awards by arbitrators can be overturned in civil courts. (True or False)
3) A staffing agency can be sued by its employee for harassment that takes place in another company. (True or False)
4) An employer is required to pay an employee’s attorney’s fees if the employer is found liable for harassment, discrimination and/or retaliation under the California Fair Employment and Housing Act. (True or False)
5) Employers are required to pay overtime only if an hourly employee works over 40 hours in one week. (True or False)
Gray Matters is provided for informational purposes only, and the contents are not intended and should not be construed as legal advice.
Please Note: This article is necessarily general in nature and is not a substitute for legal advice with respect to any particular case. Readers should consult with an attorney before taking any action affecting their interests.
21700 Oxnard Street, Suite 1950
Woodland Hills, CA 91367
818-907-4000
555 Twin Dolphin Drive, Suite 330
Redwood City, CA 94065
650-365-7343
Published: 
