Jordon R. Ferguson


Associate

 

Overview

Jordon Ferguson's practice is devoted to providing litigation and counseling services to employers on national and state-specific bases.

Jordon has extensive experience defending and prosecuting claims on behalf of employers on individual, representative, and class-wide claims before state and federal courts, in private arbitration, and before governmental agencies, including the Equal Employment Opportunity Commission, the California Department of Fair Employment and Housing, and the California Division of Labor Standards Enforcement. He has assisted clients with defending myriad claims, including claims of employment discrimination and harassment, violation of family and medical leave laws, as well as class, collective, and representative actions brought under the Fair Labor Standards Act (FLSA), California Labor Code, and the California Private Attorneys General Act (PAGA).

Jordon is an aggressive litigator that partners with his clients to promote "best practices” focused on litigation avoidance. He is a trusted advisor to employers in the drafting and implementation of new policies and procedures, the negotiation and drafting of executive compensation and benefits agreements, and due diligence work related to mergers and acquisitions. Moreover, a large share of his practice involves working hand-in-hand with his clients to evaluate risk. To wit, Jordon is frequently called upon for internal and external investigations, on-site employee and management trainings, and the handling of sensitive workplace issues.

Since 2018, Super Lawyers Magazine has named Jordon a Southern California Rising Star.

During the Spring 2019 term, Jordon served as an instructor for the University of California, Irvine Division of Continuing Education teaching Influence, Persuasion, and Negotiation.

Jordon is well versed in the numerous issues stemming from the COVID-19 outbreak, such as the Families First Coronavirus Response Act (FFCRA), the Coronavirus Aid, Relief, and Economic Security Act (CARES Act), stay-at-home and related orders, and all of their impacts on employers, employees and independent contractors, including critical infrastructure and essential services determinations, paid and unpaid leave, layoffs, pay reductions, reduced hours, furloughs, downsizings, expanded unemployment, workplace safety and Occupational Safety and Health Administration (OSHA) guidance, and their interaction with numerous local, state and federal laws and regulations. Many of these issues have significant interactions with employee benefits, tax, Small Business Administration, and other issues, where we collaborate closely with our colleagues experienced in those practice areas.

Professional Affiliations and Recognitions