Kate Gold is a partner in the Labor & Employment Law Department in the Los Angeles office.
Kate has over 25 years of experience representing clients in the entertainment, financial services, private equity, healthcare and other industries, across all areas of employment law. She is regarded as a strategic and skilled litigator, and has represented employers in class and collective actions as well as in high-profile discrimination, retaliation, harassment, non-compete and wage/hour matters. Kate also represents clients in disputes involving misappropriation of intellectual property and trade secrets, interference with contract and unfair competition.
Clients entrust Kate with their most sensitive workplace investigations, which often result in confidential non-public resolutions. Employers also routinely seek her advice and counsel on restrictive covenants, employee classification, and employment-related diligence in the context of purchase and sale of businesses. Additionally, she negotiates and drafts executive employment and separation agreements and conducts training on sexual harassment prevention and respect in the workplace.
Kate has been recognized as a leading lawyer by widely respected publications, including The Los Angeles Daily Journal, The Los Angeles Business Journal and Chambers USA. Clients report that “she is incredibly smart, always up-to-date on the latest developments, responsive and a creative problem solver" and that "she is brilliant, practical, calm and exceptional in terms of work quality and client service."
Kate is on the Board of the Constitutional Rights Foundation and mentors junior lawyers through Proskauer’s Womens’ Sponsorship Program. She received her B.A. and J.D. from the University of California, Berkeley.
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In this episode of The Proskauer Brief, partners Tony Oncidi and Kate Gold discuss California’s most recent legislative response to the #MeToo movement. These developments include new restrictions on confidentiality and arbitration as well as the extension of the statute of limitations applicable to harassment, discrimination and retaliation claims. So be sure to tune in as Tony and Kate … Continue Reading
Employers have been furiously working to prepare their EEO-1 Component 2 submissions by the September 30 deadline. Some employers who underestimated the task have asked us whether the EEOC’s submission portal will remain open after September 30 in case they are unable to complete their submissions in time. Until now, our response has been “maybe.” … Continue Reading
Last week, the California Supreme Court held that private litigants may not recover unpaid wages under the Labor Code Private Attorneys General Act (“PAGA”). See ZB, N.A. v. Superior Court (Lawson) (Cal. S. Ct. Sept. 12, 2019). In a rearguard effort to fight employment arbitration agreements, which usually include class action waivers, plaintiffs’ lawyers have been routinely filing … Continue Reading
The EEOC announced today, September 12, 2019, that it “is not seeking to renew Component 2 of the EEO-1” in a notice published on the Federal Register. As we have previously reported, Component 2 of the EEO-1 report requires employers with over 100 employees to report its employees’ compensation and hours worked (sorted by pay … Continue Reading
The Equal Employment Opportunity Commission (EEOC) has released additional guidance regarding the new EEO-1 Component 2 data reporting requirements for employers who were involved in mergers, acquisitions and spinoffs in 2017 and 2018. As we previously reported, employers must report their Component 2 pay and hours worked data for calendar years 2017 and 2018 by … Continue Reading
In an effort to assist employers, the EEOC has posted guidance and sample forms for the new EEO-1 Component 2 Compensation Data reporting requirements on its website. The new materials provide useful information for employers to comply with the new reporting requirement. As we have previously reported, employers must now report employee pay data and … Continue Reading
Employers would be forgiven for feeling figurative whiplash from all of the developments surrounding the EEO-1 in recent weeks. After understanding they would not have to submit pay data with their EEO-1 submissions (referred to as “Component 2 data”), in a series of rulings. Judge Tanya Chutkan reinstated the obligation. Since then, employers have been reading … Continue Reading
On April 29, 2019, the EEOC issued the following statement regarding the recent EEO-1 developments: Notice of Immediate Reinstatement of Revised EEO-1: Pay Data Collection EEO-1 filers should begin preparing to submit Component 2 data for calendar year 2018 by September 30, 2019, in light of the court’s recent decision in National Women’s Law Center, et … Continue Reading
Introduction: On April 25, 2019, Judge Tanya Chutkan ordered the U.S. Equal Employment Opportunity Commission (EEOC) to collect detailed data on employee compensation and hours worked from covered employers sorted by job category, pay band, race, ethnicity, and gender (“Component 2” of the EEO-1 form) by September 30, 2019. The reporting requirement applies to all … Continue Reading
