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Law Offices of Andrea Loveless
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Law Offices of Andrea Loveless
Andrea Loveless

1 Spectrum Pointe #300
Lake Forest CA 92630
(949) 679-4690

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Law Offices of Andrea Loveless

Please Call : 949-679-4690


The Law Offices of Andrea Loveless provides representation that solves clients' problems and protects clients' interests. We utilize a unique approach to handling cases, taking time to explain options, and keep clients updated as to the status of their case. Our clients receive individual attention offered by a small firm and legal resources comparable to a large firm. The representation we provide protects clients through many of life's challenges, both anticipated and unexpected.

Our representation covers the following areas of law:

  • Criminal Law
  • Business and Corporate Law
  • Federal and Civil Litigation
  • Employer Representation
  • Employee Representation
  • Bankruptcy
  • Real Estate
  • Family Law
  • Probate

We have a new home for our spectacular weekly Radio Show! We have now become a part of the Los Angeles Angels radio family! Our new show starts on January 8, 2010 at 11:00 a.m. on KLAA AM 830! Please join us every Friday at 11:00 a.m. on KLAA AM 830 AM for the Loveless Law Hour. And, if you miss the live broadcast, you can always listen to the podcast on the website! We look forward to many more entertaining and informative Loveless Law Hours and hope you will join us!

Attorney Profile

Andrea S. Loveless

ANDREA S. LOVELESS is an experienced federal and state civil litigator with extensive experience in the fields of Real Estate Law, Employment Law and Administrative Law. Extensive contacts both in and out of the legal community provide a broad range of expertise to clients in addition to being recognized as an attorney with integrity and compassion. Experienced in SEC compliance, contract negotiations, and bankruptcy law, Ms. Loveless is an expert in employment issues and drafting employment handbooks and agreements, as well as ensuring compliance with all federal and state employment laws in MSPB, EEOC, and state and federal courts. She is experienced in litigating corporate, personal injury, criminal, and transactional cases, as well as construction defect matters. As an attorney participating in employment discrimination and construction defect mediations, she has a high settlement rate.

  • Bachelor of Arts, summa cum laude, with honors, Chancellor's Scholar, East Carolina University, 1996
  • Rivers Foundation Scholar, 1998
  • Mitchell B. Hunt Scholar, 1999
  • University Honors, Political Science Departmental Honors, 1999
  • Outstanding Senior, graduated in three years, 1999
  • American University of Paris, International Law Program in Paris, France; Top Honors, 1999
  • Texas Wesleyan University Law School, graduated with Honors, 2003
  • Top 5% of Class,Law Review
  • Articles Editor
  • Regional Trial Advocacy Competition
  • Regional Negotiations Competition
  • Phi Delta Phi Honors Fraternity
  • Presidential Scholarship winner Graduation Class Speaker

BAR ADMISSIONS

California 2004

U.S. District Court: Southern District of California 2004.
Texas 2003



PROFESSIONAL AFFILIATIONS

Los Angeles Bar Association

Orange County Bar Association

Southern Orange County Regional Chamber of Commerce

Texas Young Lawyers Association

Texas Trial Lawyers Association

Generation Change (charity organization)


PROFESSIONAL PUBLICATIONS

Texas Wesleyan University Law School, Law Review Article: Developing an International Space Agency Versus Designating the United States as the Marshall for the Regulation of Outer Space for Peaceful Purposes
Published research in Federal Jurisdiction 2001, a casebook by Paul George

Please Call : 949-679-4690

Andrea S. Loveless

 

Attorney Profile

ANDREA S. LOVELESS is an experienced federal and state civil litigator with extensive experience in the fields of Real Estate Law, Employment Law and Administrative Law. Extensive contacts both in and out of the legal community provide a broad range of expertise to clients in addition to being recognized as an attorney with integrity and compassion. Experienced in SEC compliance, contract negotiations, and bankruptcy law, Ms. Loveless is an expert in employment issues and drafting employment handbooks and agreements, as well as ensuring compliance with all federal and state employment laws in MSPB, EEOC, and state and federal courts. She is experienced in litigating corporate, personal injury, criminal, and transactional cases, as well as construction defect matters. As an attorney participating in employment discrimination and construction defect mediations, she has a high settlement rate.

  • Bachelor of Arts, summa cum laude, with honors, Chancellor's Scholar, East Carolina University, 1996
  • Rivers Foundation Scholar, 1998
  • Mitchell B. Hunt Scholar, 1999
  • University Honors, Political Science Departmental Honors, 1999
  • Outstanding Senior, graduated in three years, 1999
  • American University of Paris, International Law Program in Paris, France; Top Honors, 1999
  • Texas Wesleyan University Law School, graduated with Honors, 2003
  • Top 5% of Class,Law Review
  • Articles Editor
  • Regional Trial Advocacy Competition
  • Regional Negotiations Competition
  • Phi Delta Phi Honors Fraternity
  • Presidential Scholarship winner Graduation Class Speaker

BAR ADMISSIONS

California 2004

U.S. District Court: Southern District of California 2004.
Texas 2003



PROFESSIONAL AFFILIATIONS

Los Angeles Bar Association

Orange County Bar Association

Southern Orange County Regional Chamber of Commerce

Texas Young Lawyers Association

Texas Trial Lawyers Association

Generation Change (charity organization)


PROFESSIONAL PUBLICATIONS

Texas Wesleyan University Law School, Law Review Article: Developing an International Space Agency Versus Designating the United States as the Marshall for the Regulation of Outer Space for Peaceful Purposes
Published research in Federal Jurisdiction 2001, a casebook by Paul George

Our Areas of Practice

 

CRIMINAL LAW:

BUSINESS AND CORPORATE LAW: EMPLOYER REPRESENTATION: EMPLOYEE REPRESENTATION: BANKRUPTCY REAL ESTATE FEDERAL and CIVIL LITIGATION

General
For many small business owners, using a lawyer is akin to calling a fireman or plumber: one does it only when there's a problem.
Especially for new businesses, needs such as marketing, sales, staffing and just getting the business off the ground can easily take priority over legal issues, particularly ones that don't seem to be of immediate concern. But smart business planning also includes preventing problems and making sure the business is protected against potential trouble.
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Corporate Governance
While most corporations will use an attorney to help with the process of incorporation, new businesses sometimes neglect the on-going legal requirements to maintain their corporation status. Annual shareholder, director and partner meetings need to be held, and recording of minutes and election of officers must conform with state requirements. Failure to do so could jeopardize corporate status and result in "piercing of the corporate veil" in the event of a lawsuit or other legal action, exposing corporate officers to personal liability or other legal problems.
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Intellectual Property
Many intangible assets of a business should be legally protected. A company's name, logo, brand name and distinctive goods and services are entitled to copyright protection. Proprietary computer software, semiconductor chip mask designs, vessel hull designs and many other creations may be eligible for trademark registration. Patents are often thought to cover only machines and other manufactured products, but can also protect processes, such as a method for refining petroleum, or new compositions of matter, such as chemical compounds or mixtures. Trademark, copyright and patent registrations can help a business protect the things that give it a competitive advantage in the marketplace.
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Employment Agreements
Many companies, especially technology companies, count the knowledge of their employees as some of their most important assets. Yet they fail to protect those assets through non-disclosure and non-compete agreements with their employees. Inevitably, some employees will leave the company, and it's important to protect your business against their taking their knowledge of trade secrets with them over to the competition.
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Incorporation
There are many different ways to structure your business. Just starting out and aren’t sure what would be best for your circumstances, or have been in business for awhile and need to restructure? We can help you decide which structure would be best for your specific circumstances.

  • Sole proprietorship
  • Partnership
  • Corporation
  • Professional Corporation
  • Limited Liability Company
  • Limited Partnership
  • Limited Liability Partnership
  • Non-Profit

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EMPLOYER REPRESENTATION

Sometimes it makes sense to hire an attorney.
Even the most conscientious employer occasionally needs help from a lawyer. Although you can handle many employment matters on your own, some issues are particularly tricky and will require some legal expertise. Employment law can change rapidly. Courts and government agencies issue new opinions interpreting these laws every day, sometimes completely overturning what everyone thought the law meant. When you also factor in that lawsuits brought by former employees can end in huge damages awards against the employer, it's easy to see why you should seek legal advice when you get in over your head.

On the other hand, you don't need to talk to a lawyer every time you evaluate, discipline, or even fire a worker. After all, lawyers don't come cheap -- if you run to a lawyer every time you have to make an employment-related decision, you will quickly go broke.

The trick is to figure out which situations require some expert help and which you can handle on your own. Here are a few tasks for which you should consider bringing in a lawyer.
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Reviewing Documents
A lawyer can quickly review and troubleshoot any employment-related agreements you routinely use with your workers, such as employment contracts, severance agreements, or releases. A lawyer can check your contracts to make sure that they contain all the necessary legal terms and will be enforced by a court. If you have included any language that might cause problems later, or if you have gone beyond what the law requires of you, a lawyer can draw these issues to your attention. And a lawyer can give you advice about when to use these contracts -- for example, you may not want to give severance to every departing employee or enter into an employment contract with every new worker.
You can also ask a lawyer to give your employee handbook or personnel policies a thorough legal review. First and foremost, a lawyer can make sure that your policies don't violate laws regarding overtime pay, family leave, final paychecks, or occupational safety and health, to name a few. A lawyer can also check for language that might create unintended obligations towards your employees. And a lawyer might advise you to consider additional policies. (For help creating an employee handbook -- including sample language you can modify to fit your workplace.
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Advice on Employment Decisions
A lawyer can help you make difficult decisions about your employees. Particularly if you are worried that an employee might sue, you should consider getting legal advice before firing an employee for misconduct, performance problems, or other bad behavior. A lawyer can tell you not only whether terminating the worker will be legal, but also what steps you can take to minimize the risk of a lawsuit.
Here are a few situations when you should consider asking a lawyer to review your decision to fire:
  • the worker has a written or oral employment contract that limits your right to fire (see Written Employment Contracts: Pros and Cons for more on employment contracts)
  • the employee may believe that he or she has an implied employment contract limiting your right to fire
  • the employee is due to vest benefits, stock options, or retirement money shortly
  • the employee recently filed a complaint or claim with a government agency, or complained to you of illegal or unethical activity in the workplace
  • the employee recently filed a complaint of discrimination or harassment
  • firing the employee would dramatically change your workplace demographics
  • the employee recently revealed that he or she is in a protected class -- for example, is pregnant, has a disability, or practices a particular religion
  • you are concerned about the worker's potential for violence, vandalism, or sabotage
  • the worker has access to your company's high-level trade secrets or competitive information
  • you are firing the worker for excessive absences, if you are concerned that the absences may be covered by the Family and Medical Leave Act or the Americans with Disabilities Act
  • the employee denies committing the acts for which you are firing him or her, even after an investigation, or
  • the employee has hired a lawyer to represent him or her in dealing with you.
You may also wish to have a lawyer review any employment decision that will affect a large number of employees. For example, if you are planning to lay off some workers, change your pension plan, or discontinue an employee benefit, it would be smart to run your plans by a lawyer before you take action. The lawyer can tell you about any potential legal pitfalls you might be facing -- and give you advice on avoiding them.
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Representation in Legal or Administrative Proceedings
If a current or former employee sues you, speak to a lawyer right away. Employment lawsuits can be very complex. You have to take certain actions immediately to make sure that your rights are protected -- and to preserve evidence that might be used in court. The time limits for taking action are very short -- many courts require you to file a formal, legal response to a lawsuit within just a few weeks. As soon as your receive notice of a lawsuit against you, begin looking for a lawyer.
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EMPLOYEE REPRESENTATION
Employment law deals with the relationship between employers and employees and covers a broad range of issues. We can advise on the legal rights and responsibilities of the employer and the employee with regard to work related disputes.
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Wage and Hour
Employers are required to fairly compensate employees for time worked; this includes overtime, adequate pay for time worked, and legally mandated time off for breaks
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Sexual Harassment
Employees have a right to work in an environment free from harassment.
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Discrimination
When job performance and experience are not the sole criteria for career advancement, discrimination may have taken place.
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Wrongful Dismissal
Wrongful dismissal occurs when a person loses his or her job in a way that breaches the terms of his or her contract.
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Workplace Safety
When workplaces fail to comply with OSHA regulations putting employees at risk of undue harm, they may be held legally responsible.
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BANKRUPTCY
If you're dealing with spiraling debt, looming foreclosure, fear of property repossession, creditor harassment or other financial problems, filing bankruptcy may be an option. In California there are numerous and subtle bankruptcy laws on the books. We have the experience to understand the laws and process rules applicable to your type of case. We take the time to explain how bankruptcy may affect your life and help you understand the process for filing.
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Construction Defect and Insurance Defense
We represent construction corporations, contractors of all sizes, subcontractors of many trades, employers and their insurers. Construction specialty areas in our practice background include electrical, grading, drainage, concrete, roofing, welding, synthetic building systems, remediation, framing, and manufacturing of glass, floor and window materials. We have amassed a wealth of knowledge in the technical and medical issues underlying liability claims in these areas of construction.

We recognize that litigation is a drain on our clients’ resources and we continually build upon our cost-effective litigation frameworks. Our record of achieving early dismissal of cases at summary judgment helps contain clients’ expenditures. In the course of litigation, our attorneys aggressively pursue indemnification protection when appropriate and efficiently manage a network of experts. And we apply our extensive construction knowledge to advise clients on best practices and preventive measures to reduce future litigation threats.
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Federal Civil Litigation
We have extensive experience in litigation under
  • Title VII
  • The Age Discrimination in Employment Act (ADEA)
  • The Equal Pay Act (EPA)
  • The Americans with Disabilities Act (ADA)
  • Other civil rights statutes

We appear before state and federal trial and appellate courts and administrative agencies such as the
  • Equal Employment Opportunity Commission (EEOC)
  • California Division of Labor Standards Enforcement
  • California Department of Fair Employment and Housing
  • California Employment Development Department
  • California Merit Systems Protection Board

We are involved in the litigation of a broad spectrum of employment discrimination issues, including class allegations, affirmative action, sexual harassment, disabilities and accommodation, free speech, equal protection, and due process. Our firm has successfully represented clients in employment discrimination and civil rights suits and regularly produces judgments in favor of employers at both the summary judgment and jury verdict stages.

Our Staff

Our Staff

Phillip Oh, J.D.

 

Phillip is a Juris Doctor and a licensed Real Estate Broker. As President and Owner of his own mortgage company, he has completed numerous real estate and loan transactions. As Manager of Community Services and Contracts with the Los Angeles County Bar Association's Dispute Resolution Services, Mr. Oh brings ten plus years experience as a Negotiator and Mediator to the Firm. He is also experienced in Contracts and Grant Writing. Mr. Oh, received his Juris Doctor at Abraham Lincoln University School of Law, and a Bachelors degree in Social Ecology from the University of California Irvine.

A fun fact is that Mr. Oh is a graduate of the California Culinary Academy as a Pastry Chef.


Erin Riley



Erin attended UCLA at the top of her class, and has over 21 years of experience as a Legal Assistant/Secretary, and she is skilled in various areas of the law including Federal Law, Class Action Litigation, Personal Injury, Medical Malpractice, Construction Defect and Employment Litigation.

This vast amount of experience, coupled with strong organizational skills, has kept Erin as the highest ranking Legal Assistant, working exclusively for the Senior Partners at all law firms that she has been employed since 1998.

For Erin, the backbone of law is people, because Erin realizes that attorneys should serve as both an advocate and a counselor for their clients. Thus, Erin works with this law firm to serve as a zealous advocate and provide support for her clients. She understands the pressing needs of all clients and knows how important personal communication and updates are for them, not to mention working within all of her means to help to obtain the best possible outcome.

Along with the rest of the staff, Erin Riley is yet another example of the talented legal experts at Loveless Law. When you choose Loveless Law, you get people working for you like Erin.

Erin is also the founding member of a community service organization and is active in charity organizations.



Betsy Gray



Betsy Gray attended Ohio University, majoring in Business. Betsy has been the Office Manager of several AV rated law firms, and her role is pivotal to the law firm’s ability to run smoothly. Betsy’s previous employment experience in Membership Services at the Mission Viejo Country Club and as an Account Liaison at C&M Cleaning Systems shine through in her ability to balance incredible client services with file intake and firm accounting services.

Betsy is a youth sports volunteer and serves her community in the following ways: Volunteer for and participates in the Irvine Animal Care Center, SVUSD, AYSO, El Toro High School Boosters, North Mission Viejo Little League Board of Directors (including serving 3 years as president), and assisted in coordinating a series of International Goodwill Baseball Games in CA. Betsy also recently accompanied a local baseball team to Lithuania to participate in The Sporto Vilkai Cup.

The Staff at Loveless Law work with their attorney and paralegal to provide the clients with an incredibly supportive and friendly team that will work hard to accommodate all of your legal needs.

F.A.Q.

F.A.Q.

How do I know if I need an attorney?

Who can I talk to about my case?

I am a woman and believe I am more qualified for a position than the man who was hired. Do I have an employment discrimination case?

If I file bankruptcy, will I risk my employer finding out and perhaps losing my job?

Is Chapter 7 or Chapter 13 Bankruptcy Better?







How do I know if I need an attorney?
It depends on the nature of your case and the impact it will have on your life. It is better to consult with an attorney so as to not jeopardize yourself in any way. If an attorney believes you can manage a situation without the necessity of retaining that attorney, the attorney will happily inform you of such.
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Who can I talk to about my case?
With some exceptions, only conversations between you and your lawyer are privileged. The risk taken in discussing the case with others is that they could potentially become a witness against you. For that reason, never discuss the facts of your case with anyone other than your attorney. Confidential information with your attorney is protected by the attorney-client privilege.
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I am a woman and believe I am more qualified for a position than the man who was hired. Do I have an employment discrimination case?
If your employer doesn't like you and fires you, it isn't necessarily actionable discrimination. The employer must be discriminating on the basis of a "protected category" for the discrimination to be illegal. The specific categories which are protected and actions which are prohibited are spelled out in particular laws, or statutes, and summarized as follows:

Sexual Harassment –hostile work environment / sexual advances / abuse of power / pregnancy

Wrongful Termination –in violation of public policy / fraud - misrepresentation

Employment Discrimination –age / race / gender / sexual orientation / religious / national origin

Whistleblower Cases –retaliation / exit packages / public - private - federal (qui tam)

Civil Rights Violations – invasion of privacy / access – failure to accommodate / free speech / defamation / right to work / racial profiling

Employment Contracts / Non-Competes / Breach of Contract / Fraud - Misrepresentation
Because gender, or sex, is one protected category, everyone is protected by at least one category. Many people fall into more than one protected category. So far, the courts have allowed employers to discriminate against people on the basis of long hair and facial hair (except when worn for religious reasons), weight (except when the weight is because of a medical condition), and because the employer wants to hire a family member or promote a family member. Under the law, an employer can refuse to hire you because you are too young, but not because you are too old (over forty). None of these are protected categories.
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If I file bankruptcy, will I risk my employer finding out and perhaps losing my job?
The only parties that receive notice of the bankruptcy are your creditors, the bankruptcy court and the IRS. Generally, the bankruptcy will have no effect whatsoever on your employment or your taxes for that matter. Your employer will not be notified of the bankruptcy unless your employer is also a creditor. The bankruptcy is public record, so anyone who wants to find out could determine that you had filed. Generally, however, only you, your creditors and the IRS will know about the bankruptcy.
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Is Chapter 7 or Chapter 13 Bankruptcy Better?
The answer to this question depends on your specific circumstances. Generally speaking, Chapter 7 bankruptcy is better for people who have a lot of unsecured debts, like credit card debt and medical bills. If you don't have much property, your income is low, and most of your debts are unsecured, you might want to consider Chapter 7 bankruptcy. Chapter 13 bankruptcy, on the other hand, tends to be a better option for those who have regular income and non-exempt property they'd like to keep.

Contact Information

LAW OFFICES OF ANDREA LOVELESS, LLP
1 Spectrum Pointe #300
Lake Forest, CA 92630
Tel: (949) 679-4690
Fax: (949) 679-4696
Click here for directions to our office

Andrea Loveless, Owner
949 679 4690, Ext 124
Email Andrea Loveless

Erin Riley, Legal Secretary
949 679 4690, Ext 127
Email Erin Riley

Betsy Gray, Office Manager
949 679 4690, Ext 130
Email Betsy Gray


Lake Forest CA Criminal Defense Attorney

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