Tricia A. Pham is a Senior Counsel in Buchalter’s Orange County office and a member of the Firm’s Labor & Employment Practice Group. Ms. Pham represents public and private entities in all facets of labor and employment law, including single-plaintiff lawsuits and collective actions in the areas of discrimination, harassment, retaliation, wrongful termination, and wage and hour. Ms. Pham works closely with corporate clients, cities, and government agencies to promote compliant workplace policies and trainings to effectively minimizing employment-related risk.

Ms. Pham has extensive trial experience and has handled a wide range of litigation matters, including complex commercial disputes, real estate transactions, title disputes, environmental litigation, and intellectual property litigation. She has also successfully defended clients in arbitrations, mediation, and administrative hearings before the California Civil Rights Department (formerly the DFEH), the Equal Employment Opportunity Commission (“EEOC”), the Public Employment Relations Board (“PERB”), and the California Department of Corrections and Rehabilitation (“CDCR”).

Professional Involvement

• Orange County Bar Association
• Orange County Women Lawyers Association
• Society for Human Resource Management

Bar Admissions

• California

Significant Accomplishments
<ul><li>Secured a $4.8 million-dollar judgment on behalf of Los Angeles County in a title dispute by way of summary judgment.</li><li>Successfully defended private client in a multi-million-dollar encroachment dispute after a five-day trial.</li><li>Successfully obtained favorable judgment for homeowner involving ocean view obstruction within homeowners association after seven-day bench trial.</li><li>Obtained summary adjudication of claims brought by former city councilmember alleging infringement of his civil rights and race discrimination.</li><li><em>Jesse Griego v. City of Barstow</em>: Successfully appealed a trial court’s decision granting an employee’s petition for writ of administrative mandate. Therein, the Court of Appeal issued a precedent-setting decision finding that even where a part of an employer’s rationale for its decision to terminate an employee is not sustained, if the remainder of the employer’s rationale is sustained and would leave no real doubt that the employer would terminate the employee, the termination should stand and not be remanded to the employer.</li></ul>

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