Treger Consulting
Trusted counsel for complex employment law issues.
You know there are laws. More than you can keep track of. You try your best to follow them all, and you’re not aware of anything specific you’re doing wrong. But in the back of your mind, you know there you might be missing something.
There have been signs. Maybe after a termination that felt a bit too messy. Or when an employee asked HR a question they couldn’t quite answer. Or maybe it’s awareness that your company has grown faster than your employment practices have. You know you shouldn’t ignore it, but you aren’t sure where to start. You just know there’s a gap between what you’re currently doing and what you’re supposed to be doing.
That gap has a price tag. Usually a big one. Just ask the company that lost $6 million over a single unchecked box in payroll software.
California has the most complex employment laws in the country and the most aggressive plaintiffs’ bar to enforce them. Getting ahead of it is cheaper than the alternative. With more than a decade of experience, we help employers find liability and fix it before someone else finds them first. The payroll configurations, the policy language, the management habits that quietly generate exposure: I know what to look for because I know what plaintiff’s attorneys look for.
I only work with a select group of clients, and I work with them closely.
The objective is straightforward: make your organization defensible. Not in theory, in practice. So that when someone does look closely at your employment records, what they find is a company with no loose ends.
When disputes escalate, and in this environment many will, I provide litigation and administrative defense in state, federal, and select international forums. I fight hard for every client. But the cleanest outcomes come from the cases where we’ve already done the groundwork: tightened the practices, built the documentation, closed the gaps. In these cases, an ounce of prevention truly is worth a pound of cure. The best time to call is before you think you need to.
Find What’s Hiding in Your Employment Practices
Most companies have compliance gaps they don’t know about: payroll configurations, policy language, management habits, quietly generating liability. Our audit identifies those gaps across every aspect of your employment practices and gives you a clear roadmap to close them.
See Audit ScopeExpert Guidance Before You Make the Decision
The most expensive employment law mistakes happen in real time: a termination handled wrong, a policy applied inconsistently, a conversation that creates liability. This service gives you direct access to experienced counsel so you can get the answer before you make the call, not after.
When a Claim Arrives, You Want Us in the Room
Lawsuits are disruptive, expensive, and rarely straightforward. We provide litigation and administrative defense in state, federal, and select international forums, with a focus on resolving disputes efficiently and on terms that protect the organization. Clients who have worked with us on prevention give us a head start. But we bring the same intensity and skill to every matter, regardless of when we enter the picture.
Investigations That Hold Up Under Scrutiny
When allegations of harassment, discrimination, or misconduct surface, the investigation process determines everything that follows. A flawed process doesn’t just create legal exposure; it makes the outcome indefensible. I conduct independent investigations for employers and educational institutions where the findings need to be credible, thorough, and built to withstand challenge.
Representative outcomes from compliance audits, defense, and investigations.
Client engaged Treger Consulting to strengthen wage-and-hour practices before a putative class and PAGA action was filed alleging systematic violations. Structural changes and procedural improvements implemented prior to litigation supported a resolution for a fraction of alleged exposure.
Action sought $4.2M in aggregated penalties on behalf of the workforce. Successfully compelled arbitration and obtained dismissal of class claims, then demonstrated good-faith compliance and the impact of remedial measures implemented prior to filing, narrowing the remaining case scope substantially.
Employee asserted a misclassification claim seeking reclassification with backpay, overtime, and benefits. Remedial measures implemented before the claim was filed addressed the underlying issues; the matter was withdrawn without litigation.
Conducted a comprehensive wage-and-hour audit covering classification, regular rate calculation, meal-and-rest period practices, and wage statements. Identified six systemic issues and implemented remediation. A subsequent demand by a terminated employee was withdrawn without litigation.
Conducted an independent investigation into a senior-level complaint involving three respondents and seven witnesses. Delivered findings and structural recommendations that supported an internal resolution path.
Past results are not a guarantee of future outcomes. All matters anonymized to protect client confidentiality.
