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Kevin K. Kim


[email protected]



Kevin litigates employment disputes before state and federal courts and administrative agencies and counsels clients on compliance with employment laws. He has experience defending clients in disputes involving wage and hour, trade secret misappropriation, and discrimination claims and representing clients in government investigations.

Kevin also has experience with contract, antitrust, and securities fraud litigation and cases involving allegations of intellectual property theft and computer fraud and abuse.

Prior to joining Mintz, Kevin was an entertainment litigation associate at a New York–based national law firm, where he handled cases involving a broad range of entertainment industry issues and represented clients in regulatory investigations. Earlier, he was a litigation associate with an international law firm and a law clerk to the Honorable Cindy K. Jorgenson, a Senior Judge of the US District Court for the District of Arizona. He was also a litigation associate and summer associate at a national law firm.

While earning his JD, Kevin served as a legal intern with the Major Crimes Division of the Los Angeles District Attorney’s Office. In law school, he was an associate editor of the Michigan Journal of Race & Law and a fellow and the political action chair of the Asian Pacific American Law Students Association. He also participated in the school’s Federal Appellate Litigation Clinic.

Before attending law school, Kevin was an immigration paralegal for a Los Angeles–based immigration law firm.


Major changes to PAGA are now official. Most importantly:

  • Employees must have experienced each of the alleged violations to have standing to sue;
  • Employers can correct inaccuracies on paystubs without penalty; and 
  • Employers who take specific steps to prevent Labor Code violations will be able to substantially reduce liability. 
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Mintz’s Employment Practice will continue to monitor any future developments and legal challenges and remains ready to assist employers with compliance with the PWFA and the EEOC’s final rule.

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A gentle reminder for California employers: the clock is ticking on your obligations to prepare a workplace violence prevention plan and conduct a training session on that plan under California’s new violence prevention plan law (SB 553). 

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California employers need to be prepared for new laws that become effective starting in the new year. Here is a brief overview of those laws (including the collection of diversity for venture capital companies, an amendment in non-compete law, new protections for workplace violence and harassment, increased and expanded leaves, new presumption of retaliation for protected activities, and updates to workplace cannabis laws), their effective dates, and what employers should do now to prepare.
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On the heels of the Fifth Circuit Court of Appeals’ recent decision clarifying its view of properly pled Title VII disparate treatment discrimination claims, which we previously covered here, the Second Circuit Court of Appeals in Carr v. New York City Transit Authority, has now clarified its view of the standard for pleading retaliation claims under Title VII.

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News & Press

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ESG Co-chair Jennifer Rubin, Member Paul Huston, and Associate Kevin Kim co-authored an article published in Law360 examining the twenty-year history of the Private Attorneys General Act (PAGA) and its impactful role as a road map for managing claims.

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Member Michael Arnold and Associate Kevin Kim co-authored an article published in the latest edition of the Employee Benefit Plan Review journal analyzing The U.S. Supreme Court's recent unanimous decision in Groff v. DeJoy.

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Events & Speaking

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