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Shane R. Larsen


P 916-288-3024
F 916-341-0141


Shane R. Larsen is an Associate in the Sacramento, California, office of Jackson Lewis P.C. His practice comprises a broad spectrum of employment-related litigation and counseling.

Mr. Larsen’s litigation practice includes retaliation, discrimination, hostile work environment, wrongful termination, unfair competition, and commercial litigation. His counseling practice includes advising clients regarding employment policies and practices on federal and state wage and hour laws, severance agreements, leaves of absence and employment classifications.

Prior to joining Jackson Lewis, Mr. Larsen worked as an Associate with a Sacramento-based law firm successfully representing clients in employment law. While attending law school in the evening, and following graduation, Mr. Larsen worked full time at a Washington D.C. employment law boutique handling employment and whistleblower retaliation cases, including claims under the False Claims Act, the Family Medical Leave Act, and Title VII.

Prior to pursuing a career in law, Mr. Larsen was a Legislative Assistant in the U.S. House of Representatives for Congressman Michael K. Simpson, handling natural resources, agriculture, and related appropriations. Mr. Larsen also served in the Executive Office of the President with the Office of Science and Technology Policy as a legal intern.

While attending law school, Mr. Larsen served as a Notes Editor for The George Washington Journal of Energy and Environmental Law.

Mr. Larsen currently serves a Judge Advocate in the US Army Reserve, providing assistance on a range of legal matters for soldiers and commanders.

Honors and Recognitions

  • Judge Advocate, US Army Reserve
  • Wounded Warriors, Pro Bono Attorney

Professional Associations and Activities

  • J. Reuben Clark Law Society
  • Sacramento County Bar Association

See AllBlog Posts by Shane R. Larsen

Employers Cannot Consider Prior Salary History to Justify Wage Gap under the Federal Equal Pay Act
April 20, 2018

On April 9, 2018, the Ninth Circuit Court of Appeals issued its opinion in Rizo v. Yovino, holding that employers cannot consider an employee’s prior salary either alone or in combination with other factors to justify salary differentials between men and women for the purposes of the federal Equal Pay Act. Read More

Court May Make Reasonable Inferences about Employee’s Exempt, Non-Exempt Activities
April 21, 2017

A trier of fact can make reasonable inferences about employees’ duties to determine status for overtime pay under California labor law, the California Court of Appeal has ruled, affirming the trial court’s holding. Batze v. Safeway, Inc.,  No. B258732 (Cal. Ct. App. Apr. 4, 2017). Read More

New Laws Enhance California’s Equal Pay Act
October 21, 2016

On September 30, 2016, California Governor Jerry Brown signed into law two bills designed to address ongoing concern of pay inequity. A.B. 1676 amends the California Fair Pay Act by prohibiting employers from relying on an employee’s prior salary to justify a disparity between the salaries of similarly situated employees.  S.B. Read More