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Hope Anne Case

Attorney Profile

Top Rated Employment & Labor Attorney in Palo Alto, CA

Ricketts Case, LLP
1900 Embarcadero Road, Suite 111
Palo Alto, CA 94303
Phone: 650-494-4098
Fax: 650-847-1520
Selected to Super Lawyers: 2006, 2019 - 2022
Licensed in California Since: 1991
Practice Areas: Employment & Labor: Employer, Employment Litigation: Defense, Class Action/Mass Torts: Defense
Attorney Profile

Hope Anne Case is a founding partner of Ricketts Case, LLP and is resident in its Palo Alto, California, office.  She concentrates her practice on labor and employment matters, including single plaintiff and class action defense and employment counseling. In her 30 years of practice, Hope has handled a wide variety of labor and employment cases and counseled hundreds of clients on employment practices.

Hope is a skilled advocate and counselor and services clients in many industries, including hospitality, manufacturing, technology, health care, leisure, and transportation in addition to the non-profit sector. Hope represents employers in misclassification, wage and hour, wrongful termination, discrimination, retaliation, and harassment suits in various courts throughout California and before the Equal Employment Opportunity Commission, the California Department of Fair Employment and Housing, and the Labor Commissioner. Hope helps resolve employment disputes through all available means, including mediation, arbitration, negotiation, summary judgment, and trial. She has also successfully defended trial court judgments in appellate proceedings.

Hope provides employment counseling and training in all aspects of employee hiring, management, discipline, and termination and advises companies on matters involving the protection of trade secrets, employee raiding, and restrictive covenants. She conducts employment compliance audits and presents training in best employment practices, including the prevention of sexual harassment, managing within the law, and investigation of employee misconduct.

Hope also advises and represents financial institutions, private equity groups, and consulting companies in connection with due diligence associated with mergers and acquisitions and investments, focusing on evaluating exposure for labor and employment practices.

Prior to founding Ricketts Case, LLP, Hope was a prominent member of a large global law firm in its Palo Alto, California, office.  Before beginning private practice, she was also an Associate Professor at the University of Nevada, Reno in 1992, and a Law Clerk to Justice Thomas L. Steffen, Supreme Court of Nevada, from 1991 to 1992.

About Hope Anne Case

First Admitted: 1991, California

Professional Webpage:


  • On February 10, 2021, the Senate passed the Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act of 2021, H.R. 4445 (“Law”), with bipartisan support.  The Law was signed by President Biden and took effect on March 3, 2022.  The Law amends Chapter 4 of the Federal Arbitration Act to exclude sexual harassment or assault claims from an otherwise mandatory arbitration agreement.  Employees who agree to arbitration will therefore be permitted to litigate claims of sexual harassment and/or sexual assault., New Federal Law Allows Plaintiffs to Bring Sexual Abuse and Sexual Harassment Claims in Court, Despite Mandatory Arbitration Agreements
  • As we enter the Halloween season, we hope you are not horror-stricken by the new labor and employment laws signed by Governor Newsom in 2021.  Fear not, below we briefly summarize noteworthy provisions of some of these recently-enacted laws so as not to leave you alone in the dark.  Unless otherwise stated, all new laws become effective on January 1, 2022.  So please grab some witches’ brew and read about these bone-chilling additions to California law., Don't Let California's New 2022 Employment Laws Haunt You!
  • On April 30, 2018, the California Supreme Court issued a groundbreaking decision in Dynamex Operations West, Inc. v. Superior Court (Los Angeles), 4 Cal. 5th 903 (2018), regarding the standard by which employers may classify California workers as employees or independent contractors for purposes of the California wage orders.  Since then, employers have scrambled to scrutinize their relationships with contract workers and potential obligations relating to minimum wages, overtime, and basic working conditions such as required meal and rest breaks. The new “ABC test” announced in Dynamex places the burden on employers to show that a worker is an independent contractor rather than an employee for purposes of the California wage orders.  To satisfy the ABC test, the employer must establish all three of the following: the worker is free from the control and direction of the hiring entity in connection with the performance of the work, both under the contract for the performance of the work, and in fact; andthe worker performs work that is outside the usual course of the hiring entity’s business; andthe worker is customarily engaged in an independently established trade, occupation, or business of the same nature as the work performed. The case generated more questions perhaps than answers:    How will this impact the gig economy?    Will the decision reverberate into the franchise business model?    Does the new test apply retroactively and will it open the door to a flood of litigation?   The ensuing months have done little to clarify the murky waters., COMPANIES WITH CONTRACTORS: HAVE YOU LEARNED YOUR DYNAMEX A, B, C’S?
  • As the 2019 Coronavirus (“COVID-19”) crises continue to unfold, Sacks Ricketts & Case, LLP remains committed to keeping our clients up to date. , Special Edition Employer COVID-19 Preparedness Guide
  • Recognizing that the COVID-19 pandemic will not be leaving us soon, the California Occupational Safety and Health Standards Board recently proposed changes to the California Code of Regulations to address COVID-19 prevention measures for the workplace. The Board’s Emergency Temporary Standards (“ETS”) were adopted by the Board on November 20, 2020, and approved by the Office of Administrative Law on November 30, 2020, making them immediately effective for the following 180 days, with possible extensions. The key aspects of the ETS are a written COVID-19 Prevention Program, and requirements for notifying employees of possible workplace exposure, as well as employer-provided COVID-19 testing, both optional and mandatory, depending on the situation. The ETS also mandates when employees must be excluded from the workplace and the criteria that must be satisfied before they may return to work. Notably, the ETS requires employers to continue and maintain an employee’s earnings, seniority, and other employee rights and benefits for the period the employee is excluded from work.  On December 14, 2020, Governor Newsom issued Executive Order N 84-20 updating the ETS, modifying the quarantine period for asymptomatic individuals exposed to COVID-19 to 10 days. In his news release, the Governor explained this update was in keeping with updated guidance from the California Department of Public Health related to COVID 19 quarantine periods., COVID-19 Emergency Temporary Standards: What Do Employers Need to Know?
  • Numerous amendments to the California Fair Employment and Housing Act (“FEHA”) regulations were approved by the Office of Administrative Law with an effective date of April 1, 2016.  While many of the amendments simply clarify existing regulations or conform the regulations to recent statutory updates, the amendments do impose certain new requirements on California employers.  This article discussed key provisions that require action by California employers., Spring into Action: New Rules to Curb Workplace Harassment
  • Don’t mistake this for a trailer for your favorite Thursday night TV lineup.  Instead, it’s a preview of the legal compliance changes California employers will soon be grappling with.  See a brief summary of some of the key California employment-related laws recently passed by the California Legislature and signed by Governor Brown as of the October 15 deadline.  The new requirements range from pre-employment inquiries regarding criminal conviction history and salary information to parental leave, among other topics. Unless otherwise specified, the new laws will become effective on January 1, 2018., CRIMES, MONEY, BABIES AND MORE! What's in the lineup for California employers in 2018

Pro bono/Community Service

  • Board Member, Bay Area Skating Foundation

Representative Clients

  • Lumentum
  • Industrial Electric Manufacturing 
  •, 2021
  • CKE Restaurants Holdings
  • Focus Brands
  • Stanford Federal Credit Union
  • Super Micro Computer Inc.
  • Proterra Inc.
  • Il Fornaio (America) LLC
  • Massage Envy Franchising

Industry Groups

  • Financial
  • Franchise
  • Hospitality
  • Manufacturing
  • Non-Profit
  • Technology
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Office Location for Hope Anne Case

1900 Embarcadero Road
Suite 111
Palo Alto, CA 94303

Last Updated: 5/15/2022

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