As workplace laws continue to shift, employers are facing new challenges and greater litigation risks. Michael W. M. Manoukian, Partner at Lathrop GPM LLP in San Jose, advises and defends employers in all areas of labor and employment law, including wage-and-hour class and PAGA actions, and claims involving discrimination, harassment, retaliation, and wrongful termination. In this Q&A, Michael shares how he helps employers balance compliance with practical business needs and build proactive strategies to reduce risk and support long-term success.
Manoukian's practice centers on helping California employers and business owners turn legal compliance into a strategic advantage. He represents companies of all sizes across sectors such as technology, healthcare, manufacturing, hospitality, and professional services. His approach is rooted in business practicality: California’s employment laws are complex, and noncompliance can be costly. By working closely with leadership teams, he strives to help businesses design compliant, efficient systems that prevent problems before they start.
Over the past 10 years, employment law has evolved from a reactive function to a strategic priority. The sharp rise in wage and hour class actions and Private Attorneys General Act (PAGA) cases has underscored the high cost of even minor compliance gaps. Manoukian has developed deep expertise in helping businesses navigate these matters by conducting audits, strengthening pay and timekeeping practices, and training managers to prevent issues before they escalate.
With state-level changes like wage increases and paid leave rules, employers need systems that can adapt quickly. Manoukian advises clients to invest in proactive audits, implement strategic documentation practices, and maintain up-to-date cross-jurisdictional policies. Remote and hybrid work has blurred traditional boundaries, making compliance both more complex and more essential. He helps companies leverage technology to simplify compliance and accountability, automating recordkeeping, expense reporting, and time management.
As more employers utilize AI in hiring and HR processes, Manoukian emphasizes that compliance in this space is brand protection. Missteps in automated decision-making can cause legal exposure and reputational harm. He works with companies to create AI governance frameworks that align innovation with legal safeguards. Wage and hour class actions remain a significant risk, and Manoukian focuses on preventive audits and policy development to address gaps before they become claims.
Manoukian is closely monitoring California bills on paid sick leave expansion, workplace violence prevention, and noncompete restrictions. He encourages clients to plan ahead—mapping out potential impacts on workforce costs, updating policies, and training managers early. Looking ahead, he believes the biggest challenge and opportunity will be adaptability—continuously integrating technology into compliance and culture. Companies that invest in proactive legal strategy will see measurable returns: stronger performance, lower risk, and greater employee engagement.
