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Seyfarth Shaw LLP announced today that partner Christian Rowley has been named the new managing partner of the San Francisco office

Seyfarth Shaw LLP announced today that partner Christian Rowley has been named the new managing partner of the San Francisco office. Rowley also serves as co-chair of the office’s Labor & Employment Department.

“For more than 30 years, San Francisco has been an important part of Seyfarth’s presence in California, and we look forward to expanding our footprint here as the firm continues to grow,” explained Rowley. “It’s an honor to help lead these efforts and this exemplary group of lawyers.”

Established in 1984, Seyfarth’s San Francisco office has grown into a full-service office with more than 80 attorneys practicing law throughout California. The office serves clients of all sizes from various industries, ranging from the largest public companies to small technology start-ups.

In addition to legal services, Seyfarth is an active member of the San Francisco community, providing pro bono services and forging partnerships with local and national charitable organizations. Seyfarth’s San Francisco office serves a variety of these, including the AIDS Legal Referral Panel, AIDS Walk San Francisco, Bar Association of San Francisco Foundation, Best Buddies, California Bar Foundation, Lawyers’ Committee for Civil Rights, Leukemia & Lymphoma Society, San Francisco Food Bank, and the Volunteer Legal Services Program.

Rowley, a veteran Seyfarth partner, joined the firm in January 2002.  He represents employers in single plaintiff and collective-action employment matters, including discrimination, wage and hour, sex harassment, and wrongful termination cases, before state and federal courts throughout the United States and various state and federal agencies. He also advises management in traditional labor matters, including organizing campaigns, labor arbitrations, NLRB cases, and collective bargaining negotiations, and he assists companies in designing, negotiating, and implementing executive employment and separation agreements, compensation structures, reductions-in-force, and human resources policies and procedures.

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