FN-16878 MN-16878 LN-16878, Esq.
Attorney
Las Vegas, Nevada
Kamer Zucker Abbott – President, Founding Member
Attorney
President/Founding Partner, Kamer Zucker Abbott, 2000 – Present; Managing Partner, Kamer & Zucker, 1995 – 2000; Visiting Faculty, University of Nevada at Reno, 1991 – 1999; Managing Partner, Kamer & Ricciardi, 1991 – 1995; Gregory J. Kamer & Associates, 1986 – 1991; Adjunct Professor (Department of Economics), University of Nevada at Las Vegas, 1983 – 1991; Labor Counsel, Nevada Resort Association, 1983 – 1986; Field Attorney, National Labor Relations Board – Region 31 (Las Vegas Resident Office), 1982 – 1983; Office of the General Counsel (Division of Enforcement), Office of Appeals National Labor Relations Board, 1980 – 1982.
Primarily practices in labor and employment law, exclusively representing public and private sector employers in labor and employment matters. Served as Counsel of Record for over 200 wrongful discharge lawsuits, unfair labor practice disputes, and over 150 arbitrations. Provided labor advice to a multiemployer association of 20 resort/casinos involving collective bargaining agreements. Appeared before the National Labor Relations Board; Nevada Equal Rights Commission; Equal Employment Opportunity Commission; Eighth Judicial District Court, Nevada; and U.S. District Court, District of Nevada. Former Commissioner, Nevada Judicial Discipline Commission; Nevada State Bar Board of Governors; Nevada Commission on Judicial Selection 2013 to Present.
Successfully mediated dozens of disputes between employees and their employers regarding the full panoply of employment issues. The range of employers in these disputes has been as small as a simple restaurant to as large as multinational Fortune 500 companies. Employees have ranged from minimum wage hourly employees to officers of Fortune 500 companies.
Representative issues handled as a mediator have included: discrimination, breach of contract, tortious discharge, whistle blowing, just cause, and failure to perform.
I take an active and aggressive approach to mediation. Having litigated cases for 43 years and mediated matters for about the same amount of time, I believe the preferred more efficient dispute resolution process is mediation.
The parties control the process. Often times parties cannot remove the emotion from the needed resolution. A good mediator can provide clarity. My job is to make it clear to all that a mediated result, even if it is not the ultimate desired result, is in the parties; best interests.
I require all parties to pay a portion of the mediation fee otherwise there is no skin in the game for all the participants. If an insurance company is in some way involved, I require an adjuster with authority to be present.
I have a history of resolving over 95% of my mediation cases.
The parties control the process. Often times parties cannot remove the emotion from the needed resolution. A good mediator can provide clarity. My job is to make it clear to all that a mediated result, even if it is not the ultimate desired result, is in the parties; best interests.
I require all parties to pay a portion of the mediation fee otherwise there is no skin in the game for all the participants. If an insurance company is in some way involved, I require an adjuster with authority to be present.
I have a history of resolving over 95% of my mediation cases.
Georgetown University (LLM, Labor Law-1982); Emory University (JD-1979); Washington University (BA-1975).
Admitted to the Bar: New York (1990), Nevada (1985), District of Columbia (1979).
State of Nevada (Board of Governors); Supreme Court of Nevada (Commission on Amendment to the Nevada Code of Judicial Conduct); Nevada American Inn of Court (Master).
NOTABLE PUBLICATIONS: "2005 Legislative Update - Labor & Employment Issues, COMMUNIQUE, August 2005; "Lipstick and Lawsuits: Can Sexual Stereotyping Claims Successfully Combat 'Appearance Discrimination?'", INTERNATIONAL ASSOCIATION OF DEFENSE COUNSEL NEWSLETTER, no. 11, July 2005; "Give Me $5 Chips, a Jack and Coke - Hold the Cleavage: A Look at Employee Appearance Issues in the Gaming Industry," 7 GAMING LAW REVIEW 335, 2003; "Arbitration of Employment Discrimination Claims: Do Businesses Really Want to Go There?" COMMUNIQUE, October 2001; "OWBPA Releases Create Pitfalls for Nevada Employers," NEVADA LABOR LETTER, vol. VIII, no. 3, March 2000; "Employees, You Have the Right to Remain Silent," THE EMPLOYER'S HANDBOOK, vol. IV, The Labor Letters, Inc., 1999, 2000.
SPEAKING ENGAGEMENTS: Frequent speaker at university lectures, management training programs and labor and employment seminars.
SPEAKING ENGAGEMENTS: Frequent speaker at university lectures, management training programs and labor and employment seminars.
$5,000 Per Day
English
United States of America
Las Vegas, NV
The AAA’s Rules provide the AAA with the authority to administer a mediation including, mediator appointment, general oversight and billing. Accordingly, mediations that proceed without AAA administration are not considered AAA mediations, even when the parties select an mediator who is on the AAA’s Roster.
The information contained in this resume has been supplied solely by the individual mediator and may, or may not, be a complete recitation of their experience. The AAA assumes no responsibility for the content, completeness, accuracy, or reliability of the information contained in a mediator’s resume. If you have any questions about a mediator’s experience or background, you are encouraged to contact your case manager.
Mediators on the AAA Roster are not employees or agents of the AAA.
The information contained in this resume has been supplied solely by the individual mediator and may, or may not, be a complete recitation of their experience. The AAA assumes no responsibility for the content, completeness, accuracy, or reliability of the information contained in a mediator’s resume. If you have any questions about a mediator’s experience or background, you are encouraged to contact your case manager.
Mediators on the AAA Roster are not employees or agents of the AAA.
