News & Events

Hoge Fenton is pleased to announce the addition of Darlene D. Chiang as Of Counsel to our Corporate and Business Transactions Group. As a 13-year corporate attorney, Darlene joins us from Orrick Herrington & Sutcliffe LLP. Darlene comes to Hoge Fenton with a broad range of experience in corporate and transactional matters ranging from start-up environments to multinational transactions, and is highly qualified to address the critical business challenges clients face every day. Darlene’s practice focuses on providing counsel to domestic and international high-growth technology companies, VC firms, and corporate venture teams in a variety of areas, including corporate and securities law, choice of entity and entity formation, VC financing, mergers and acquisitions, divestiture, and pre-IPO counseling. She also advises foreign companies on the successful expansion of their business operations to the United States. In her work with clients, Darlene has drafted and negotiated tech and commercial contracts, including master services, joint development, SaaS, and OEM agreements. She also advises clients on regulatory and compliance matters such as EdTech, FinTech, AgTech, autonomous driving, and blockchain. She often acts as outside general counsel on behalf of her clients. Prior to joining the firm, Darlene was a Managing Associate at Orrick, leading a team of junior associates and paralegals on venture financing and M & A transactions for their Corporate & Technology Companies Group. Earlier in her career she was Associate General Counsel at SK Hynix America, and worked at Echelon Corporation handling domestic and global M & A, commercial and tech contracts, […]

Hoge Fenton is pleased to announce the addition of patent attorney Amy J. Embert to our Intellectual Property Practice Group. Amy is an experienced patent attorney focused on helping clients maximize and protect their company’s intellectual property. With over 14 years of patent prosecution experience, she counsels clients on the development, prosecution, and management of their domestic and international patent portfolios. She works with companies at all stages of growth in multiple industries including medical device, IT, software, semiconductor, material science, computer hardware, consumer electronics, optics, photonics, apparel, fashion, and sporting goods. Amy also has experience with patent validity proceedings, including Inter Partes reviews, before the Patent Trial and Appeal Board of the USPTO, and appeals to the Federal Circuit. Amy is intimately involved with the Silicon Valley start-up community. She works with the Fogarty Institute for Innovation in Palo Alto and UC Hastings Startup Legal Garage program to provide individual inventors and new start-ups strategic patent portfolio development advice. “I look forward to expanding Hoge Fenton’s world-class offerings to technology-driven enterprises in Silicon Valley and beyond,” said Amy. “Patents are often a key asset of an early stage enterprise that establishes the company’s valuation and potential for market domination.” “Amy’s style of working collaboratively with clients, her focus on bringing value to clients, and her commitment to excellence, align perfectly with Hoge Fenton’s values,” said Stephanie O. Sparks, firm shareholder who chairs the firm’s Privacy & Data Security and Intellectual Property teams. “She serves an important role in the […]

For printable version of this article, click here. HIRE Criminal Background Checks (SB 1412; Labor Code§ 432.7): This statute modifies the law to provide that employers can only ask applicants about particular convictions(not all criminal history) if: A) Employer is required by law to obtain the information; B) The applicant would be required to possess or use a fire arm in the course of their employment; C) An individual with that particular conviction is prohibited by law from holding the position sought; or D) Employer is prohibited by law from hiring an applicant who has that particular conviction Salary Inquiries (AB 2282; Labor Code § 432.3): Although an employer may not seek salary history information from an applicant in deciding whether to hire the applicant or determining the salary to offer, the employer can ask about salary expectations. Per the 2018 change, employers were required to provide a pay scale upon reasonable request; the new 2019 changes to the statute defines “pay scale” (a salary or hourly wage range) and “reasonable request” (a request made after an applicant has completed an initial interview with the employer). Finally, the new law clarifies that “applicant” means an individual seeking employment, not current employees. Wage Differentials for Current Employees (AB 2282; Labor Code § 1197.5): Wage rates can be unequal and an employee’s current wage rate may be considered in setting compensation only when the wage differential is based on one or more of the following factors: (1) a seniority system; (2) a […]

Hoge Fenton welcomes Real Estate Transactions and Litigation associate George H. Casey III. George will work with clients on real estate transactions and disputes. George has a wealth of experience working in the real estate industry.  Prior to coming to Hoge Fenton, he served as the Managing Partner of a private equity real estate fund focused on value-add investments.  George is also a licensed California Real Estate Broker and earned a Master in Urban and Regional Planning. View his professional profile here.