Jinny Hwang is an associate in MoFo’s San Francisco office. Her practice focuses on advising and representing employers across a broad range of employment law issues, particularly as they relate to wage-and-hour class actions. Additionally, Jinny has guided clients on compliance with California Labor Code and defended against charges of discrimination brought by the U.S. Equal Employment Opportunity Commission (EEOC) and the Department of Fair Employment and Housing (DFEH).
Jinny joined MoFo from an AmLaw 100 firm, and prior to that was in-house counsel to a preeminent Fortune 500 technology company, where she focused on employment and general litigation. She has experience counseling and litigating on a wide range of matters in federal and state court, including defending EEOC discrimination charges, the Equal Pay Act complaints, and wage-and-hour complaints. Jinny is also an experienced writer, regularly contributing to the firm’s Employment Law Commentary blog. Additionally, she is a member of the Committee on the Administration of Justice – Litigation Section for the California Lawyers Association.
What was it that initially drew you to this area of law?
When I first started practicing, I had the opportunity to litigate different areas of the law. I kept being drawn to the labor and employment matters, because I was interested in the human aspect of those cases. The cases are also so fact-specific and the law is so dynamic that this area of the law presents an exciting and interesting intellectual challenge.
Is there any evidence that you’ve seen indicating that diversity and inclusion are becoming more of a priority in your practice group, or suggestions on how it can prioritize them in the future?
I have no doubt that the Employment and Labor Group prioritizes diversity and inclusion. For example, we have a practice group meeting every two weeks or so, and it’s a judgment-free space for everyone to raise issues, ask questions, or present interesting legal developments for the group. I am also constantly impressed by how the partners and senior associates have made themselves available to talk, whether it be about work or other matters. I think having that level of accessibility and comfort with such talented and renowned attorneys has helped me to develop and gain more confidence as a minority lawyer.
Do you have any advice for the next generation of aspiring diverse lawyers who might be interested in the field?
Had I realized sooner how interesting this field would be, I would have taken a law school course that grounded me in the basics of labor and employment law! There are so many different statutes and causes of action to keep track of, and it would have been helpful to have had some familiarity with them when I first started handling labor and employment cases. I also highly recommend interning with a corporate legal department and raising your hand to help on labor and employment matters.
Learn more about MoFo’s commitment to the recruitment, retention, and advancement of diverse and women attorneys here.