Alan Crowley


Telephone: (510) 337-1001

Hastings College of Law, 1999, J. D.
University of Michigan, 1994, M. S.
University of California, Berkeley, 1991, B. A.

Alan Crowley has been representing labor unions, employees, workers, and union-related organizations since joining the Weinberg Roger Rosenfeld law firm in 1999. He provides counsel to unions and employees in various industries, including, industrial, transportation, retail, public sector, and construction. Alan directly handles and oversees complex litigation, collective bargaining negotiations, organizing drives, arbitrations, political activity, class actions, internal union governance, and legislative drafting. Alan is an active trial and appellate lawyer, with notable cases concerning the constitutional and statutory rights of public and private sector employees.

Alan’s first exposure to unions and political activism was through the United Farm Worker movement and various public school teacher strikes in Southern California.  Taking a broad perspective, Alan studied physics at the University of California, Berkeley and the University of Michigan, but spent much of his time as a political activist organizing around demilitarization, military economic conversion, the anti-apartheid movement, the anti-Contra movement, homelessness, and gun regulations. While attending law school at the University of California, Hastings, Alan worked for the Homeless Advocacy Project, various plaintiff-side employment discrimination law firms, and interned with U.S. District Court Judge Thelton Henderson. He also speaks Spanish and French.

A partial list of some of the important cases that Alan Crowley has litigated include:

(1) County of Los Angeles v. Los Angeles County Employee Relations Commission, SEIU Local 721 Real Party in Interest (2013) 56 Cal. 4th 905, clarified that the privacy clause of the California Constitution does not give public sector employers the right to withhold information to unions about the union’s members.

(2) County of Riverside (2012) PERB Dec. No. 2233-M, CPER 206, expanded the rights of union representatives to more broadly access public employer facilities.

(3) SEIU Local 521 v. PERB (2011 COA, 1st) 2011 WL 1044661, challenged PERB’s failure to apply the restrictions against injunctions under the Little Norris LaGuardia Act, Labor Code § 1138.1, to public sector strikes.

(4) Mariscal v. Los Angeles City Employee Relations Bd., (2010) 187 Cal. App. 4th 164, litigated the appropriate due process safeguards to approve a consolidation and merger of several local unions by means of statewide balloting, and the court found the merger did not cause organizational changes so great as to present a question of representation.

(5) Huff v. City of Los Angeles (2012 COA, 2nd) 2012 WL 420108, showed union did not breach its duty of fair representation relating to guard shift bidding procedures during protracted bargaining.

(6) Thomas v. County of Riverside Sheriff’s Dept., 763 F.3d 1167 (9th Cir. 2105), court found that many minor acts of retaliation by a public employer can amount to a campaign of harassment and retaliation in violation of the First Amendment rights of petition and speech.

(7) County of Riverside v. SEIU Local 721, (2009 COA, 4th) 2009 WL 4937293, found the local concern exception did not require PERB to enjoin union organizers in a hospital setting.

(8) County of Riverside (2012) PERB Dec. No. 2239-M, CPER 206, found a county employee relations ordinance requiring a severance petition show 15% support in both the donor unit and recipient unit was unreasonable.  No showing of support for employees in donor unit needed for a severance petition.

Practice Areas:
Public Sector Labor Relations
Labor Arbitrations and Collective Bargaining Negotiations
Class Actions and Wage and Hour Litigation
Draft and Defend Legislation and Regulations
Employment Discrimination
Nonprofit Organizations and Political Action Committees
Enforcing Labor Standards on Public Works Projects