Alex Polishuk advises employers and business leaders on high-stakes workforce issues, enterprise risk and sensitive employment disputes that can materially impact operations, leadership teams and company reputation. He works closely with executives, founders, in-house counsel, and HR leadership to navigate complex employment challenges, manage litigation exposure and develop practical strategies aligned with business objectives.

Alex represents employers in high-exposure employment disputes, including class and PAGA representative actions, executive and workforce disputes, restrictive covenant and trade secret matters and claims involving discrimination, harassment, retaliation and wrongful termination. He is particularly experienced in matters involving the protection of confidential information, business-critical personnel transitions and emergency disputes requiring immediate strategic action.

Known for his pragmatic and business-focused approach, Alex helps clients resolve disputes efficiently while minimizing operational disruption and reputational risk. Although fully prepared to litigate matters through trial or arbitration, he frequently positions cases for early and favorable resolution through strategic case positioning and disciplined risk management.

In addition to litigation, Alex serves as a proactive advisor to employers seeking to strengthen workforce management practices and reduce enterprise risk before disputes arise. He counsels leadership teams on workplace investigations, employee discipline and separations, accommodation and compliance issues, leadership counseling and workforce management initiatives and the development of policies and practices designed to support organizational objectives while mitigating legal exposure.

Alex also works closely with Polsinelli’s Privacy Sector to advise clients on cybersecurity obligations relating to workforce data and electronic records, including matters arising under the California Consumer Privacy Act (CCPA), Fair Credit Reporting Act (FCRA), California Computer Data Access and Fraud Act (CDAFA) and related laws governing data privacy.

Education

  • Loyola Law School, Los Angeles (J.D.)
    • University of California, Los Angeles (B.A.)
      • cum laude, Deans Honors List

    Bar Admission

    • California, 2009

    Court Admissions

    • U.S. District Court, Central District of California
    • U.S. District Court, Northern District of California
    • U.S. District Court, Southern District of California

    Professional Affiliations

    • Los Angeles Country Bar Association
    • California Bar Association
    • California Lawyers Association
    • Association of Southern California Defense Counsel
    • Los Angeles Music Center Theatre Group
    • Geffen Playhouse Corporate Education Circle
    • UCLA Alumni Association

    Recognition

    • Alex is fluent in Russian
    Publications
    Esports Employment Contracts
    Esports Law and Practice serves as an authoritative guide to the fast-growing field of esports law. It covers all aspects of this intricate and dynamic sector, exploring the history and evolution of its legal landscape, and provides practical insights into the challenges and opportunities that lie ahead in the world of esports. Alex Polishuk, Principal in the Employment Litigation Group, discusses the key components of esports employment contracts, including essential provisions, choice of law, restrictive covenants and dispute resolution. The section also highlights the differences in drafting contracts for esports athletes versus non-athlete personnel, as well as the international legal considerations that may arise despite a choice-of-law directive.
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    PAGA Amendments Aim to Bring PAGA Litigation Under Control
    California’s Private Attorneys General Act (“PAGA”) has undergone substantial, and arguably overdue, reform by way of dual legislative measures - Assembly Bill 2288 and Senate Bill 92. PAGA 2.0 will apply to PAGA civil complaints filed after June 19, 2024, as well as PAGA notices sent to the Labor & Workforce Development Agency (LWDA) after June 19, 2024. PAGA 2.0 aims to reign in meritless PAGA claims with several initiatives. Perhaps most promising is the statute’s new preemptive or post-notice compliance measures that, where instituted by employers, can substantially minimize penalties, even if the preventive measures don’t fully remediate the violations. The new amendments also provide for expansive cure provisions, require PAGA plaintiffs to have actually suffered any violations they may
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