Mark Peters

After spending his early career litigating personal injury cases (on both the plaintiff and defense side), in 1999 Mark began to specialize in the litigation of employment cases in state and federal courts and various arbitration forums. In both his personal injury work and subsequent and current employment work, Mark has participated in hundreds of mediations or other informal case negotiations since his admission to the bar in 1992. Recognizing the value of the process and reaching a level of comfort navigating through it, Mark began to recognize his talents and personality were well suited to the role of “mediator.” He has been recognized as a Northern California Super Lawyer (limited to the top 5% of the attorneys California) in the area of Employment Litigation annually beginning in 2009.

Mark started conducting mediations in 2009 for the San Francisco Superior Court through the Early Settlement Program administered by the Bar Association of San Francisco. At the beginning of 2011, Mark was accepted for enrollment onto the panel with the Northern District Court, which included 40+ hours of mediation training prior to acceptance on the panel. Also in 2011, Mark began serving as a Settlement Conference Panelist with the Sonoma County Superior Court, and in March 2012 was appointed to the panel of the Alameda County Superior Court Mediation Program. More recently, in September 2012, Mark was appointed to serve as a Settlement Conference Officer with the San Francisco Superior Court.

In addition to his work as a volunteer panelist serving the various state and federal courts in the bay area, Mark conducts private mediations out of the firm’s offices in San Francisco. Mark has mediated both individual and class action cases, involving virtually every type of claim, including: discrimination based on gender, age, race, religion, disability (including disability access cases), sexual orientation, national origin, and pregnancy; sexual harassment; wage and hour violations; whistleblower/retaliation; wrongful termination; invasion of privacy; violations of the California Family Rights Act, the Family Medical Leave Act, and employment-related defamation.