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Kimberley Johnson

Associate | She/Her/Hers
Associate | She/Her/Hers
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Areas of Focus

Overview

Kimberley Johnson is an associate in Crowell & Moring’s Labor and Employment Group. Kim’s practice focuses on litigation of employment claims brought on an individual and class action basis, as well as conducting internal investigations and counseling clients on a variety of employment issues. She has counseled and defended clients in matters arising under Title VII, the California Labor Code, the False Claims Act, the Americans with Disabilities Act, common law wrongful termination, and other federal and state laws.

Kimberley graduated from the UCLA School of Law, where she externed with the UCLA Title IX Office. She won Best Negotiation at two consecutive UCLA Transactional Law Meet competitions and won Best Negotiation and Best Draft on behalf of UCLA Law at the National Transactional Law Meet regionals in 2017.

Career & Education

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    • Rutgers University, B.A., summa cum laude, 2012
    • University of California, Los Angeles School of Law, J.D., 2017
    • Rutgers University, B.A., summa cum laude, 2012
    • University of California, Los Angeles School of Law, J.D., 2017

    • California
    • Oregon
    • California
    • Oregon

Kimberley's Insights

Client Alert | 12 min read | 03.04.24

Implications for Private Employers of the Supreme Court’s Harvard Decision Banning Race-Based Affirmative Action in College Admissions

On June 29, 2023, the Supreme Court held that it is unconstitutional (under the Constitution’s Equal Protection Clause, as to public institutions) and a violation of Title VI of the Civil Rights Act of 1964 (as applicable to private institutions accepting federal financial assistance) for colleges and universities to consider race as a factor in the admissions process. See Students for Fair Admissions, Inc. v. President & Fellows of Harvard Coll., No. 20-1199, 2023 WL 4239254 (U.S. June 29, 2023) (“Harvard”), a summary of which can be found here. This decision upended decades of precedent and has caused employers in the private sector to ask how the decision will impact diversity, equity, and inclusion (“DE&I”) initiatives and employment decisions. This article addresses the impact of Harvard, eight months later....

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Insights

Client Alert | 12 min read | 03.04.24

Implications for Private Employers of the Supreme Court’s Harvard Decision Banning Race-Based Affirmative Action in College Admissions

Client Alert | 2 min read | 02.14.24

California Supreme Court Prohibits Trial Courts From Striking PAGA Claims Due to Unmanageability

Client Alert | 3 min read | 12.05.23

Expanded Paid Sick Leave Requirements to Take Effect in California

Client Alert | 2 min read | 11.03.23

Amendments to California’s Retaliation Law Lighten the Burden for Employees
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Practices

Kimberley's Insights

Client Alert | 12 min read | 03.04.24

Implications for Private Employers of the Supreme Court’s Harvard Decision Banning Race-Based Affirmative Action in College Admissions

On June 29, 2023, the Supreme Court held that it is unconstitutional (under the Constitution’s Equal Protection Clause, as to public institutions) and a violation of Title VI of the Civil Rights Act of 1964 (as applicable to private institutions accepting federal financial assistance) for colleges and universities to consider race as a factor in the admissions process. See Students for Fair Admissions, Inc. v. President & Fellows of Harvard Coll., No. 20-1199, 2023 WL 4239254 (U.S. June 29, 2023) (“Harvard”), a summary of which can be found here. This decision upended decades of precedent and has caused employers in the private sector to ask how the decision will impact diversity, equity, and inclusion (“DE&I”) initiatives and employment decisions. This article addresses the impact of Harvard, eight months later....

View All Insights