When Your Career,
Livelihood, and
Reputation Are on the Line
Livelihood, and
Reputation Are on the Line
Lawrence Glasner
Lawrence Glasner began practicing law as an associate in the employment law department of Rehwald, Rameson & Lewis in Los Angeles, eventually becoming the senior partner. He has vast experience litigating in state and federal court. He has resolved hundreds of cases via trial, arbitration, and mediation, including a $7 million settlement in a wage and hour case and a $5 million verdict in a civil assault and battery case.
Lawrence is a California SuperLawyer and Martindale-Hubble AV-rated.
In addition to his employment law practice, Lawrence teaches law and legal writing. He has taught for the California State Bar and continuing legal education seminars and trained staff members at the Coalition to Abolish Slavery and Human Trafficking in Los Angeles.
Client Reviews
Mr. Glasner deserves high praise from his peers. He is earnest, amiable, intelligent, ethical, hard-working, and responsible. He gives lawyers a good name, which says a lot.
Mr. Glasner communicates promptly with clients and attorneys. He is hard working, innovative, compassionate, and attentive.
Mr. Glasner has been a mentor to young lawyers, training them in negotiating skills, and the factors that derail the resolution process or lead to mutually beneficial settlements.
Mr. Glasner brings extensive experience, a unique perspective and peacemaking skills to his Colorado mediation practice. For 27-years, he was with Rehwald Glasner & Chaleff, a leading boutique firm in north L.A. County. He mediated over 400 employment, business, wage and hour, elder & child abuse...
Larry is a highly respected...He is known not only for his legal skills but for his integrity as well as compassion for his clients.
Lawrence helped me negotiate an employment contract. His depth of knowledge on the subject, his care and concern for my needs, as well as his ability to bring fair terms to both sides swiftly, made him exceptional to work with. 10/10 would absolutely recommend to a friend!
I never in a million years thought we would settle that case. Great job!
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FAQ
Can I be fired for taking medical or family leave?
If you’re eligible and you take protected leave (under the California Family Rights Act or pregnancy disability leave, for example), your employer generally cannot fire you, demote you, or retaliate for it. Doing so is unlawful. We see employers who “happen” to eliminate a position right after someone returns from leave — and timing like that is something the law takes seriously.
For harassment, yes — under FEHA, individual harassers, supervisors, and coworkers alike can be held personally liable. For most other claims, liability runs to the employer. We’ll tell you straight who the real defendants are in your situation.
The information on this page is general in nature and is not legal advice. Reading it does not create an attorney‑client relationship. Every situation is different, and legal outcomes depend on the specific facts. If you have questions about your own circumstances, please contact our office.
California law protects you from being treated worse at work because of who you are — your race, sex, age, disability, religion, pregnancy, sexual orientation, gender identity, national origin, and more. It also protects you when you speak up. We represent employees who have been targeted, demeaned, or punished for reasons the law says are off‑limits.
I represent employees throughout Shasta, Tehama, Butte, Siskiyou, and the surrounding Northern California counties. If you’re not sure whether we can help, reach out, and we’ll point you in the right direction either way.
It depends on why. Under California’s Equal Pay Act, if you’re doing substantially similar work, the employer must justify any pay difference with legitimate factors like seniority, merit, or production — not your sex, race, or ethnicity. And critically, your employer cannot prohibit you from discussing or asking about pay. That gag rule you may have been told about? It’s unlawful.
Your employer must engage in a good‑faith, back‑and‑forth conversation — the “interactive process” — to find a reasonable accommodation that lets you do your job. That might be modified duties, a schedule change, equipment, or leave. They don’t have to grant your exact request, but they can’t just ignore it, brush you off, or punish you for asking.
Quite possibly. California’s whistleblower law (Labor Code § 1102.5) protects employees who report what they reasonably believe to be unlawful conduct — to a supervisor, to a government agency, or internally. You don’t have to be a lawyer, and you don’t have to be 100% right. You need a reasonable, good‑faith belief and a connection between your report and the way you were treated afterward.
No. You cannot contract away your protection from discrimination, harassment, retaliation, or being fired for an illegal reason. Those rights exist no matter what you signed.
California’s Elder Abuse and Dependent Adult Civil Protection Act provides strong remedies — including, in serious cases, enhanced damages and attorney’s fees — against caregivers, facilities, and others who abuse, neglect, or financially exploit vulnerable adults. These cases are painful and time‑sensitive. The sooner the conduct is documented, the better.
Usually, no — and this is the single biggest misunderstanding we hear. In an at‑will state, “no reason” is generally legal. What’s not legal is firing you for an unlawful reason: because of a protected characteristic, because you complained about something, because you took leave you were entitled to, or because you refused to do something illegal. So the question isn’t whether they had a good reason. It’s whether they had a forbidden one.
Maybe not. California uses a strict test (the “ABC test”) that presumes you’re an employee unless the company can prove otherwise. Misclassification is common, and it can mean you’ve been wrongly denied overtime, breaks, expense reimbursement, and more. The label on your paperwork doesn’t decide it — the reality of the work does.
Not automatically — and employers count on you believing otherwise. Being paid a salary does not by itself make you “exempt” from overtime. Whether you’re exempt depends on your actual job duties and your pay level, not your title or how you’re paid. Many salaried employees are misclassified and are owed substantial overtime they never knew about.
California provides specific pregnancy‑related leave and accommodation rights that stack on top of general disability and family‑leave protections. You cannot lawfully be demoted, denied accommodation, or pushed out because you’re pregnant or planning a family.
Yes — and this is the one thing we urge you not to put off. Employment claims are governed by strict deadlines (statutes of limitations and administrative filing requirements), and some are surprisingly short. Waiting can permanently cost you the right to bring an otherwise strong claim. If you think you may have a case, the safest move is to ask sooner rather than later.
Not necessarily, and this surprises people. The law doesn’t require your employer to be kind or fair across the board. Harassment becomes illegal when it’s tied to a protected characteristic — when the comments, conduct, or hostility happen because of your sex, race, disability, and so on. A boss who’s equally miserable to everybody may be a bad boss without being a lawbreaker. A boss whose worst behavior lands on the women, or the older workers, or the one employee with a disability — that’s a different story.
Slow down. A severance agreement almost always asks you to release legal claims — sometimes claims worth far more than the severance on offer. Once you sign, that door usually closes. There’s no harm in having the agreement reviewed before you commit, and there’s often real value in it. Reasonable deadlines can frequently be negotiated, and the first number is rarely the last.
No. In California, non‑exempt employees are entitled to meal and rest breaks on a set schedule, and “we were slammed” is not a legal excuse. When breaks are denied, the law requires the employer to pay an extra hour of wages for each violation — and those add up fast over months or years.
In addition to our employment practice, we handle elder and dependent adult abuse cases. When those entrusted with caring for a vulnerable older or dependent adult betray that trust — through neglect, financial exploitation, or abuse — California law provides strong remedies. We help families hold them accountable.
Sometimes life — illness, injury, pregnancy, a family member who needs you — collides with work. California law gives you the right to take certain leaves and to be reasonably accommodated, and it protects you from being punished for needing either.
A separation agreement can be a fair parting — or a document designed to get you to sign away valuable claims for far less than they’re worth. Before you sign, it’s worth knowing what you’re giving up.
Doing the right thing shouldn’t cost you your job. When you report illegal conduct, refuse to break the law, or raise safety or fraud concerns, California law stands behind you.
California has some of the strongest worker‑pay protections in the country — and some of the most‑violated. If you’ve worked off the clock, missed breaks you were owed, been denied overtime, or been labeled something you’re not, the money belongs to you, and the law often adds penalties on top.
It’s when an employer makes a decision that hurts you — firing, demotion, a missed promotion, a pay cut, worse assignments — because of a protected characteristic rather than your actual job performance. California’s Fair Employment and Housing Act (FEHA) protects a broader list of categories than federal law. The hard part is usually not what happened to you; it’s connecting the dots that show why. That’s the work we do.
Equal work deserves equal pay. California’s Equal Pay Act requires it, and the burden is on the employer to justify pay gaps for substantially similar work.
That can be wrongful termination in violation of public policy. You are not required to break the law to keep your job, and an employer cannot lawfully punish you for declining to.
California treats wages as nearly sacred. Late final paychecks trigger “waiting time penalties” that continue to accrue, and missing wages, unreimbursed expenses, and defective pay stubs each carry their own consequences. Small‑seeming violations frequently add up to real money
Sometimes an employer doesn’t fire you — they make your working life so unbearable that any reasonable person would quit, hoping you’ll do exactly that. California law treats that as a firing in disguise. The bar is high; ordinary stress or a bad week won’t qualify. But genuinely intolerable conditions, deliberately created, can.
Retaliation is punishment for doing something the law protects — reporting harassment, requesting an accommodation, complaining about unpaid wages, or taking medical leave. Here’s what’s important: you can have a strong retaliation claim even if the thing you originally complained about turns out to be wrong, as long as you complained in good faith. The law protects the act of speaking up, not just the underlying grievance.
California is an “at‑will” state, which means employers can let you go for almost any reason — or no reason at all. But “almost any” isn’t “any.” When a firing crosses a legal line, it’s wrongful termination, and the law gives you a way to respond.