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Super Lawyers of Northern California
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Privacy Policy

Last Updated: October 27, 2025

I. Introduction

Glasner Law P.C. and our affiliates (collectively, “the Firm,” “we,” “us,” or “our”) are committed to protecting your privacy. This Privacy Policy explains how we collect, use, disclose, and safeguard your information when you visit our website, use our services, or interact with us (collectively, “using our Services”).

We treat information submitted for the purpose of seeking legal representation with the highest degree of confidentiality, in accordance with our professional and ethical obligations. This Privacy Policy explains our data practices for our general audience but is not a waiver of attorney-client privilege or any other ethical duties of attorneys. Information provided in the course of seeking or obtaining legal representation is governed by our engagement agreements and professional obligations.

III. Privacy Policy Overview

This summary provides the key points of our privacy policy. For more details, please read the full policy below.

  • What we collect: We collect information you provide, information from your use of our Services, and information from third parties.
  • How we use it: We use this information to provide and improve our legal and informational services, and to send you relevant updates.
  • How we share it: We may share information with service providers that help us operate and market our services.
  • Your control: We provide you with clear choices and control over your personal information, including the right to opt out of certain data uses.

IV. Personal Information We Collect

We may collect information that identifies, relates to, describes, or could reasonably be linked, directly or indirectly, with you (“Personal Information”). The categories of Personal Information we may collect are as follows:

Category of Personal InformationExamplesSource
IdentifiersReal name, email address, telephone number, IP address.You provide it directly; we collect it automatically.
Professional or Employment-Related InformationYour job title, company name, and industry.You provide it directly.
Internet or Other Electronic Network ActivityBrowsing history on our site, site search history, pages visited, time on site, interactions with our content, browser type.We collect it automatically.
Geolocation DataLocation information (e.g., city, state) such as that inferred from your IP address.
We collect it automatically.
Inferences DrawnProfiles reflecting a person’s interests or preferences based on their website activity.We create it based on your activity.

V. How and Why We Use Your Information

We use your Personal Information for specific business purposes and only when we have a valid legal basis.

  • To Provide and Improve Our Services: To operate our website, understand user interaction, and enhance functionality.
    • Legal Basis: Our legitimate interests in maintaining our digital presence; performance of a contract.
  • For Analytics: To monitor and analyze traffic and usage patterns to improve our content and service delivery.
    • Legal Basis: Our legitimate interests in improving our services.
  • For Direct Marketing: To send you newsletters, event invitations, or legal updates that may be of interest to you.
    • Legal Basis: Your consent, or our legitimate interests when a prior business relationship exists.
  • To Comply with Legal Obligations: To comply with applicable laws, regulations, or legal processes.
    • Legal Basis: Compliance with a legal obligation.

VI. How We Share and Disclose Information

We may refer your case or request for legal services to another law firm, which may provide us with money or other valuable consideration in exchange. 

More generally, we may share Personal Information with the following categories of third parties:

  • IT & Hosting Providers: We may share Personal Information with vendors that provide cloud hosting, security, and other technical services to operate our website and internal systems.
  • Analytics & Performance Providers: We may share Personal Information with partners like Google Analytics to help us understand website traffic and usage patterns.
  • Marketing Providers: We may share Personal Information with social media platforms and advertising networks to provide you with relevant advertising on other sites. Under several U.S. state privacy laws, this type of sharing may be defined as a “sale” or “sharing” for cross-context behavioral advertising. This activity is facilitated through the use of third-party cookies and similar tracking technologies on our website. 
  • For Business Transfers: We may transfer Personal Information in connection with any merger, sale of assets, financing, or acquisition of our business.
  • For Legal Reasons: We may disclose Personal Information if required to do so by law or in response to valid requests by public authorities (e.g., a court or a government agency).

VII. Sensitive Personal Information

We do not collect or process sensitive personal information, such as race, ethnicity, national origin, sexual orientation, religious beliefs, or health data, unless it is necessary to provide or maintain a service that you have requested.

VIII. Cookies and Global Privacy Controls

We use cookies and similar technologies to operate our site and enhance your experience. 

  • Cookie Controls: Cookies may include both necessary cookies and non-essential cookies, such as analytics, functional, and advertising cookies. You have full control over your cookie preferences and can manage your choices at any time by visiting our cookie management tool. Under certain privacy laws, the use of advertising cookies may be considered a “sale” or “sharing” of personal information. Explore our Cookie Policy for more details.
  • Global Privacy Control (GPC): Our website is configured to honor opt-out preference signals from GPC settings in a browser. We treat a GPC signal from your browser as a valid request to opt out of the “sale” or “sharing” of your personal information for that browser, and we will turn off non-essential cookies upon receiving this request.

IX. Your Privacy Rights and Choices

Depending on where you reside, you may have certain rights regarding your Personal Information.

A. Your Right to Opt Out of “Sale” or “Sharing” 

In certain states, you have the right to direct us not to “sell” or “share” your Personal Information, or process it for purposes of targeted advertising and/or certain types of automated profiling. You can exercise your right to opt out in two ways:

  1. Manually: By visiting our page on Your Privacy Choices and clicking the button there.  This allows you to opt out of all activities that may be considered a “sale” or “sharing” under certain privacy laws, including the use of non-essential cookies. You can also use our cookie management tool to adjust your preferences for whether we use non-essential cookies.
  2. Automatically: By broadcasting an opt-out preference signal, such as the Global Privacy Control (GPC), from your browser.

B. Additional Privacy Rights 

Depending on your jurisdiction, additional rights may include:

  • The Right to Know and Access: To ask what Personal Information we have collected and how we have used and shared it.
  • The Right to Deletion: To request that we delete your Personal Information, subject to certain exceptions.
  • The Right to Correction: To request that we correct inaccurate Personal Information.
  • The Right to Data Portability: To request a copy of your information in a usable format.
  • The Right to Know Third-Party Recipients: To request the categories of third parties to which we have disclosed your Personal Information.
  • The Right to Revoke Consent: When we rely on your consent for processing, you may revoke that consent at any time, such as by unsubscribing from our marketing emails.
  • The Right to Non-Discrimination: To be free from discrimination for exercising your privacy rights.

To exercise any of these additional rights, please see our contact page for how you can reach us.

We will need to verify your identity before processing your request. This will involve providing personal information to match against the information we have on file for you, potentially including your name, email address, and phone number. To designate an authorized agent, you must provide them with written permission, and we may require you to verify your own identity directly with us. If we deny your request, you may have a right to appeal our decision, depending on your state’s law. Information on how to appeal will be provided in our response.

X. Data Retention

We retain your Personal Information for as long as is necessary to fulfill the purposes for which it was collected, and to comply with our legal and professional obligations, considering factors like the duration of our relationship, the purposes for which the data was collected, applicable statutes of limitations, and professional conduct rules.

XI. Children’s Privacy

Our services are not directed to people under the age of 18. We do not knowingly sell the personal data of consumers under 18 or use their data for targeted advertising. If you believe we have inadvertently collected such information, please contact us to request its deletion.

XII. Changes to This Privacy Policy

We may update this Privacy Policy from time to time. We will notify you of any changes by posting the new policy on this page and updating the “Last Updated” date.

XIII. Contact Us

If you have questions about this Privacy Policy, you can use our contact page to reach us.

XIV. Notice for Visitors From the EEA or UK

Depending on the situation, you may have certain rights related to the processing of your Personal Information. These may include:

  • Right of Access: You can get a copy of your Personal Information processed by us.
  • Right to Erasure: You can ask us to erase or delete your Personal Information, with some limitations.
  • Right to Rectification: You can ask us to rectify any inaccuracy or incompleteness in your Personal Information.
  • Right to Object: You can object to the processing of your Personal Information for reasons related to your situation.
  • Right to Restriction: You may be able to ask us to restrict our processing of your Personal Information, depending on the situation.
  • Right to Withdraw Consent: If you previously consented to our processing your Personal Information, you can withdraw that consent at any time.
  • Right to Data Portability: In certain situations, you have a right to ask for a copy of your processed Personal Information in a structured, commonly used, and machine-readable format.

To exercise any of your rights, or to learn more about how we use your Personal Information, visit our contact page to get in touch. You can also file a complaint with the data protection authority in an applicable jurisdiction if you think that our processing of your Personal Information violated an applicable law.

Please also note that, since we are a U.S. firm, your Personal Information needs to be transferred to the United States for the purposes described in this Privacy Policy. We recognize the importance of transferring, processing, and storing your Personal Information securely and legally, and for EEA and UK users we rely on contracts approved by the European Commission. Visit our contact page if you would like to ask us for more information about this process.

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.

Attorney Peer Review from Martindale-Hubbell

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!

Zachary A., VP Software and Data Analytics

Lawrence provided exceptional representation regarding my legal issue. He was thorough, knowledgeable, and consistently attentive to every detail. His guidance was clear, his communication was timely, and he made a very difficult process feel manageable. I felt supported every step of the way, and...

D.F.

From the moment we spoke, I knew I was in good hands. He genuinely listened, took the time to understand what I was going through, and treated my case like it truly mattered to him. He was strategic, always responsive, and resolved a difficult situation in far less time than I ever imagined. His...

Paralegal,  Ms. C.

Larry has a unique gift that allows him to quickly analyze a situation or problem and help facilitate strategies towards beneficial solutions. This is because of his natural intuitiveness and vast experience as a lawyer. I trust him indelibly.

Alan Collier, Attorney

From the moment we spoke, I knew I was in good hands. He genuinely listened, took the time to understand what I was going through, and treated my case like it truly mattered to him. He was strategic, always responsive, and resolved a difficult situation in far less time than I ever imagined. His...

Paralegal,  Ms. C.

Larry is a gifted communicator and problem solver.

Dennis W., Investment Banker

I highly recommend Mr. Glasner for his professionalism, responsiveness, and exceptional communication.  He has consistently provided timely updates, clear guidance, and practical direction throughout the process, making each step easy to understand and navigate.

Marketing Employee

Glasner Law provided our organization with world-class services for employee conflicts. Mr. Glasner’s professional guidance and expert advice helped us and he has excellent skills. I HIGHLY RECOMMEND Glasner Law

Rashod Holmes, Non-Profit HR Director

Lawrence Glasner is an experienced and compassionate professional. He respects the value and importance of human relationships and understands the multifaceted impact that emotions can have on business and conflict.

Robert E. Wynner

Lawrence Glasner is the consummate professional. He is fair, unbiased and full of integrity. He is a man you can trust.

Shelly W., CPA

Mr. Glasner was professional, communicative, and honest throughout the entire process. He kept me informed at every step, answered my questions clearly, and gave me straightforward advice I could trust. I would highly recommend him to anyone looking for an employment lawyer.

Non-Profit Marketing Professional
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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.
CAN I SUE THE PERSON WHO HARASSED ME, NOT JUST THE COMPANY?
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.
DISCLAIMER
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.
DISCRIMINATION, HARASSMENT, & RETALIATION
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.
DO I HAVE TO LIVE IN REDDING, CALIFORNIA TO WORK WITH YOU?
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.
I FOUND OUT A COWORKER DOING THE SAME JOB EARNS MORE. IS THAT LEGAL?
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.
I HAVE A DISABILITY OR A MEDICAL CONDITION. WHAT IS MY EMPLOYER REQUIRED TO DO?
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.
I REPORTED SOMETHING ILLEGAL AT WORK. NOW I'M BEING PUNISHED. DO I HAVE A CASE?
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.
I SIGNED AN AT-WILL AGREEMENT. DID I SIGN AWAY MY RIGHTS?
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.
I THINK MY ELDERLY PARENT IS BEING ABUSED. WHAT CAN I DO?
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.
I WAS FIRED FOR NO REASON. IS THAT ILLEGAL?
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.
I'M CLASSIFIED AS AN INDEPENDENT CONTRACTOR. IS THAT CORRECT?
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.
I'M PAID A SALARY. DOES THAT MEAN NO OVERTIME?
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.
I'M PREGNANT. WHAT PROTECTIONS DO I HAVE?
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.
IS THERE A DEADLINE TO BRING MY CLAIM?
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.
MY BOSS IS AWFUL. IS THAT DISCRIMINATION?
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.
MY EMPLOYER OFFERED ME SEVERANCE AND WANTED ME TO SIGN QUICKLY. SHOULD I?
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.
MY EMPLOYER SKIPS MY MEAL AND REST BREAKS. IS THAT ALLOWED?
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.
WHAT ABOUT ELDER AND ADULT DEPENDENT ABUSE?
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.
WHAT ABOUT LEAVE, ACCOMMODATION, AND FAMILY LEAVE?
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.
WHAT ABOUT SEVERANCE AND SEPARATION AGREEMENTS?
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.
WHAT ABOUT WHISTLEBLOWER PROTECTIONS?
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.
WHAT ARE CALIFORNIA'S WAGE AND HOUR PROTECTIONS?
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.
WHAT COUNTS AS DISCRIMINATION AT WORK?
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.
WHAT DOES CALIFORNIA LAW PROTECT REGARDING EQUAL PAY?
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.
WHAT IF REFUSED TO DO SOMETHING ILLEGAL AND GOT FIRED FOR IT?
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.
WHAT IF I WERE PAID LATE OR MY FINAL CHECK WAS CUT SHORT?
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
WHAT IS "CONSTRUCTIVE DISCHARGE?"
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.
WHAT IS RETALIATION, EXACTLY?
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.
WHAT IS WRONGFUL TERMINATION?
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.