We protect employees' rights.
Clingo Law Group is a Los Angeles law firm founded by Jennifer Clingo and focused on providing dedicated representation to employees throughout California and Oregon. Ms. Clingo divides her time between Los Angeles and Portland, and has represented clients in every part of California for nearly two decades.
We offer a free initial evaluation regarding your potential employment / civil rights case. Please call us at (310) 409-9331 or email at firstname.lastname@example.org to schedule an initial conference.
DISCRIMINATION / HARASSMENT
It is unlawful for an employer to discriminate or harass an employee in the workplace based on race, religion, color, national origin, ancestry, physical or mental disability, medical condition, marital status, sex, age or sexual orientation.
State and federal laws prevent an employer from terminating an employee who has engaged in protected activity. Examples of wrongful termination include firing an employee who has made whistleblowing complaints, returned from medical or pregnancy leave, or opposed racial discrimination. There is a wide range of protected activity under the statutes, regulations and constitutional provisions designed to prevent employers from terminating employees based on unlawful activity.
The California Fair Employment and Housing Act, along with federal law, prevents an employer from retaliating against an employee who has engaged in protected activity. Retaliation can include demotion, suspension, termination or harassment. The employee's protected activity includes a wide range of conduct such as opposing discrimination or harassment, taking protected leaves of absence for pregnancy or serious medical conditions, or complaining about illegal employment practices, such as the nonpayment of overtime wages.
FAMILY AND MEDICAL LEAVES
California, Oregon, and federal law provide statutory protection for employees who qualify for a leave of absence based on a serious medical conduct or disability. The statutes also protect employees for pregnancy and bonding leave. The statutory requirements vary and we can assist you in determining your eligibility for protected leave without fear of losing your job.
WAGE AND HOUR VIOLATIONS
Under California law, non-exempt employees are entitled to overtime compensation if they work in excess of 8 hours in a day or 40 hours in a workweek. Non-exempt employees are also entitled to meal and rest breaks, and may recover penalties if they are denied such breaks. There are also statutory protections to ensure that California employees are properly paid all compensation owed, including commissions and bonuses.
*This website is intended to provide general information only. Nothing contained in this site is intended to provide legal advice or form an attorney-client relationship.