LG Law represents individuals and groups under the Fair Labor Standards Act ("FLSA") and state-specific wage and hour laws against their current and former employers. An employer who requires or permits an employee to work overtime is generally required to pay the employee premium pay for such overtime work. Unless specifically exempted, employees covered by the FLSA must receive overtime pay for hours worked in excess of 40 in a workweek at a rate not less than time and one-half their regular rates of pay.

LG Law welcomes the opportunity to build co-counsel relationships with attorneys who seek a partner with experience in litigating FLSA and state-law wage and hour claims. We also welcome referrals.

LG Law is at the forefront of plaintiffs’ employment litigation, successfully litigating large, complex, and unique cases on behalf of employees against current and former employers. In cases of this type, LG Law pursues monetary and injunctive relief on behalf of those who have been discriminated or retaliated against on the basis of sex, race, age, national origin, religion, or disability.

While most states forbid suits characterized generically as wrongful termination, it is nevertheless impermissible to terminate someone's employment for certain reasons, including:

Violation of an existing employment contract. Most employees are employed at will, subject to termination for any reason or no reason as long as the reason is not prohibited by law. Still, some employees are entitled to the protections of valid, enforceable agreements governing their professional relationship with their employer.

LG Law also represents employees in cases involving allegations of sexual harassment, an unfortunate workplace reality which can present itself in many forms. While every case is different, the following kinds of behavior could be grounds for a sexual harassment lawsuit:

• Repeated sexual advances
• Tying promotions to sexual favors or dating
• Sexually explicit emails, memos, or jokes
• Unwanted touching of any type
• Persistent uncomfortable comments about dress or personal appearance
• Differing treatment due to gender

In bringing claims of this type, LG Law typically issues subpoenas for employee records, deposes managers and supervisors, and gathers relevant eyewitness testimony. If necessary, LG Law consults investigators and forensic specialists in recovering deleted emails and other electronic

Employees who expose corruption or wrongdoing on the part of an employer are often granted certain legal protections. Since employers engaged in illegal activity are interested in avoiding exposure, employees who threaten to contact the authorities or who alert upper management are often subject to harassment, intimidation, or termination. In some cases, whistleblowers are entitled to economic damages for acts of retaliation undertaken by an employer. Damages may include compensation for lost wages, lost earnings, denied stock options, cancellation of medical coverage, denied promotions, and emotional pain and suffering.

LG Law asserts and protects the rights of whistleblowers, seeking damages against employers who engage in retaliatory actions against them. Examples of protected whistleblower activities include:

• Objecting to or refraining to commit, or participate in, illegal activity
• Providing written notice to a boss or manager threatening to inform governmental authorities of illegal activity committed by an employer
• Cooperating with government authorities investigating acts of wrongdoing

LG Law represents corporate clients of every type in prosecuting and defending claims in a wide variety of complex business disputes, often involving claims made for breach of contract, intellectual property claims, and business torts such as fraud, breach of fiduciary duty, and unauthorized use of confidential information or trade secrets. LG Law’s breadth of experience includes representation of both public and private

LG Law advises employees and those for whom they work regarding their respective obligations under state-specific employment laws if they wish to assert or overcome a non-compete or non-solicitation contract. In circumstances like these, enforceability is a function of reasonableness of the agreement’s duration and scope. Non-compete or non-solicitation agreements that impose an undue burden on employees seeking to earn a living in the profession of their choosing or over-reach suitable geographical boundaries are typically not reasonable and therefore not enforceable. LG Law reviews the terms of these agreements in an effort to identify clauses and conditions that are either unenforceable or outside the interests of its clients.

Many employers make assumptions about non-compete or non-solicitation agreements when initiate enforcement proceedings. Employers must meet both their obligations under a contract's terms and demonstrate a legitimate business reason to limit the manner in which their former employee can do business.

LG Law represents individuals who have been the victims of fraud, deception, unfair business practices, data breaches, or identity theft.
Often victims are part of a large group of consumers treated unfairly