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Welcome to Foglight Legal Services – Legal Recourse for Everyday Problems

We are a full service law firm and specialize in employment and labor law. In these situations, usually, where there's smoke, there's fire. The last thing you want and need is to listen to an unsympathetic ear. We promise our clients confidentiality, loyalty and zealous advocacy to make things right.

Please note, nothing on this website should be considered legal advice. Every situation is unique and requires an independent analysis. With regard to Foglight Law, the attorney-client relationship and all the duties and privileges associated therewith shall not commence until you and your attorney provide consent regarding your representation by way of a signed written contract

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Lawyer or Union Representative (for Employees subject to Investigation)?
July 10, 2017   |  (0) Comments

No matter your position, being informed that you are under investigation will cause, at least, some amount of discomfort. The… Read More

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DISCLAIMER: Nothing on this website should be considered legal advice. With regard to Foglight Law, the attorney-client relationship and all the duties and privileges associated therewith shall not commence until you and your attorney provide consent regarding your representation by way of a signed written contract

 

Quiz

Micro Managers

Employers have an absolute right to micromanage. True or false?

False

Micromanaging, issuing write-ups, privacy, a pattern of negligence, keeping you out of the loop on projects, increased supervision and the like may be symptoms of a bigger problem.

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Probation

Employers may let a probationary employee go for any reason. Right?

Wrong

Probationary employees have rights, as well.

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Discharge

An employee who resigns is without further recourse?

Not Necessarily

An organizations materials may try to steer an employee away from resigning. Doing so may be an attempt to dissuade the individual from availing any remedies and benefits available under a finding of a constructive discharge

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Investigations

Employees should bring a representative to an investigation.

Correct

Employees should bring a represenative familiar with employee rights involving the rules of evidence (relevance, hearsay, etc.) and the rules of law (Weingarten, 5th Amendment, Due Process, etc.) whether it be a union rep or attorney.

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