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We fight for you


EMPLOYMENT LAW
MADE SIMPLE

Portrait of Christian Petronelli | Founder of Petronelli Law Group

We Are Here For You

Personable

We only accept a limited number of cases, so we can create a relationship with all of our clients.

Client-Centered

We care about YOU... more than the big firms. You are not just a settlement number to us.

Fair

Other firms settle cases for less than fair value. We fight to get you the best settlement possible.

Passionate

You are here because you have been wronged. We take this seriously since your problem is
our passion.

Case Results

$2.2 million

Class action settlement for missed meal and rest breaks

$1.5 million

Class action settlement for unpaid overtime wages

$600,000

Settlement for sexual harassment 

$290,000

Settlement for sexual harassment  

$250,000

Settlement for disability discrimination/failure to accommodate

$150,000

Settlement for disability discrimination/failure to engage in the interactive process 

Do I have a case?

Receive a free case evaluation and speak with one of our experienced attorneys.

Ratings & Affiliations

Recent Articles

Petronelli Law Group - California Minimum Wage Increases in 2018

California Minimum Wage Increases in 2018

What is minimum wage in California?  As of January 1. 2018, California's minimum wage is $11.00 per hour for employers with 26 or more employees and $10.50 per hour for ...
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California Meal Breaks – When Can Meal Breaks Be Waived?

When Can Meal Breaks be Waived in California? Meal breaks in California can be waived only under very limited circumstances. Shifts Between 5-6 Hours If the total shift worked is ...
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California Meal Breaks and Rest Breaks – When Are They Required?

Are meal breaks and rest breaks required in California? Yes. In California, employers are required to provide their employees both meal breaks and rest breaks depending on the hours those ...
Read More

California Pregnancy Leave Laws

What types of maternity leave are available in California?  For families expecting a new child, pregnancy leave laws in California are important but complicated. There are three basic types of ...
Read More

About Petronelli Law

Los Angeles Skyline | Petronelli Employment Law Group
    We are a boutique law firm specializing in all aspects of employment law. We have successfully represented clients in all types of job law cases, including claims for unemployment compensation, wrongful termination, unpaid wages, unpaid overtime, unpaid minimum wage, sexual harassment, discrimination, retaliation, and missed meal and rest breaks.

We primarily represent employees on a contingent fee basis, but also represent employers in defending any types of workplace claims and in creating employment policies that comply with California Labor Laws.

Patti

I found Petronelli Law Group via a Google search about employment law and harassment. After a free consultation, they agreed to support my case on contingency. Christian was amazingly supportive and ultimately advised me against his own self interests. Christian showed me compassion and empathy and advised me in a manner that he knew was best for me even though he would not receive benefit from it. He is a genuinely good person in addition to being a good lawyer. I highly recommend him for employment law concerns and sensitive harassment situations.

Katherine

I found Christian's firm from Yelp and called them based on reviews. They are incredibly professional attorneys who are extremely knowledgeable regarding employment law. They are very authentic in their fight for employee rights and are capable of helping you understand employment law. I would also add that they are honest lawyers and I am not saying that sarcastically!

Kellie

I had an extremely harassing situation with an employer. I called Christian after my friend referred me. He listened to everything I had to say, explained what he could do for me, and when I left his office, I felt like I just handed my entire burden over to Christian and his team. We settled in less than three months! That is unusually fast for a case like mine, but I attribute that to the hard work and commitment that Christian put into my case.

R.S.

If you're faced with the unfortunate situation of needing a lawyer, don't hesitate to get Christian in your corner. He is professional, punctual, and will fight for what you deserve. I needed a lawyer's help to respond to a cease-and-desist letter. I was so scared about receiving it and felt really in the dark. I found Christian after speaking with half a dozen lawyers. He made sure I was well-informed during the process and really went to bat. I was so impressed with how REAL he was with me. I trusted his advice and was so thankful to have his council. I hope I'll never have to call him again (haha), but I wouldn't hesitate to do.

Seriously. Call this guy.

Let us fight for you.

Contact Petronelli Law Group today to speak an experienced California employment law attorney.

  1. California Labor Code 1182.12(1)(B), (2)(A)
  2. California Labor Code section 218.5 ("(a) In any action brought for the nonpayment of wages, fringe benefits, or health and welfare or pension fund contributions, the court shall award reasonable attorney's fees and costs to the prevailing party if any party to the action requests attorney's fees and costs upon the initiation of the action."
  3. Labor Code 512(a).["An employer may not employ an employee for a work period of more than five hours per day without providing the employee with a meal period of not less than 30 minutes, except that if the total work period per day of the employee is no more than six hours, the meal period may be waived by mutual consent of both the employer and employee."]
  4. Labor Code 512(a).["An employer may not employ an employee for a work period of more than 10 hours per day without providing the employee with a second meal period of not less than 30 minutes, except that if the total hours worked is no more than 12 hours, the second meal period may be waived by mutual consent of the employer and the employee only if the first meal period was not waived."]
  5. IWC Orders 1 -15, Section 11(c); Order 16, Section 10 ["An “on duty” meal period shall be permitted only when the nature of the work prevents an employee from being relieved of all duty and when by written agreement between the parties an on-the-job paid meal period is agreed to. The written agreement shall state that the employee may, in writing, revoke the agreement at any time."]
  6.  https://www.dir.ca.gov/dlse/faq_mealperiods.htm.
  7. Labor Code 512(a). ["An employer may not employ an employee for a work period of more than five hours per day without providing the employee with a meal period of not less than 30 minutes, except that if the total work period per day of the employee is no more than six hours, the meal period may be waived by mutual consent of both the employer and employee. An employer may not employ an employee for a work period of more than 10 hours per day without providing the employee with a second meal period of not less than 30 minutes, except that if the total hours worked is no more than 12 hours, the second meal period may be waived by mutual consent of the employer and the employee only if the first meal period was not waived."]
  8. Labor Code 512(a).
  9. Labor Code 512(a).
  10. https://www.dir.ca.gov/dlse/FAQ_MealPeriods.htm.
  11. https://www.dir.ca.gov/dlse/FAQ_MealPeriods.htm.
  12. Labor Code section 226.7(c) ["If an employer fails to provide an employee a meal or rest or recovery period in accordance with a state law, including, but not limited to, an applicable statute or applicable regulation, standard, or order of the Industrial Welfare Commission, the Occupational Safety and Health Standards Board, or the Division of Occupational Safety and Health, the employer shall pay the employee one additional hour of pay at the employee s regular rate of compensation for each workday that the meal or rest or recovery period is not provided"]
  13. See Brinker Restaurant Corp. v. Superior Court (2012) 53 Cal.4th 1004.
  14. See Brinker Restaurant Corp. v. Superior Court (2012) 53 Cal.4th 1004.
  15. Id.; Bono Enterprises, In. v. Bradshaw (1995) 32 Cal.App.4th 968.
  16. Cal. Code of Regs., tit. 8, §§ 11010-11150(subd. 12(a))("Every employer shall authorize and permit all employees to take rest periods, which insofar as practicable shall be in the middle of each work period. The authorized rest period time shall be based on the total hours worked daily at the rate of ten (10) minutes net rest time per four (4) hours or major fraction thereof.").
  17. https://www.dir.ca.gov/dlse/FAQ_RestPeriods.htm.
  18. Cal. Code of Regs., tit. 8, §§ 11010-11150(subd. 12(a)).
  19. Brinker Restaurant Corp., v. Superior Court, 53 Cal.4th 1004, 1029 ["Employees are entitled to 10 minutes' rest for shifts from three and one-half to six hours in length, 20 minutes for shifts of more than six hours up to 10 hours, 30 minutes for shifts of more than 10 hours up to 14 hours, and so on."]
  20. Brinker Restaurant Corp., v. Superior Court, 53 Cal.4th 1004, 1029.
  21.  Cal. Code of Regs., tit. 8, §§ 11010-11150(subd. 12(a))["If an employer fails to provide an employee a rest period in accordance with the applicable provisions of this order, the employer shall pay the employee one (1) hour of pay at the employee's regular rate of compensation for each work day that the rest period is not provided."]
  22.   29 USC § 2601(b)(1), (2); see Ragsdale v. Wolverine World Wide, Inc. (2002) 535 US 81, 86.
  23.  29 U.S.C.A. § 2612; 29 C.F.R. § 825.701; Cal. Gov’t Code § 12945.2(p), (s).
  24.  29 U.S.C.A. § 2612(b); 29 C.F.R. § 825.202(c).
  25.  29 U.S.C.A. § 2611(2); 29 C.F.R. § 825.110.
  26.  29 C.F.R. § 825.207.
  27. Id.
  28.  29 U.S.C.A. § 2614(a); 29 C.F.R. §§ 825.214, 825.216.
  29.  Cal. Code Regs. tit. 2, § 11087.
  30.  Cal. Code Regs. tit. 2, § 11087(h); Cal. Gov’t Code § 12945.2(p) & (s).
  31. 2 Cal.C.Regs. § 11090(b).
  32. Cal. Code Regs. tit. 2, § 11087(e).
  33.  Cal. Code Regs. tit. 2, §§ 11092(b), 11089.
  34. Gov.C. § 12945.2(c)(3)(C); 2 Cal.C.Regs. § 11087(q).
  35. Cal. Code Regs. tit. 2, §§ 11035(h), 11037.
  36. Cal. Code Regs. tit. 2, § 11050(a)-(b).
  37.  Cal. Gov’t Code § 12945; Cal. Code Regs. tit. 2, § 11035(d), (f).
  38. Cal. Code Regs. tit. 2, § 11035(f).
  39.  Cal. Code Regs. tit. 2, §§ 11035(s), 11040, 11041, 11042.
  40.  Cal. Gov’t Code § 12945; Cal. Code Regs. tit. 2, § 11043.
  41.  Cal. Code Regs. tit. 2, § 11044(a).
  42.  Cal. Code Regs. tit. 2, §§ 11045(a), 11046(a), 11093(a), (c), (d).
  43.  Cal. Code Regs. tit. 2, §§ 11046(d), 11093(d).
  44. Cal. Code Regs. tit. 22, § 3303-1; Unemp. Ins. Code §§ 3301(a), 3302.
  45.  Unemp. Ins. Code §§ 3301(a)(1), (b), 2655; www.edd.ca.gov/pdf_pub_ctr/de2588.pdf.
  46.  Unemp. Ins. Code §§ 3300(b), 3303.1(b); Cal. Code Regs. tit. 22, § 3301(a)-1.
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