Lawrence is a recognized California expert in civil litigation, employment, wage-and-hour, and non-profit law. Trained in mediation and conflict resolution at Pepperdine Law School’s Strauss Institute for Dispute Resolution and Phoenix Strategies, Mr. Glasner has mediated significant cases to win-win solutions for parties ranging from individuals to major international NGOs. As a private attorney, he mediated over 400 litigated cases to successful resolution representing plaintiffs and defendants in employment, personal injury, defamation, elder abuse, business, and other civil matters, including class actions.
Martindale-Hubbell, a certification signifying a lawyer’s peers rank him at the highest level of professional excellence, and ethics rated Lawrence AV Preeminent. He is a Northern and Southern California Super Lawyer, placing him in his field's top 5% of attorneys. He was also named a Los Angeles Magazine Top Lawyer in recognition of excellence and achievements by the legal community.
He is a member of the California Bar Association and an attorney licensed to practice in California. He was a leading California employment, tort, and business lawyer for over twenty-five years, litigating cases in State and Federal Court and advising non-profit clients.
Lawrence earned an M.B.A. in International Business from the University of Southern California, where he was a Rockwell International Fellow, and a Juris Doctorate from the Pepperdine University School of Law. He is a former U.S. Presidential Appointee in the United States Merit Systems Protection Board, where he served as Executive Assistant to the Chair, the Hon. Herbert E. Ellingwood.
He and his wife, Tamara, have been married since 1983 and have three daughters and two grandchildren. He studied percussion with the late Walter Rosenberger of the N.Y. Philharmonic, is an audiophile and music lover, and plays the piano, guitar, and drums. He speaks some French, German, and Japanese.
- Employment Law
- Employee Benefits, Employment Contracts, Employment Discrimination, Overtime & Unpaid Wages, Sexual Harassment, Whistleblower, Wrongful Termination
- Arbitration & Mediation
- Business - Arbitration/Mediation, Consumer - Arbitration/Mediation
- Mediation, Dispute Resolution, Workplace Investigations, Training
- Free Consultation
- Credit Cards Accepted
- California
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- English: Spoken, Written
- French: Spoken, Written
- German: Spoken
- Senior Partner
- Glasner Employment Law & Mediation
- - Current
- Partner
- Rehwald Glasner & Chaleff
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- Employment and Business Litigation.
- Pepperdine University School of Law
- J.D. (1989)
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- University of Southern California
- MBA (1982)
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- Honors: Rockwell International Fellow
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- Oral Roberts University
- B.S. (1980)
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- Honors: magna cum laude
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- AV Preeminent
- Martindale-Hubble
- 10.0 Rating
- Justia Inc
- Northern California Super Lawyer
- Super Lawyers
- Southern California Super Lawyer
- Super Lawyers
- Top Attorney
- Los Angeles Magazine
- Coalition Against Slavery and Human Trafficking
- Board of Advisors
- - Current
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- California State Bar # 142677
- Member
- - Current
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- What Are the Real Costs of Trying Your Case?
- Glasner Employment Law & Mediation Blog
- When Is the Optimal Time to Hire a Mediator to Help Resolve Your Case?
- Glasner Employment Law & Mediation Blog
- Civil Rights Litigation Update
- Human Trafficking 101
- Survey of State and Federal Anti-Discrimination Laws, Title VII and FEHA
- Primer on Slavery and Human Trafficking, Civil Rights Update
- Neo Nazi Hate Crime Trial, Press Conference
- Civil Remedies in Human Trafficking Cases, Human Rights Seminar
- Litigating the Human Trafficking Case, Employment Law Section Webinar
- State Bar of California
- Mediating the Litigated Case
- Pepperdine Law School
- Q. how would I approach age & bulling in the work force? it's been brought to management. no resolution has taken place.
- A: I would only add to Mr. Pederson's answer below is that California employers with over fifty employees must provide two hours of sexual harassment training every other year to supervisors and managers. The training must include abusive conduct prevention, in other words, bullying in the workplace.
What is workplace bullying? The Workplace Bullying Institute describes it as: Repeated, health-harming mistreatment of employees at work. It falls into one of the following three categories:
1. Threatening, humiliating, or intimidating workplace behavior.
2. Work interference/sabotage of the person’s work performance.
3. Verbal abuse.
- Q. Would the fact I'm 60 yrs old and quit a job I love with good pay to being unemployed,show believability of toxic wplce?
- A: I agree with Maya's response below. Bullying alone may not be enough to prove age discrimination. Evidence that your boss bullied and intimidated you because of your age to force you to quit is essential. You should discuss the details of your case with an experienced employment law attorney.
- Q. What is declaratory judgement and what is an example of it?
- A: A declaratory judgment is a legal judgment issued by a court that declares parties' rights, duties, or obligations in a legal dispute without ordering any specific action or awarding monetary damages. Essentially, the court issues a legal opinion to clarify the legal rights and responsibilities of the parties involved in a dispute.
Declaratory judgments are commonly used when parties disagree about interpreting a contract, a statute, or applying a law to a particular situation. For example, suppose two parties are in a dispute over interpreting a contract. In that case, either party can ask the court to issue a declaratory judgment to clarify the meaning of the disputed contract provision. ... Read More
