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INTRODUCTION

Use of material presented on this site is subject to the following terms and conditions. You agree to these terms and conditions by accessing this site.

NO LEGAL SERVICES OR ATTORNEY CLIENT RELATIONSHIP

Although this web site may provide general information concerning potential legal issues, it is not a substitute for legal advice from an attorney who knows the facts of your particular situation. You should not and are not authorized to rely on this web site as a source of legal advice. Your use of this site does not create any attorney-client relationship between you and Clark Law Group, PLLC.

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Information provided on this web site is provided “as is” without warranty of any kind, either express or implied, including without limitation warranties of merchantability, fitness for a particular purpose, or non-infringement. Clark Law Group, PLLC periodically adds, changes, improves, or updates the information and documents on this web site without notice. Clark Law Group, PLLC assumes no liability or responsibility for any errors or omissions in the content of this web site. Your use of this web site is at your own risk. Under no circumstances and under no legal theory shall Clark Law Group, PLLC or any other party involved in creating, producing, or delivering this web site’s contents be liable to you or any other person for any indirect, special, incidental, or consequential damages of any character arising from your access to, or use of, this web site.

COPYRIGHT

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COMMERCIAL USE OF Clark Law Group, PLLC WEB SITE MATERIALS AND SCREEN SHOTS

Reproduction, copying, or redistribution of materials on the Clark Law Group, PLLC web site for commercial purposes is prohibited without the express written permission of Clark Law Group, PLLC. To obtain permission to copy portions of this site, please e-mail us and provide the following information in the body of the email:

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We will evaluate your request and advise you as soon as possible. Clark Law Group, PLLC reserves the right to refuse permission to copy, distribute, broadcast, or publish any of its copyrighted material, including text and images on our web site.

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If you use any links in this web site to web sites not maintained by Clark Law Group, PLLC, you will leave the Clark Law Group, PLLC web site. The linked sites are not under the control of Clark Law Group, PLLC, and Clark Law Group, PLLC is not responsible for the contents of any linked site or any link contained in a linked site. Clark Law Group, PLLC provides these links to you only as a convenience and the inclusion of any link does not imply recommendation, approval or endorsement by Clark Law Group, PLLC of the site.

Contact Us


Clark Law Group, PLLC
Washington, DC
1100 Connecticut Ave, NW
Suite 920
Washington, DC 20036
Phone: (202) 293-0015
Fax: (202) 293-0115
Toll Free: 855-202-0011

Clark Law Group, PLLC
Chicago, IL
150 N. Wacker Drive
Suite 1925
Chicago, IL 60606
Phone: (312) 574-3420
Toll Free: 855-769-7500

Clark Weekly

Topic of the Week

Worker Classification: Independent Contractor or Employee

Knowing whether a worker is an employee or an independent contractor is important for both workers and employers. Any worker should understand how they are classified, and what it means. As an independent contractor, you may have more freedom to choose ho

Read more...

Blog of the Week

How Does the Passage of AB 5 in California Affect Me and Others in the Gig Economy?

Today Governor Gavin Newsom signed into law Assembly Bill 5. The untitled new law will have a significant impact on the gig economy in California. It will be increasingly difficult to lawfully classify California workers as independent contractors. With the exception of several significant carveouts, which I discuss below, the definition of “to employ” announced by the California Supreme Court last year in Dynamex v. Superior Court (2018) 4 Cal.5th 903 will define the relationship between the hired and the hirer moving forward. The core of the new law takes effect January 1, 2020.

Thought for the Week

"Workers lose basic protections like the minimum wage, paid sick days and health insurance benefits. Employers shirk responsibility to safety net programs like workers' compensation and unemployment insurance. Taxpayers are left to foot the bill," Reversing the trend of misclassification is a necessary and important step to improve the lives of working people."

–Gavin Newsom; California Gov.

List of the Week

from Workplace Fairness

Top Searches on Leaves this week: 

  • Sick Leave
  • Disability Leave
  • Paid Sick Leave
  • Family Medical Leave
  • Military Leave

 

 

 

 

Top Five News Headlines

  1. Even In A Competitive Labor Market, Little Vacation For Workers
  2. Low-wage workers gather to build power across sectors in the South
  3. Home care workers have a lousy job. A new bill in Congress aims to change that.
  4. BMW Loses Its Only Female Board Member as Head of HR Steps Down
  5. Marquez Brothers to Pay $2 Million to Settle EEOC Race Discrimination Suit