Marc Kroop | California Employment Lawyer

• California
• U.S. District Court Southern District of California
• U.S. District Court Central District of California
• U.S. Bankruptcy Court Southern District of California
• U.S. Bankruptcy Court Central District of California

• Willamette University College of Law, Salem, Oregon
• Juris Doctor –
  1993
• Honors: Senior Law Clerk, Daniel Ellis, Chief Judge

In February 2017, after more than 9 years of litigation and two appeals, we received final approval for a class action settlement. Initially, the case was filed against a trucking company on behalf of a class of Local Hourly Drivers who were denied adequate meal/rest breaks. We viewed the lack of adequate meal/rest periods as a public safety issue. Our work on the case has resulted in improved conditions not only for truck drivers in the state of California, but as well, as all Californian's who travel the same roads as these truck drivers.

Since our firm's inception in June 1999, we have placed a premium on responsiveness to our clients and their concerns. We return all client calls/inquiries within 24 hours, my clients have access to me through my office phone, personal cell phone and email.

I believe it is important for a client to meet directly with an attorney. That is why we offer free initial consultations in our office. A client should judge the attorney's level of professionalism in that one on one meeting and also conduct independent research on line to determine what other former clients are saying about the attorney.

Many of the files we handle are referrals from other attorneys. A large number of those referrals come directly from defense counsel whom have opposed us on various cases and appreciate our professionalism and excellent work.

The purpose of the consultation is to review any relevant client documents as well as any information told to us directly by the client. We then provide the client with information on their possible claims as well as an estimate of what we believe we can do to help.

In order to provide a proper iniitial consultation, we like to have the client provide us with relevant documents, including any offer letter, performance review(s), disciplinary action(s), recent itemized wage statement, written grievances by the client, responses to any grievances by the employer, letter or form providing a reason for the termination, or other written agreements or arbitration agreement. If the client does not have these documents in their possession, it is not a concern. We can make a request for personnel/pay records directly from the employer.

Our firm is differentiated from other firms providing the same or similar services in that we utilize a team approach to our cases. All four partners in our office provide input on the cases we handle. We do not work with associates or paralegals. Every case is professionally handled by our team of attorneys with a minimum of 20 years experience in employment law.

Our reward is ensuring that our clients are adequately compensated for their losses, and that our clients all make responsible decisions about their case with our guidance. In every case, we provide our client a voice and an opportunity for our client to stand up for him/herself in response to adverse circumstances.

Outside the practice of law, my partners and I all have families and we are committed to the success of our wives, partners and children.

The attorneys in our firm are all family people involved in the community. We have generously donated our time coaching little league, recreational soccer or other sports for our respective children. We support legal organizations such as the California Employment Lawyers Association as well as the local county bar associations where we practice. We have generously donated to charity events supported by our colleagues, vendors and even opposing counsel upon their request.