World Class Business Connections
- We care about your case
- We are willing to do whatever it takes to help you win
- We understand how to win major trials
- We get results
- We are experienced trial attorneys
- We have a nurse on staff for cases involving medical issues
- We give back to the community
- We know how important your case is to your life
- We take the time to get to know you and your case
Testimonials
R.R.
“Thanks so much for your help and hard work on my case! I was very pleased with the outcome. I will recommend your firm in the future. Thanks again!”
L.J.
Just a note of thanks everything you all did for me. I am blessed. My life is heading in a better direction. I can’t thank you all enough.
Lawrence Pollister
I wanted to take this time to personally thank you and your legal team for helping me through the most difficult time of my life. You and Pam Forness are miracle workers. Rest assured, you will have my glowing recommendation to anyone seeking legal assistance.
K.T.
Thanks a bunch for helping me through the court deal. I don’t really know what else to say. But thanks a ton…again.
Testimonial from: A
Hi Melanie,
On behalf of the Chamber and Ahwatukee Business Development attendees, thank you very much for the time you spent with us this morning.
Giving attention to each attendee, their business and goals was a perfect learning experience for all as we were impressed with your advice for each individual situation.
Thanks again.
Testimonial from: A.S.
I am so thankful for all of your hard work and dedication to my case. Your law Office was very helpful whenever I had a question. You showed concern, even before I was your client. There are no words that can describe what the outcome of my case has done for me and my family. Thanks again for your hard work, dedication, and expertise.
Testimonial from: R.R.
Thanks so much for your help and hard work on my case! I was very pleased with the outcome. I will recommend your firm in the future. Thanks again!
A.C.
“I trust and have faith in your legal expertise to do the best for my son.”
“Much love and kindness to everyone there at the office and especially to the finest attorney’s I know.”
Testimonial from: L.P.
I cannot thank you enough for the miracle you and your hard working legal team performed for me. Your associate attorney was an amazing attorney and could not have done a better job explaining everything to me and representing my case to the judge. Prior to retaining your firm for my case I was so overcome with emotions regarding my impending legal issues I had lost all hope and faith in myself.
The second you entered the room during our interview I was immediately relieved as you exuded strength, wisdom, power and confidence. You looked me right in the eyes, told me everything was going to be okay-giving me my hope back and imbuing me with confidence. But most importantly, you delivered. You changed my life and I have been given a second chance. Thank you for literally saving my life.
Testimonial from: A.T.
Melanie and her staff were very helpful with the whole process. They did a great job on keeping me up to date and handling the paperwork for me. They worked very hard and I would gladly recommend Oracle Law Group to anyone whom has received a DUI. Thanks for everything.
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Oracle Law Group has won over $100 million in compensation for personal injury clients:
Important Business Law Changes in 2016
The buzz around the U.S. Department of Labor’s changes to the federal overtime regulations has been hard to ignore. The changes, which go into effect on December 1, 2016, are estimated to extend overtime pay protections to approximately 4 million workers within the first year of their implementation. But what exactly are the changes that will be happening in December? Here’s a closer look at the Department of Labor’s “Final Rule.”
In 2014, President Obama directed the Department of Labor to update the regulations governing the exemption of executive, administrative, and professional employees from the protections of the Fair Labor Standards Act (“FLSA”). According to the FLSA, employees should be compensated at their overtime rate for all hours worked over 40, unless they meet one of the exemptions. The last time the Department of Labor updated these exemptions was 2004. These new changes focus on updating the salary and compensation levels needed for executive, administrative, and professional workers to be
What Business Laws ARE Changing?
The Standard Salary level
The Compensation Requirement for Highly-Compensated Employees
Currently, in order to be exempt from overtime pay, an employee must be paid a minimum specified amount. Previously, that amount was $455 per week. However, the new rule changes the minimum specified amount to $913 per week, or $47,476 annually. This means that more middle-class Americans will be eligible for overtime pay.
Another exemption under the FLSA is the highly-compensated employee exemption. This exemption says that workers who earn a total annual compensation of $100,000 or more, whose primary duty includes office or non-manual work, are exempt from overtime pay.
This new rule disallows highly-compensated from receiving overtime pay.
Automatic Updating
What Business Laws are NOT Changing?
Finally, the new rule establishes a mechanism to automatically update the salary and compensation levels every three years in an effort to keep the levels at a level that will be helpful and effective. This part of the new rule will start on January 1, 2020, and the rates will be updated every 3 years from then.
There are no changes to the standard duties test for the exemption of executive, administrative, and professional employees. The current test of what the employee’s “primary duty” is will continue to be used. This includes examining whether the employee’s “primary” duties include managing a department or employees, exercising discretion and independent judgment, or performing work that requires advanced knowledge in a field of science or learning.
What are Options for Phoenix Employers for the Changes to the Salary Level?
Given these various changes and their wide-ranging effect, employers have two main options available to them in order to stay in compliance: (1) employers can raise salaries to maintain the exemption; or (2) pay current salaries with overtime after 40 hours, reorganize workloads, adjust schedules, and spread work hours