McLellan Law Group, LLP

Call Directions Website

McLellan Law Group, LLP Efficient Strategies, Tireless Effort. One complimentary initial consultation — https://www.mclellanlawgroup.com
(1)

We help Silicon Valley businesses, employees, and families navigate employment, business, real estate, and trust & probate matters.

09/18/2026

More than 150,000 tech jobs have been cut in 2026 so far. What's changed isn't just the number; it's the reason companies give. In January, AI was cited as a factor in about 7% of layoffs; by May, that number had jumped to 40%.

That shift matters more than it might seem. When a company cites AI as the reason for a layoff, that explanation can affect how a severance agreement is framed, what release language looks like, and whether the stated reason actually matches what happened internally. Companies don't always change their real reasons for layoffs as quickly as they change their explanations.

If your layoff was framed around AI, automation, or restructuring, it's worth having someone look at your severance agreement before you sign, not after.

One complimentary initial consultation ⬇️
https://www.mclellanlawgroup.com/contact-us



ADVERTISING MATERIAL DISCLAIMER - This communication is an advertisement for legal services by McLellan Law Group, LLP. The content is intended for informational purposes only and should not be construed as legal advice. Each case and its facts are unique, and the outcomes mentioned in this advertisement, if any, are not guarantees of future results. Responsible Lawyer: Claire Melehani, Esq., 20665 4th Street, Suite 202, Saratoga, CA 95070.

09/18/2026

More than 150,000 tech jobs have been cut in 2026 so far. What’s changed isn’t just the number; it’s the reason companies give. In January, AI was cited as a factor in about 7% of layoffs; by May, that number had jumped to 40%.

That shift matters more than it might seem. When a company cites AI as the reason for a layoff, that explanation can affect how a severance agreement is framed, what release language looks like, and whether the stated reason actually matches what happened internally. Companies don’t always change their real reasons for layoffs as quickly as they change their explanations.

If your layoff was framed around AI, automation, or restructuring, it’s worth having someone look at your severance agreement before you sign, not after.

One complimentary initial consultation. Link in bio.



ADVERTISING MATERIAL DISCLAIMER - This communication is an advertisement for legal services by McLellan Law Group, LLP. The content is intended for informational purposes only and should not be construed as legal advice. Each case and its facts are unique, and the outcomes mentioned in this advertisement, if any, are not guarantees of future results. Responsible Lawyer: Claire Melehani, Esq., 20665 4th Street, Suite 202, Saratoga, CA 95070.

09/16/2026

Severance agreements are designed to be signed quickly. That's not an accusation; it's just how they're built: a lump sum, a deadline, and a lot of legal language most people skim past to get to the number.

A few things worth actually reading first: what claims you're being asked to release, not just for this job, but potentially for anything related to your employment. Any confidentiality or non-disparagement terms, and what they'd actually restrict you from saying. And how much time you're being given to decide. If you're 40 or older, federal law generally requires at least 21 days to review, or 45 days if it's part of a group layoff, regardless of what the paperwork implies about urgency.

None of this means the agreement is unfair. It means it's worth reading like a contract, because it is one.

One complimentary initial consultation ⬇️
https://www.mclellanlawgroup.com/contact-us



ADVERTISING MATERIAL DISCLAIMER - This communication is an advertisement for legal services by McLellan Law Group, LLP. The content is intended for informational purposes only and should not be construed as legal advice. Each case and its facts are unique, and the outcomes mentioned in this advertisement, if any, are not guarantees of future results. Responsible Lawyer: Claire Melehani, Esq., 20665 4th Street, Suite 202, Saratoga, CA 95070.

09/16/2026

Severance agreements are designed to be signed quickly. That’s not an accusation; it’s just how they’re built: a lump sum, a deadline, and a lot of legal language most people skim past to get to the number.

A few things worth actually reading first: what claims you’re being asked to release, not just for this job, but potentially for anything related to your employment. Any confidentiality or non-disparagement terms, and what they’d actually restrict you from saying. And how much time you’re being given to decide. If you’re 40 or older, federal law generally requires at least 21 days to review, or 45 days if it’s part of a group layoff, regardless of what the paperwork implies about urgency.

None of this means the agreement is unfair. It means it’s worth reading like a contract, because it is one.

One complimentary initial consultation. Link in bio.



ADVERTISING MATERIAL DISCLAIMER - This communication is an advertisement for legal services by McLellan Law Group, LLP. The content is intended for informational purposes only and should not be construed as legal advice. Each case and its facts are unique, and the outcomes mentioned in this advertisement, if any, are not guarantees of future results. Responsible Lawyer: Claire Melehani, Esq., 20665 4th Street, Suite 202, Saratoga, CA 95070.

09/14/2026

This year has seen some of the largest tech layoffs in recent memory, often alongside record financial results.

Cisco reported record fiscal third-quarter revenue of $15.8 billion, up 12% year over year, according to the company's own earnings release, then announced cutting close to 4,000 jobs the same day. In California specifically, WARN Act filings show 471 positions eliminated across three Bay Area offices.

Oracle has cut roughly 21,000 positions over the past year, according to the company's own disclosures, citing AI adoption as a driver. Amazon eliminated approximately 16,000 corporate roles in January, per its own announcement.

If you were part of a mass layoff this year, at any of these companies or elsewhere, it's worth checking your notice for two things: did it give the required 60 days, and did it include the newer content requirements California added this year, like Local Workforce Development Board information and CalFresh details. A notice can hit one requirement and miss the other.

We're not saying any specific company got this wrong. We're saying most people never check either one, and it's worth five minutes to find out.

One complimentary initial consultation ⬇️
https://www.mclellanlawgroup.com/contact-us



ADVERTISING MATERIAL DISCLAIMER - This communication is an advertisement for legal services by McLellan Law Group, LLP. The content is intended for informational purposes only and should not be construed as legal advice. Each case and its facts are unique, and the outcomes mentioned in this advertisement, if any, are not guarantees of future results. Responsible Lawyer: Claire Melehani, Esq., 20665 4th Street, Suite 202, Saratoga, CA 95070.

09/14/2026

This year has seen some of the largest tech layoffs in recent memory, often alongside record financial results.

Cisco reported record fiscal third-quarter revenue of $15.8 billion, up 12% year over year, according to the company’s own earnings release, then announced cutting close to 4,000 jobs the same day. In California specifically, WARN Act filings show 471 positions eliminated across three Bay Area offices.

Oracle has cut roughly 21,000 positions over the past year, according to the company’s own disclosures, citing AI adoption as a driver. Amazon eliminated approximately 16,000 corporate roles in January, per its own announcement.

If you were part of a mass layoff this year, at any of these companies or elsewhere, it’s worth checking your notice for two things: did it give the required 60 days, and did it include the newer content requirements California added this year, like Local Workforce Development Board information and CalFresh details. A notice can hit one requirement and miss the other.

We’re not saying any specific company got this wrong. We’re saying most people never check either one, and it’s worth five minutes to find out.

One complimentary initial consultation. Link in bio.



ADVERTISING MATERIAL DISCLAIMER - This communication is an advertisement for legal services by McLellan Law Group, LLP. The content is intended for informational purposes only and should not be construed as legal advice. Each case and its facts are unique, and the outcomes mentioned in this advertisement, if any, are not guarantees of future results. Responsible Lawyer: Claire Melehani, Esq., 20665 4th Street, Suite 202, Saratoga, CA 95070.

09/11/2026

Retaliation is one of the hardest things to prove — and one of the easiest things to sense.

To make a retaliation claim, you generally have to show three things: you engaged in a protected activity (reporting harassment, filing a wage complaint, requesting a disability accommodation, taking protected leave), your employer took an adverse action against you (not just firing — demotion, a sudden pay cut, reduced hours, a hostile shift in treatment), and a connection between the two.

That connection is usually the hardest part to prove. As of 2024, California made this easier for certain claims: if you engaged in specific protected activity, like whistleblowing or raising a wage or equal-pay complaint, and your employer takes adverse action within 90 days, the law presumes it was retaliation. Your employer still gets a chance to explain it, but now they have to.

If your claim involves whistleblowing specifically, reporting a legal violation to your employer, a government agency, or law enforcement, the standard is even more favorable. You only need to show your protected activity was a contributing factor, not the main reason. From there, your employer has to prove otherwise by clear and convincing evidence, a notably high bar.

If the timing of what happened to you feels like more than a coincidence, it's worth having someone who knows this framework take a look.

One complimentary initial consultation⬇️
https://www.mclellanlawgroup.com/contact-us



ADVERTISING MATERIAL DISCLAIMER - This communication is an advertisement for legal services by McLellan Law Group, LLP. The content is intended for informational purposes only and should not be construed as legal advice. Each case and its facts are unique, and the outcomes mentioned in this advertisement, if any, are not guarantees of future results. Responsible Lawyer: Claire Melehani, Esq., 20665 4th Street, Suite 202, Saratoga, CA 95070.

09/11/2026

Retaliation is one of the hardest things to prove — and one of the easiest things to sense.

To make a retaliation claim, you generally have to show three things: you engaged in a protected activity (reporting harassment, filing a wage complaint, requesting a disability accommodation, taking protected leave), your employer took an adverse action against you (not just firing — demotion, a sudden pay cut, reduced hours, a hostile shift in treatment), and a connection between the two.

That connection is usually the hardest part to prove. As of 2024, California made this easier for certain claims: if you engaged in specific protected activity, like whistleblowing or raising a wage or equal-pay complaint, and your employer takes adverse action within 90 days, the law presumes it was retaliation. Your employer still gets a chance to explain it, but now they have to.

If your claim involves whistleblowing specifically, reporting a legal violation to your employer, a government agency, or law enforcement, the standard is even more favorable. You only need to show your protected activity was a contributing factor, not the main reason. From there, your employer has to prove otherwise by clear and convincing evidence, a notably high bar.

If the timing of what happened to you feels like more than a coincidence, it’s worth having someone who knows this framework take a look.

One complimentary initial consultation. Link in bio.



ADVERTISING MATERIAL DISCLAIMER - This communication is an advertisement for legal services by McLellan Law Group, LLP. The content is intended for informational purposes only and should not be construed as legal advice. Each case and its facts are unique, and the outcomes mentioned in this advertisement, if any, are not guarantees of future results. Responsible Lawyer: Claire Melehani, Esq., 20665 4th Street, Suite 202, Saratoga, CA 95070.

We can't promise a raise. But we can help you check if you're already owed one.Unpaid overtime. Missed meal and rest bre...
09/10/2026

We can't promise a raise. But we can help you check if you're already owed one.

Unpaid overtime. Missed meal and rest breaks. Being misclassified as exempt when you're not. These aren't rare — they're some of the most common ways California employees end up owed money they never see, often for years without realizing it.

California generally gives you up to three years to recover unpaid wages, sometimes longer depending on the violation. So even if nothing feels wrong right now, it's worth knowing what to watch for.

If something about your paycheck has never quite added up, it's worth having someone take a look.

One complimentary initial consultation ⬇️
https://www.mclellanlawgroup.com/contact-us



ADVERTISING MATERIAL DISCLAIMER - This communication is an advertisement for legal services by McLellan Law Group, LLP. The content is intended for informational purposes only and should not be construed as legal advice. Each case and its facts are unique, and the outcomes mentioned in this advertisement, if any, are not guarantees of future results. Responsible Lawyer: Claire Melehani, Esq., 20665 4th Street, Suite 202, Saratoga, CA 95070.

We can’t promise a raise. But we can help you check if you’re already owed one.Unpaid overtime. Missed meal and rest bre...
09/10/2026

We can’t promise a raise. But we can help you check if you’re already owed one.

Unpaid overtime. Missed meal and rest breaks. Being misclassified as exempt when you’re not. These aren’t rare — they’re some of the most common ways California employees end up owed money they never see, often for years without realizing it.

California generally gives you up to three years to recover unpaid wages, sometimes longer depending on the violation. So even if nothing feels wrong right now, it’s worth knowing what to watch for.

If something about your paycheck has never quite added up, it’s worth having someone take a look.

One complimentary initial consultation. Link in bio.



ADVERTISING MATERIAL DISCLAIMER - This communication is an advertisement for legal services by McLellan Law Group, LLP. The content is intended for informational purposes only and should not be construed as legal advice. Each case and its facts are unique, and the outcomes mentioned in this advertisement, if any, are not guarantees of future results. Responsible Lawyer: Claire Melehani, Esq., 20665 4th Street, Suite 202, Saratoga, CA 95070.

Address

Esq. , 20665 4th Street, Suite 202
Saratoga, CA
95070

Telephone

+16503831266

Website

Alerts

Be the first to know and let us send you an email when McLellan Law Group, LLP posts news and promotions. Your email address will not be used for any other purpose, and you can unsubscribe at any time.

Shortcuts

Share

Category