Advocating for Employees Only

The Law Office of John R. Crone, LLC

Advocating for Employees Only


Assisting employees in resolving all employment related issues

John R. Crone has fought for the rights of employees in nearly every conceivable stage of employment - termination, hiring, discipline and in negotiating contracts or severance agreements. When one’s livelihood is at risk, the outcome of the dispute is critical and the nature of the dispute resolution process often dictates whether personal and professional relationships may be maintained or repaired. Mr. Crone is aware that an employment related dispute is more than just dollars and cents, it encompasses the whole of one’s daily life. Therefore, every client and every case is handled with consideration of the many variables that inform a successful outcome. Fair, ethical, and efficient resolutions are always sought.

Mr. Crone only represents employees, whether employed in the private or public sector. Whatever issue you are facing - from seeking compensation for unpaid overtime to struggling to respond to proposed discipline by a government entity - chances are that Mr. Crone has helped resolve a similar dispute. Retaining an attorney can be daunting but finding one that will properly advocate for your interests is critical. To that end, one of Mr. Crone’s guiding principles is that understanding of the law is not reserved for lawyers and judges. Rather, Mr. Crone wants every client to understand the why behind any strategy and result.

Consultations are always free, and if Mr. Crone is unable to assist, referrals are freely given.




4550 E Cherry Creek Drive South, #1003
Glendale, CO 80246

(303) 598-3526

Areas of Practice

Wage and Hour

Wage and hour disputes often take the form of: “I worked, you didn't pay me.” Of course, the issues are usually complicated by questions such as: whether or not an individual is exempt from overtime pay; whether or not an individual is paid for travel time; and whether or not an individual is properly classified as an independent contractor.

Other questions often arise around termination or voluntary separation. How long does my employer have to issue my final check? What about payment of vacation time? What does the law say versus common wisdom, for example, does an employee have to give two weeks notice prior to quitting? Mr. Crone has helped numerous clients navigate these issues and more.


Most people are generally aware that employers are not allowed to discriminate on the basis of race, gender or age. But what does that mean exactly? What other bases are prohibited? When the United States Congress passed the Civil Rights Act of 1964, which included prohibitions on discrimination in employment, it was a landmark achievement in ensuring that employees were protected from various forms of discrimination. However, courts have interpreted the law in ways which have added layers of nuance to when and how an employee may assert a complaint based on unlawful discrimination (including unlawful retaliation for reporting or opposing discriminatory acts).

And some employees may seek additional protection under state law, while some employees, e.g., federal employees, may need to utilize a completely distinct procedure for dispute resolution.

While claims of discrimination are often correctly characterized as complex, they are by no means incapable of resolution. Mr. Crone has handled many such claims and welcomes your questions and inquiries.


Contracts, including agreements that appear to be contracts but may fall short of the legal definition, are peppered throughout many employer-employee relationships. Whether you signed a document titled “Employment Agreement,” or signed a document acknowledging receipt of an employee handbook or set of personnel policies and procedures, many employers contractually obligate themselves or make promises to their employees. This can be done for various reasons including improved employee retention and recruitment. Sometimes employers wish to bind certain employees to non-compete or confidentiality agreements.

In any event, many employees sign voluminous pre-employment or “on boarding” paperwork only to receive threatening letters alleging breach or accrual of other legal liability when they attempt to move between employers. Whether you are faced with trying to understand an initial employment contract, need assistance negotiating a proposed severance agreement, or have been accused of violating a non-compete or confidentiality agreement, Mr. Crone has assisted numerous clients overcome these hurdles.


Far and away the best prize that life offers is the chance to work hard at work worth doing.
— Theodore Roosevelt (1903)

The National Trial Lawyers