- Available 24 hours a day, 7 days a week
- - SE HABLA ESPAÑOL
- Available 24 hours a day, 7 days a week
- - SE HABLA ESPAÑOL
Fired without cause, harassed at work, owed unpaid overtime, or short-paid in your final check? Workers in Redondo Beach hire the firm when the dispute needs a real result, not a brush-off.
NYU Law & NYU Stern · Skadden & Latham alumni · No-charge consultation · Employees only, contingency fee
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Were you fired, pushed out, discriminated against, harassed, or retaliated against on a Redondo Beach job? Maybe you reported something illegal. Maybe you asked for medical leave or a disability accommodation. Maybe you complained about harassment and the write-ups started the next week. Maybe you are owed unpaid overtime, missed meal and rest breaks, or tips the employer pocketed. If any of that lines up with what happened, California law was on your side and the employer broke it. The firm pursues the employers that cross the line. Recoverable items include lost pay, emotional-harm damages, unpaid wages and Labor Code penalties, and attorneys’ fees paid by the employer rather than carved from the worker’s recovery. Punitive damages stack where the conduct was malicious. Simon Moshkovich — NYU Law, former Skadden and Latham — handles every Redondo Beach intake personally and gives a same-day yes or no.
Mercer Legal Group is a California-based employment law firm representing employees only, with no corporate-defense engagements on the books. Every matter gets one screening question: do the facts and the documents support a verdict at trial? Cases that meet that bar draw a senior attorney for the full life of the file. Cases that do not get an honest answer the same day. Intakes from Redondo Beach and the wider South Bay reach Simon Moshkovich directly.
California gives workers some of the broadest workplace protection in the country, and the rules sit far above the federal floor. An employer cannot fire, demote, cut hours, push out, or otherwise punish you for reporting harassment or discrimination — whether you experienced it yourself or witnessed it happen to a coworker. Protected categories under FEHA include race, color, ancestry, national origin, religion, sex, gender identity or expression, sexual orientation, pregnancy, age (40 and over), disability, medical condition, genetic information, marital status, and military or veteran status. Asking for a reasonable disability or pregnancy accommodation is protected. Taking and returning from CFRA or PDLL leave is protected. Reporting unsafe working conditions, wage theft, or anything reasonably believed to be illegal — internally or to a regulator — is protected under Labor Code section 1102.5. Refusing to participate in fraud, false billing, or a cover-up is protected. Filing a workers’ compensation claim is protected. Wage theft is its own track: unpaid overtime, missed meal and rest breaks, off-the-clock work, withheld tips, and miscounted hours each carry their own statutory penalties under the Labor Code.
A successful California employment case turns the harm into recoverable categories the worker can claim. Back pay covers wages, commissions, bonuses, equity vesting, and benefits lost from the violation date through judgment. Front pay covers future earnings when the firing or forced exit measurably damaged the career trajectory. FEHA emotional-distress damages run uncapped under California law and apply to discrimination, harassment, and retaliation claims. Unpaid wages, overtime, missed-break premiums, and Labor Code penalties stack on top of the FEHA recovery. Punitive damages apply where the employer acted with malice, oppression, or fraud — California juries are not shy about them where the documents tell the story. Attorneys’ fees and costs go to the employer on a plaintiff win, so the verdict itself stays with the worker. The firm runs every matter on contingency. The clock matters: most claims expire within one to three years, and severance with a broad release should not be signed before a legal call — California’s Silenced No More Act voids many of those releases when discrimination, harassment, or retaliation underlie the separation.
Free, confidential review for workers in Redondo Beach. The firm gives a same-day read on whether the claim has a real path and what it is worth pursuing.
The firm does not negotiate from hope. It negotiates from evidence. Step one is preservation: a written letter to the employer locking down emails, Slack and Teams threads, calendar invites, pay stubs, schedules, performance reviews, and HR records connected to the dispute. The worker’s own copies — personal-account messages, screenshots, contemporaneous notes — get pulled into the file the same week. Step two is the agency filing: California Civil Rights Department, the EEOC, or the Labor Commissioner depending on the claim mix, so the statute of limitations stops running. Once the matter is in litigation, the firm pulls the employer-side record: HR files, decision-maker emails, prior complaints against the same supervisor, payroll history, pattern evidence. Then comes the deposition plan — the people who actually made the decision are put on the record, and their version tends not to survive contact with their own internal documents. Strong cases settle on strong terms. The cases that do not settle go to a Los Angeles County jury.
Most plaintiff-side employment firms run on volume — hundreds of open matters, rotating associates, settlement-by-assembly-line. That model serves the firm. It serves less well the worker whose career is on the line. The firm runs the opposite playbook. A small active caseload by design. Simon Moshkovich reads every intake personally, and the same senior attorney handles the demand letter, the discovery, the depositions, and the trial if it gets that far. No defense-side clients on the books, so there is no quiet alignment with the South Bay employers the firm would need to sue. And a real filter at intake — when the firm takes a case, the documents support a verdict.
Recent California employment matters the firm has resolved. Each Redondo Beach-area case turns on its own facts and timing — prior outcomes do not guarantee future results.
A long-tenured analyst was reassigned and then replaced by a hire more than two decades younger shortly after an internal reorganization. Discovery surfaced internal emails about the team’s need to “get younger.” The matter resolved for substantial front pay, back pay, and attorneys’ fees.
A worker reporting persistent inappropriate conduct by a senior colleague had every internal complaint documented but unaddressed by HR. Termination followed under a pretextual performance rationale. The matter resolved after mediation with a confidential payment.
A senior team lead at a Southern California logistics company escalated wage-and-hour concerns through internal channels and was terminated weeks later under a stated performance reason that did not appear in any prior review. Discovery uncovered edited supervisor records that contradicted the rationale. The case resolved confidentially in the seven figures before trial.
Call (818) 538-3458 or send a note through the contact form. A two- or three-sentence summary — termination, harassment, a wage problem, retaliation — is enough to get the call set. Anything shared stays confidential whether or not the firm ends up representing you.
Simon or a senior attorney works through the facts on the call and gives a direct read: viable claim or not, the realistic damages range, and the defense the employer is most likely to raise. No pitch, no upsell.
If the case has merit, a written preservation memo goes out within days — what to save, what to stop doing, what to say if HR or a manager calls. When a deadline is near, the agency filing goes out the same week.
Once the file is built, the path is the worker’s call: accept the best settlement the record will support, or take it to trial in Los Angeles County Superior Court. Either route rests on the documents.
Free case review. Every Redondo Beach intake lands on Simon Moshkovich’s desk for a yes-or-no read.
