- Available 24 hours a day, 7 days a week
- - SE HABLA ESPAÑOL
- Available 24 hours a day, 7 days a week
- - SE HABLA ESPAÑOL
Ended from a Beverly Hills-area role after exercising a right your employer would rather you hadn’t? We file claims against California employers and take the cases we’re willing to try.
NYU Law · Former Skadden, Arps · Latham & Watkins · No-cost first consultation · Plaintiff-side counsel
Or call us directly
Were you fired in Beverly Hills for a reason that doesn’t sit right? Maybe you reported harassment or discrimination. Maybe you asked for medical leave or a disability accommodation. Maybe you refused to do something you knew was illegal — or spoke up about something the company wanted kept quiet. If any of that was the real reason you were let go, California law was on your side, and your employer broke it. We go after employers who cross the line. You can recover your lost pay, money for the emotional toll, and attorneys’ fees — paid by them, not you. In serious cases, punitive damages on top. Simon Moshkovich — NYU Law, former Skadden and Latham — personally handles every intake. If your case has merit, we’ll tell you straight. If it doesn’t, we’ll tell you that too. When we take your case, we’re not here to settle cheap — we’re here to win it.
Simon Moshkovich founded Mercer Legal Group on a specific bet: that a small employee-side firm, doing fewer cases and preparing each one for trial, would beat a volume shop every time. That’s how we work. Only employees — never employers, never mixed loyalties. Every intake personally reviewed by Simon. Cases built the way the big defense firms he used to work at build them, but for the plaintiff.
California employment law is built on the assumption that employers will look for room to fire people, and employees need statutory floors to push back. FEHA sets those floors — termination cannot be based on age over 40, race, religion, national origin, sex, pregnancy, disability, medical condition, sexual orientation, gender identity, or marital status. Labor Code 1102.5 protects whistleblowing. CFRA protects medical leave. What actually shows up in Beverly Hills-area executive exits is more subtle than a direct violation: the reorg that only eliminates one role, the performance write-up that lands two weeks after a complaint, the sudden severance offer tied to a release that has to be signed within seven days. Those patterns are exactly what litigation surfaces — and they’re exactly what California’s plaintiff-side statutes were written to address.
California wrongful-termination damages are structured to compensate both the economic loss and the conduct of the employer. For Beverly Hills-area executives, the back pay number is often the largest category — base salary, bonus, RSU and PSU vesting schedules, deferred compensation, health and executive benefits, 401k match, commissions — calculated from termination date through judgment. Front pay covers post-judgment loss when the career impact is real and measurable. Emotional distress damages don’t require a medical record but benefit from one. Punitive damages apply when the employer acted with malice, fraud, or oppression — in executive-termination fact patterns that threshold is met more often than employers expect. FEHA also shifts attorney’s fees to the defendant. Time matters: severance releases usually carry short acceptance windows, and signing before the case is evaluated forfeits all of these categories.
Confidential case review for Beverly Hills-area executives and professionals. Honest read on whether the termination crossed the legal line.
We don’t negotiate from hope. We negotiate from evidence. First, we preserve the record — your emails, texts, Slack and Teams messages, performance reviews, and witness accounts — before anything quietly disappears. Next, we file to protect your rights with the California Civil Rights Department, the EEOC, or the Labor Commissioner so your deadlines stop running. Once we’re in litigation, we pull the employer’s records: HR files, decision-maker emails, prior complaints against the same supervisor, pattern evidence. Then we depose the people who fired you — their version of events tends not to survive contact with their own internal documents. Strong cases settle on strong terms. When they don’t, we take them to a jury. Either way, the choice is yours, made from the position the work has already built — not from hope.
Three things we do differently, and why they matter to you. First, Simon Moshkovich reviews every Beverly Hills intake himself. Not an intake coordinator, not a paralegal screening for keywords. Second, our caseload is capped — so your case gets the time it deserves, not the time left over. Third, we are exclusively employee-side, which means there is no company we won’t sue because they’re paying us on another file. Put together, that’s the firm you want across the table from a major employer’s defense counsel — not a mill that’s already moved on to the next intake.
A handful of California employment results from the firm’s caseload. Each Beverly Hills wrongful-termination matter turns on its own facts — past resolutions are not a forecast of any specific case.
An employee was terminated within weeks of reporting harassment by a direct supervisor. The employer’s stated performance reason was not supported by the employee’s prior reviews. The case resolved in mediation with a confidential payment and clean separation terms.
A senior employee at a Southern California logistics operation was fired weeks after raising internal concerns about wage violations. In discovery, the employer’s performance-based excuse collapsed under its own HR records. The case settled confidentially in the seven figures before trial.
A technical employee at a California manufacturer was fired after raising documented compliance concerns to management. After targeted discovery into the decision-making chain, the case settled on confidential terms.
Call (818) 538-3458 or use the form. A few sentences is enough. Everything you share is confidential — whether or not you become a client.
Simon or a senior attorney walks through the facts with you and gives you a straight read: do you have a case, what is it worth, what defenses will the employer run. Before you commit to anything.
If the case has merit, we send you a written preservation outline — what to keep, what to stop, what to say if your former employer or their counsel reaches out. Where statutes run short, we file with CRD the same week to lock your deadlines.
When the case is ready, you decide: negotiate from strength or take it to a jury. Our job is to make sure that choice is a real one — backed by the record, not by pressure from anyone.
No-cost review. Simon reads each case himself before the firm takes it.
