- Available 24 hours a day, 7 days a week
- - SE HABLA ESPAÑOL
- Available 24 hours a day, 7 days a week
- - SE HABLA ESPAÑOL
Sexual harassment at work in Pasadena that HR refused to stop. We file claims against California employers who let it continue — and against the people who did it.
NYU School of Law · Former management-side defense at Skadden & Latham · Confidential consultation · Contingency fee
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If HR’s response to a Pasadena harassment complaint made things worse — through retaliation, discipline, or silence — California law gives you a claim against the employer. Inappropriate comments you were told to laugh off. A supervisor who won’t stop after you said no. Retaliation after you finally reported it — suddenly you’re getting written up, frozen out of meetings, moved to a worse shift, or pushed toward the door. Texts and DMs that crossed the line. A promotion quietly given to someone who “played along.” If any of that is what you’re going through, California law was on your side, and your employer broke it. We go after employers who let harassment happen and punish the people who report it. You can recover your lost pay, money for the emotional toll, unpaid wages, 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.
Mercer Legal Group is a California plaintiff-side employment firm. We represent employees only — never companies. Simon Moshkovich, our Founding Partner, trained at Skadden and Latham & Watkins on the defense side before launching this practice. Sexual harassment cases require the kind of careful intake and witness handling that gets shortcut at volume firms; Pasadena-area clients work directly with senior attorneys from the first call through resolution.
California has two kinds of sexual harassment, and you don’t have to tolerate either one. The first is quid pro quo — a boss, manager, or anyone with power over your job tying work outcomes to sexual conduct. Sleep with me and you get the promotion. Turn me down and your hours get cut. Even one incident is enough. The second is a hostile work environment — unwanted comments, jokes, touching, staring, messages, or conduct that make work so uncomfortable a reasonable person in your position couldn’t do their job normally. It doesn’t have to be your supervisor — coworkers, clients, or vendors count. It doesn’t have to be overtly sexual — harassment because of your gender, pregnancy, sexual orientation, or gender identity is covered too. It doesn’t have to happen in the office — texts, Slack, DMs, Zoom, after-hours events all count. And you don’t have to say “stop” in any magic way — California law doesn’t require a perfect victim. If you reported it and your employer didn’t take meaningful action — or worse, retaliated against you for reporting — that’s a claim against the company itself, not just the harasser.
When you win a sexual harassment case, you can recover the wages and benefits you lost if the harassment or retaliation cost you your job or your hours. Money for the emotional harm — often the largest part of these cases, because harassment damages are real and juries take them seriously. Front pay if returning to that workplace isn’t realistic. Attorneys’ fees — paid by your former employer, not you. And punitive damages when the conduct was egregious enough, or when the company knew and did nothing. You don’t pay us out of pocket. We take these cases on contingency — you pay only if we win. Move now. California deadlines are strict — some claims run out in as little as a year, most within three. If you wait, the texts and DMs get deleted, the witnesses who saw what happened transfer or quit, and your leverage walks out the door. And if you’re sitting on a severance or separation agreement with a non-disclosure clause — don’t sign before we talk. California’s Silenced No More law makes those NDAs unenforceable when harassment is involved. The old playbook of “sign this and go quietly” doesn’t work the way employers think it does.
Free, confidential case review. We’ll tell you straight whether you have a case — and what it’s worth.
We don’t negotiate from hope. We negotiate from evidence. First, we preserve the record — your texts, DMs, Slack and Teams messages, emails, voicemails, screenshots, and witness accounts — before anything quietly disappears. We tell you how to lock down your own devices so nothing you have gets wiped. Next, we file to protect your rights with the California Civil Rights Department or the EEOC so your deadlines stop running. Once we’re in litigation, we pull what the employer doesn’t want pulled: HR complaint files, prior complaints against the same harasser, the exit interviews of people who left citing his name, the investigation notes, the decision-maker emails about how to handle you. Then we depose the harasser, HR, and the manager who decided how to respond. Their answers under oath tend not to match their own internal paper trail. 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 Pasadena 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 few resolutions from California employment matters we’ve handled. Every case is different — past results don’t guarantee future outcomes.
An employee reported persistent inappropriate conduct by a senior colleague. Internal complaints were documented but not acted on, and the employee was terminated under a pretextual performance rationale. The matter resolved after mediation with a confidential payment.
A mid-career professional was pressured by a supervisor in ways documented across messaging platforms. After targeted discovery, the case settled on confidential terms that included a full release of the non-disclosure provisions the employer had originally tried to impose.
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.
Call (818) 538-3458 or use the form. Tell us what was said or done, who did it, when you reported, and what the company did about it. Three or four sentences is enough — the rest comes in the call.
Simon or a senior attorney walks the facts with you carefully. We discuss what FEHA covers, what kinds of evidence make harassment cases winnable, and what the case is worth based on similar fact patterns we’ve handled.
If we represent you, the next steps include preservation of every text, message, and witness contact — and direction on what to report or stop reporting through internal channels. Statute filings happen the same week if the clock is short.
With the file built, you decide: settlement or jury. Harassment cases settle when the employer faces real exposure on the record, and they go to trial when the company refuses to acknowledge what the evidence shows.
Confidential, no-charge review. Simon looks at every harassment intake himself.
