- Available 24 hours a day, 7 days a week
- - SE HABLA ESPAÑOL
- Available 24 hours a day, 7 days a week
- - SE HABLA ESPAÑOL
Let go, written up, or pushed toward the exit after you reported something? Sherman Oaks-area workers hire this firm when the facts justify filing. We take on California employers on evidence, not hunches, and we pass on cases that don’t have a real claim.
NYU Law · NYU Stern MBA · Former Skadden & Latham · Free consultation · Contingency representation
Or call us directly
Were you fired from a job in Sherman Oaks or nearby 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. The law allows you to pursue lost pay, money for the emotional toll, and attorneys’ fees paid by the employer rather than by 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 prepare it for trial and negotiate from there.
Mercer Legal Group is a California plaintiff-side employment practice. Every client we represent is an employee. We don’t defend companies on the side. Simon Moshkovich, our Founding Partner, is the attorney on your case from intake through resolution. He reads your documents, deposes the decision-makers, and negotiates your settlement himself. We cap the caseload intentionally. It’s the only way to give each case the attention it needs.
California gives employees some of the strongest protections in the country. Your employer cannot fire you for reporting harassment or discrimination, whether it was aimed at you or a coworker. Not for your race, sex, age, disability, pregnancy, religion, national origin, sexual orientation, gender identity, or any other protected status. Not for asking for a reasonable disability or pregnancy accommodation. Not for taking protected medical or family leave, or for returning from it. Not for reporting unsafe working conditions, wage theft, or anything you reasonably believed was illegal. Not for refusing to participate in illegal activity like fraud, false billing, or a cover-up. Not for cooperating with a government investigation. Not for filing a workers’ comp claim. If any of those was the real reason you were fired, even if the company wrote down something else, that’s wrongful termination, and the law gives you the right to sue.
If a wrongful-termination case succeeds in California, the available remedies include the wages and benefits you lost from the day you were fired through judgment. Money for future lost earnings if your career took a real hit. Compensation for the emotional harm the firing caused. Attorneys’ fees, paid by your former employer rather than by you. And punitive damages when the conduct was egregious enough. We work on contingency. No recovery, no fee. Move now. California deadlines are strict: some claims run out in as little as a year, most within three. If you wait, the company’s documents quietly disappear, witnesses leave, and the case gets harder to build. If you’re sitting on a severance agreement with a non-disclosure clause, don’t sign before we talk. California’s Silenced No More law makes many of those NDAs unenforceable when harassment, discrimination, or retaliation are involved. Past results do not guarantee future outcomes.
Free, honest case review. Simon or a senior attorney will tell you straight what the evidence supports and what to do next.
Good settlements come from cases the employer doesn’t want to defend at trial. That’s the case we build, before we ever start negotiating. It starts with preservation: locking down emails, texts, Slack threads, performance reviews, and witness contact info before anyone decides to “clean up” the files. Then we file with CRD, the EEOC, or the Labor Commissioner to freeze your deadlines. Once in litigation, we go after the records employers most want left alone. HR files. Decision-maker email chains. Internal complaints about the same supervisor. Any pattern that shows what they actually do versus what their policy says. Depositions come next, and the version of events the decision-maker gave HR rarely holds up when it’s read back alongside their own Slack messages. When the record lines up that way, most cases resolve on serious terms. When they don’t, we try it.
A lot of Sherman Oaks employees call us after a bad experience with a volume plaintiff-side firm. Case handed to a new associate. Calls ignored. Pressure to take a quick settlement that felt more about the firm’s workload than the client’s case. We work the opposite way. Simon Moshkovich reviews every intake himself, with no gatekeeper and no paralegal sorting by keyword. We keep the caseload small on purpose, so you get senior-attorney attention at every stage. We represent employees only, which means we’re never conflicted out by quietly representing the same companies we’d have to sue. And we turn down cases where the evidence isn’t there. So when we take yours, we mean it.
Several California employment matters resolved through this firm. The Sherman Oaks-area facts driving each one were unique — prior settlements should not be read as a prediction of future outcomes.
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 claim, what defenses will the employer run, what the next steps look like. Before you commit to anything.
If your case has merit, we tell you exactly what to preserve and what not to do. Where deadlines require it, we file with the agencies right away so your clock stops.
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 rather than by pressure from anyone.
Free, confidential case evaluation. Simon personally reviews every intake.
