- 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 on the job in Santa Ana or nearby, where prevention duties broke down and the conduct went unchecked. The firm sues the company that let it happen — and the individual behind it.
NYU School of Law graduate · Defense-side veteran of Skadden, Arps and Latham & Watkins · Free confidential intake · Fee only when the case wins
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Workers in Santa Ana sexually harassed at work have a claim against the employer that does not turn on whether HR responded quickly enough — it turns on whether the employer ever did the prevention work to begin with. Government Code section 12940(k) places an independent duty on every California employer to take ‘all reasonable steps necessary to prevent discrimination and harassment from occurring.’ Failure to prevent is its own FEHA cause of action, separate from the underlying harassment claim, and it carries its own damages. AB 749, in effect since January 2020, voids no-rehire clauses in settlements that involve harassment, so accepting a Santa Ana settlement no longer means signing away future Orange County job openings. The firm represents workers in the Santa Ana area only, against the company that allowed the conduct. Comments you were told to laugh off. A supervisor who didn’t back away after you said no. A schedule that suddenly moved to the graveyard shift, a write-up that came out of nowhere, a route reassignment, or the slow nudge toward the door. Texts and group-chat threads that crossed the line. A promotion or the better overtime quietly going to the coworker who never complained. California law protected you from the very first incident, and the employer broke that protection. This firm takes on companies that let the harassment keep happening and that punish the people who report it. A successful claim can recover lost wages, compensation for emotional distress, unpaid overtime or premium pay, and attorneys’ fees paid by the employer under FEHA — not carved out of your recovery. On the worst facts, punitive damages also. Founding Partner Simon Moshkovich (NYU Law; formerly with Skadden and Latham & Watkins) reads every Santa Ana intake personally. If the claim is strong, you’ll hear it on the call. If it isn’t, you’ll hear that too. When the firm signs a case, it works to win — not to settle for a discount on what it’s worth.
Mercer Legal Group is a California employment firm built around workers — only workers. Founding Partner Simon Moshkovich trained on the defense side at Skadden and Latham & Watkins, then switched to represent workers because California’s statutes favor the employee. Santa Ana harassment cases get won on texts, chat logs, voicemails, and named witnesses, and high-volume shops do not do that work. A Santa Ana client stays with a senior attorney from the first call straight through resolution — no paralegal handoff once the retainer is signed.
FEHA — California’s workplace civil-rights statute — recognizes two distinct forms of sexual harassment, and both reach an employer with operations in Santa Ana. The first is quid pro quo. Anyone with control over your shift, your route, your commissions, your station on the floor, or your shot at a promotion ties that decision to sexual conduct. Agree, and the schedule lines up your way. Refuse, and the hours dry up, the better assignment goes to someone else, or the year-end review starts looking impossible to clear. A single incident is enough. The second is a hostile work environment. Unwanted comments, touching, staring, DMs, group-chat messages, or conduct so persistent that a reasonable worker in your role cannot do the job normally. The person doing it does not have to wear a manager’s badge — a coworker on the line, a contractor inside the warehouse, a vendor in the office, or a regular customer can qualify, and the company is still on the hook for what it did about it. The conduct also does not have to be openly sexual; harassment tied to gender, pregnancy, sexual orientation, or gender identity sits inside the same statute. It does not have to happen on the physical worksite — Slack, Teams, WhatsApp, Instagram DMs, Zoom calls, after-shift conversations in the parking lot, ride-along moments all count. California also does not require a textbook victim or some specific phrase on the day you wanted it to stop. Once you reported and the employer did nothing meaningful — or, worse, cut your hours, moved you off your route, wrote you up, or pushed you toward termination — the claim runs against the company itself, not only the person whose hands were on it.
A Santa Ana sexual-harassment case that wins recovers specific dollar buckets. Lost wages and benefits if the harassment or retaliation cost you hours, shifts, or the job. Compensation for emotional distress — usually the largest portion of the verdict, because Orange County juries understand what this conduct does. Front pay where going back is not realistic. Attorneys’ fees come from the employer under FEHA, not from your recovery. Punitive damages come into play when the conduct gets bad enough, or when the company knew and did nothing. Nothing comes out of your pocket up front — fees come from the recovery, or there is no fee. Moving fast matters. Some California claims expire in a year, most within three. Wait, and evidence walks out the door: company phones get swapped, witnesses move on, the shifts that could have testified get reassigned. If a severance or separation paper carries an NDA or non-disparagement clause, do not sign before a lawyer reads it — California’s Silenced No More Act voids the parts that silence harassment, discrimination, or retaliation.
Free, confidential review for workers in Santa Ana. A senior attorney maps the case, the employer’s likely defense, and the realistic recovery range.
Settlements come from evidence, not from demand letters. Here is the work this firm does on a Santa Ana harassment case. Step one is preservation — texts, DMs, Slack, Teams, WhatsApp, voicemails, emails, screenshots, and named witness contacts go into the case file before the employer can wipe its side. A litigation-hold letter goes to the employer so HR and IT cannot quietly clear accounts or swap devices. You get clear instructions on locking down your personal phone and what to stop sending in internal HR channels. A charge with the California Civil Rights Department or EEOC files within the same week to stop the deadline clock. Discovery then pulls what the employer wants kept inside the building: prior complaints about the same supervisor, exit interviews from workers who quit and named him, the investigation memo, and the decision-maker emails about you. Depositions follow. What HR typed into the file rarely survives a side-by-side read against the manager’s own Slack and text history. When the evidence lines up, the case settles. When it does not, the case heads to an Orange County jury.
Three things separate this firm on a Santa Ana harassment matter. One — Simon Moshkovich reads every intake; no coordinator, no paralegal, no form filter. Two — the caseload is capped on purpose, so a senior attorney runs your depositions and discovery, not a rotating junior. Three — the firm represents workers and only workers. No Santa Ana civic-center contractor, MainPlace Mall-area retailer, UCI Health-affiliated group, or downtown professional-services employer is a roster client the firm has to keep happy. That matters the moment the employer brings its own lawyers in.
A handful of California employment outcomes from this firm’s docket. Each Santa Ana-area or Orange County matter rested on its specific record — and no prior result predicts how a new claim will land for an individual worker.
A worker brought repeated inappropriate conduct by a senior colleague to HR. The complaints landed in the file but went unaddressed, and the worker was terminated under a pretextual performance reason. Mediation closed the matter with a confidential payment.
A mid-career professional was pressured by a supervisor in ways the messaging platforms preserved word-for-word. After focused discovery, the matter settled on confidential terms that also released the non-disclosure provisions the employer had originally tried to lock in.
A senior staffer at a Southern California logistics company filed internal wage-violation complaints and was terminated within weeks. The performance reason on file fell apart in discovery once the company’s own HR records came in. Resolved confidentially in the seven figures before the case reached trial.
Dial (818) 538-3458 or use the contact form on this page. Opening the file just needs a short account from you: what happened, who was responsible, when the employer was first put on notice, and how it responded. The full intake itself lands during the senior-attorney call that follows.
Simon or a senior attorney walks the timeline with you in real time. The call covers exactly what California law protects against, which categories of evidence tend to win these harassment cases, and where your claim sits in value relative to other Santa Ana-area and Orange County matters the firm has already closed.
Preservation kicks off the moment the retainer is signed. Every text, DM, Slack and Teams thread, voicemail, email, screenshot, and named witness contact gets pulled into the case archive before the employer can wipe its records. Written instructions follow on which HR or company channels to keep using, which to stop, and what to do if defense counsel reaches out. Where the statute of limitations is closing in, the CRD or EEOC charge files inside the same week.
Once the evidence is built, the call is yours — settle or try the case. Santa Ana harassment matters tend to settle once the employer sees the real exposure on the documents and testimony. The ones that reach a jury are those where the company keeps denying what the evidence already shows.
Free, confidential review. Every Santa Ana intake hits Simon Moshkovich’s desk directly.
