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- Available 24 hours a day, 7 days a week
- - SE HABLA ESPAÑOL
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Simon Moshkovich, a California employment lawyer who serves Riverside and the Inland Empire, represents workers through wrongful termination, discrimination, harassment and retaliation cases. He knows how much a job loss or a hostile workplace costs a family, and he takes each case with that in mind: building the record, dealing with the employer, and pushing for the back pay, damages, and accountability the facts support. The firm represents employees, not the companies on the other side.
What drives employment claims in Riverside
Healthcare and logistics account for much of Riverside’s private workforce. Kaiser Permanente Riverside and Riverside Community Hospital are major healthcare employers, and the Inland Empire’s warehouse and distribution corridor moves goods across Southern California. The cases we take usually share a pattern: a worker complains about discrimination or harassment, reports something illegal or unsafe, takes medical leave or asks for a disability accommodation, and is fired soon after. Discrimination and wrongful-termination claims come up in every industry.
An employment lawyer’s job in Riverside cases is to convert what a worker experienced into evidence a court or agency can act on. The day-to-day work looks like this: investigating what happened (gathering emails, performance reviews, witness statements, a clean timeline of events), evaluating the claim against the right statute (FEHA, CFRA, Title VII, Labor Code §1102.5, depending on the facts), advising on the procedural path (CRD intake for a right-to-sue notice, an EEOC charge, or a civil filing in Riverside County Superior Court, where civil matters are heard at the Riverside Historic Courthouse on Main Street), and either negotiating a resolution or litigating when the employer will not move.
Simon Moshkovich (CA Bar #323584) and the Mercer Legal Group team take Riverside cases that involve wrongful termination, retaliation after a complaint or protected leave, FEHA discrimination (age, race, gender, disability, pregnancy, national origin, and the other protected categories), harassment that crosses into a hostile work environment, and FMLA / CFRA leave interference. Whether your facts actually fit a claim is the first question we work through with you — a free consultation is often enough to tell you whether what your employer did was illegal, and that is information worth having either way. More on how employment discrimination attorneys work for clients.
Don’t let workplace discrimination go unchecked—an experienced employment law attorney in Riverside can help you fight for fair and equal treatment at work. Read More
Experienced sexual harassment attorneys in Riverside at Mercer Legal Group can help you pursue justice against an individual or a corporation. Read More
Employment discrimination laws are designed to protect workers from unfair treatment and to keep workplaces fair. In Riverside, employees are protected under both federal laws and California statutes — most importantly the Fair Employment and Housing Act (FEHA), which prohibits discrimination, harassment, and retaliation. FEHA is a key piece of California employment law and reaches a wide range of illegal workplace conduct affecting workers based on race, religion, sex, disability, age, national origin, and other protected traits.
Local employers in Riverside must follow these protections by keeping hiring, promotion, and workplace policies that do not discriminate. Warning signs include unequal pay, denial of promotions, biased discipline, and hostile work environments tied to a protected characteristic. If you believe you are experiencing discrimination, you can file with the Equal Employment Opportunity Commission or the California Civil Rights Department and explore your legal options. You are also protected from retaliation for reporting discrimination or participating in an investigation. Read more on what employment discrimination attorneys do.
Types of Employment Discrimination That Come Up in Riverside Cases
For pregnancy discrimination specifically, here is when consulting an attorney makes sense.
Understanding your family and medical leave rights can help protect both your health and your job. Under the federal Family and Medical Leave Act (FMLA), eligible employees may take up to 12 weeks of unpaid, job-protected leave for serious health conditions, caring for family members, or bonding with a new child, while keeping their health benefits and job security. In California, these protections are strengthened by the California Family Rights Act (CFRA), which often expands coverage and allows employees to take protected leave without fear of losing their position.
Unfortunately, some employers violate these protections by denying valid leave requests, retaliating against workers who take leave, or refusing to restore employees to the same or an equivalent job after they return. If this happens, an employment lawyer can review your situation, gather documentation, and help pursue claims to recover lost wages, emotional distress damages, or other remedies. If you believe your leave rights have been violated, keep records of communications with your employer and seek legal advice promptly so you can evaluate your potential case and take the right steps to protect your job and your future.
If you were fired in Riverside for a reason California law doesn’t allow — retaliation for reporting harassment, taking protected medical leave, refusing to break the law, complaining about safety, or for being part of a protected class — that is wrongful termination. It is one of the most common claims California employment attorneys handle, and Riverside cases follow patterns we see across Inland Empire workplaces: pretextual layoffs, sudden performance write-ups that appear only after a worker spoke up, and terminations that follow a medical leave by a week or two.
Mercer Legal Group has represented employees through every stage of a wrongful termination case — from gathering the documentation that matters (emails, performance reviews, a clean timeline of events) through filing with the California Civil Rights Department, and into court when the facts warrant it. California is an at-will state, but at-will is not a license for employers to fire someone for an illegal reason. Do you need an employment lawyer? walks through when a consultation is worth your time.
If you are searching for representation in Riverside, the practical considerations matter more than the marketing claims. Look for a California-licensed attorney with focused employment-law experience (verify on the State Bar website), a fee structure you understand (most plaintiff-side employment work in California is contingency — no attorney’s fees unless we recover, though clients can remain responsible for litigation costs), and someone who returns your call. We make ourselves available 24/7 because employment problems do not wait for business hours. Here is our take on whether you need an employment lawyer.
Workplace discrimination cases in Riverside cover the categories the law protects: age, race, national origin, color, gender, gender identity, sexual orientation, religion, disability, pregnancy, military or veteran status, medical condition, and genetic information. Federal law (Title VII, ADA, ADEA) and California law (the Fair Employment and Housing Act) often overlap; the California statute typically reaches further and provides stronger remedies. How to prove employment discrimination in California walks through the evidence patterns that move these cases forward.
Retaliation for reporting discrimination or harassment is its own claim — separate from the underlying discrimination, and often easier to prove. If you complained internally or filed with the EEOC or CRD and then were fired, demoted, transferred to a worse role, or had your hours cut, that pattern is what the retaliation statutes were written to reach. The legal ramifications of an EEOC retaliation claim explains how retaliation claims interact with the underlying discrimination charge and what damages are available.
For cases that center on harassment specifically, read our workplace sexual harassment lawyer guidance — the procedural path and evidence requirements differ from a straight discrimination case.
California employment law is more protective of workers than federal law in most areas. The Fair Employment and Housing Act applies to employers with five or more employees (Title VII needs fifteen). California provides longer filing windows for discrimination claims. The California Family Rights Act covers a broader pool of workers than the federal FMLA. Local Riverside-area employers must comply with both the state framework and, where applicable, county and municipal ordinances.
If your employer interfered with your right to take protected medical or family leave, read what to do if your employer violates your leave rights — that area is one where California law gives remedies a lot of workers don’t realize they have. For ongoing concerns while you are on leave, FMLA discrimination lawyer tips to protect your rights while on leave is a practical reference.
Our clients are California employees of private employers who were fired, demoted or punished at work. Most of these cases start with something the worker did that the law protects: a complaint about discrimination or harassment, a report of illegal conduct, a medical or family leave, or a request for a disability accommodation. A firing or demotion that follows within weeks or a few months is what we look at first. If that sounds like your situation, write down the dates and keep the emails and texts. We don’t handle wage and hour claims on their own.
Local matters in employment cases. Riverside County Superior Court, where civil matters are heard at the Riverside Historic Courthouse at 4050 Main Street and the downtown Hall of Justice, the local CRD intake process, and the patterns Inland Empire employers follow are familiar territory. The practical logistics — meeting with witnesses, attending depositions in Riverside, showing up for hearings — are easier when your lawyer is set up to serve the area. We bring a focus on responsiveness: calls answered, questions returned the same day. We provide service in English and Spanish (SE HABLA ESPAÑOL).
When you are deciding whether to hire any attorney, we walk you through what to ask and what to look for — choosing the right workplace harassment attorney includes the questions worth asking anyone you are considering, not just us. And if you want a sense of how employment discrimination attorneys actually work for clients, read more on the role we play in workplace fairness cases across Riverside, the broader Inland Empire, and San Bernardino County.
Five claim patterns account for most of what comes through Riverside intake:
| Claim Type | Typical Evidence | Potential Remedies (California) |
|---|---|---|
| Wrongful Termination | Timeline of events, emails, performance reviews, witness statements, comparator data | Lost wages (back pay), front pay, emotional distress damages, punitive damages in egregious cases |
| Discrimination (FEHA / Title VII) | Patterns of treatment vs. comparators, statements showing bias, HR complaint records, statistical patterns | Reinstatement or front pay, back pay, emotional distress, attorneys’ fees, punitive damages |
| Workplace Harassment | Incident log, contemporaneous reports, witness statements, employer’s response (or absence of one) | Emotional-distress damages, back pay if a termination or constructive discharge followed, injunctive relief, attorneys’ fees |
| FMLA / CFRA Retaliation | Leave request records, dates of approval and return, sequence of adverse actions, manager communications | Reinstatement, back pay, liquidated damages, attorneys’ fees |
| Whistleblower / Complaint Retaliation | Date of the protected activity, employer’s knowledge, sequence and timing of adverse actions | Back pay, front pay, emotional distress, civil penalties (Labor Code §1102.5 cases) |
How much does an employment lawyer cost in California? Most plaintiff-side employment work in California is contingency — you pay no attorney’s fees unless we recover for you. The initial consultation is free. Litigation costs (filing fees, deposition transcripts, expert witnesses) are a separate question: clients can remain responsible for costs regardless of outcome, depending on how the retainer agreement is written. We walk through the cost terms with you in plain English before you sign anything. More on what an employment discrimination lawyer costs in California — it covers contingency, costs, and the questions worth asking before signing a fee agreement.
Available 24/7 — SE HABLA ESPAÑOL. If you need an employment lawyer in Riverside, contact us for a free consultation. We serve Riverside, the broader Inland Empire, and San Bernardino County.
Contact Your Riverside Employment Lawyer Today for a Free Consultation.
Mercer Legal Group reviews employment law claims carefully, explains available options, and pursues appropriate remedies when the facts and law support them. Every case is different, and no attorney can guarantee a specific result.
Workplace disputes can be stressful and overwhelming, and the legal process can feel complex. Mercer Legal Group’s Riverside employment law attorneys are here to guide you through it. Our lawyers advocate for employees facing wrongful termination, discrimination, harassment and retaliation. We work to protect your rights, hold employers accountable and help you move forward.
Our experienced Riverside employment law attorneys are committed to protecting your workplace rights and pursuing fair outcomes on your behalf. We provide clear legal guidance for issues such as wrongful termination, discrimination, harassment and retaliation. Every case is handled with care and attention, because we understand how deeply workplace conflicts can affect your life and livelihood. We hold employers accountable for unlawful practices and work strategically to seek justice. Through personalized representation, practical counsel, and steady support, we help you navigate the legal system and pursue a fair resolution.
If you’ve been fired unjustly or in violation of employment contracts or laws, our team helps you pursue claims for wrongful termination and fair compensation.
We advocate for employees facing discrimination based on age, gender, disability, or other protected characteristics, seeking fair treatment and compensation for harm done.
We fight for employees experiencing sexual harassment at work, helping them seek justice, compensation, and a safe workplace environment.
We represent employees who face racial discrimination in the workplace, helping them fight for their rights and seek appropriate compensation for the harm suffered.
If you have questions about your workplace rights, you’re not alone. Below are some frequently asked questions about working with an employment lawyer in Riverside and how legal support can help protect your rights.
Employment lawsuits for Riverside workers are filed in Riverside County Superior Court. Civil matters are heard at the Riverside Historic Courthouse at 4050 Main Street and the nearby Hall of Justice downtown. Claims brought under federal law can go to the U.S. District Court for the Central District of California instead. Most FEHA and wrongful-termination cases stay in state court, and before you file you first go through an administrative agency to get a right-to-sue notice.
Under the Fair Employment and Housing Act you generally have three years from the date of the violation to file with the California Civil Rights Department, then one year after the right-to-sue notice to file the lawsuit; the three-year window came from AB 9 in 2020. The federal EEOC deadline is shorter, about 300 days in California. Miss a deadline and the claim can be gone, so it is worth talking to a lawyer early.
You might. The California Family Rights Act (CFRA) and the federal FMLA protect eligible employees who take leave for their own serious health condition or to care for a family member, and FEHA protects employees who ask for a reasonable accommodation for a disability. An employer can’t fire, demote or punish you for using those rights. Timing matters: a firing that comes days or weeks after a leave or accommodation request can be evidence of retaliation. Keep your leave paperwork, doctor’s notes and any messages from your manager, and get a free case review before you sign a severance agreement.
Discrimination and harassment claims go to the California Civil Rights Department under FEHA, or the EEOC for federal claims; the two agencies cross-file, so one filing usually covers both. You need a right-to-sue notice before you can take a FEHA case to court.
We do not have a Riverside office. Our office is in Woodland Hills at 21031 Ventura Boulevard, Suite 103. Riverside and the wider Inland Empire are part of the area we serve. We handle intake and consultations remotely or in person, and we appear in Riverside County Superior Court when a case calls for it.
Riverside’s private workforce includes large healthcare employers such as Kaiser Permanente Riverside and Riverside Community Hospital, along with the region’s logistics and warehousing sector. Retaliation, medical-leave, disability and discrimination claims turn up across all of them. We represent employees of private employers only, so we don’t take cases against cities, counties, school districts, public universities or other public agencies.
Start a written timeline while the details are fresh and save anything that documents what happened: emails, texts, pay stubs, schedules, write-ups. Report the problem in writing where it makes sense, and do not sign a severance agreement or release before someone reviews it. Then get a free consultation. Preserving evidence early, ideally before you leave the job, is what makes a case provable later.
Disclaimer: The information provided on this blog is for general informational purposes only and does not constitute legal advice. Reading this content does not create an attorney-client relationship. Laws and regulations vary by jurisdiction and may change over time, so you should consult a qualified Riverside employment attorney from Mercer Legal Group directly for advice regarding your specific situation. Past examples, case studies, or hypothetical scenarios are illustrative only and do not guarantee similar results.
Contact Your Riverside Employment Lawyer Today for a Free Consultation.
Dealing with a specific workplace problem in Riverside? These pages go deeper on the claims we handle most for local employees:
