At Gruzen Moussly Law, we do all work on a contingency basis. That means that you don’t have to pay us anything unless we win on your behalf. If and when we win, we will take a percentage of the compensation you receive in the verdict or settlement.
Welcome to Gruzen Moussly Law, a dedicated Plaintiff’s employment law firm based in Los Angeles, serving clients throughout California. Our unwavering commitment is to champion the rights of employees facing workplace injustices under federal and state employment laws.
Believing in fair treatment, adequate compensation, and resolution of workplace conflicts, we stand against employers falling short of these obligations…
I was always updated on my case, was given best case/worst case scenarios, and fairly accurate time estimates as to how my case would unfold. Eric and Shahla went above…
If you need help with any employment law matter - call Gruzen Moussly Law first. They are well versed in employment law and will get you the best possible outcome…
Contacting Shahla Moussly to discuss my wrongful termination was a great decision. She made me feel comfortable every step of the way and was always available to me. She’s genuine,…
At Gruzen Moussly Law, we do all work on a contingency basis. That means that you don’t have to pay us anything unless we win on your behalf. If and when we win, we will take a percentage of the compensation you receive in the verdict or settlement.
It is unlikely. Whether you are objecting to illegal behavior directed at you specifically (such as discrimination or harassment) or blowing the whistle on other illegal or criminal behavior, you are legally entitled to job protection and freedom from retaliation from your employer.
However, some employers certainly will attempt to retaliate against you and could potentially terminate you, but this action is illegal and will give rise to a strong lawsuit. That’s why it’s important to approach employment law matters with the guidance of an experienced attorney who can help you anticipate and prepare for such actions and help you protect your rights.
The Fair Employment and Housing Act, or FEHA, is the primary law that protects employees from discrimination, harassment and retaliation at work. It applies to all employers that have five or more full-time or part-time workers – and the anti-harassment provisions in the law apply to all employers with one or more employees. The law also protects people from retaliation if they make a complaint, help another person make a complaint, or oppose any action in the workplace that violates the law.
FEHA prevents discrimination and harassment related to:
If your employer has shorted your wages, failed to pay you for overtime, provide you with meal and rest breaks, or misclassified you as an “exempt” employee, you have a right to seek the wages you are owed. Some of the most common wage and hour violations include:
Technically, California gives non-exempt employees the opportunity to opt out of their meal breaks. However, an employee can only pass up their meal break if their shift is less than six hours. If an employee’s shift is longer than ten hours, then they have two 30-minute meal breaks. You can only opt out of your second meal break if you took your first meal break. Otherwise, you’ll be required to take your second break. If your employer forces you to skip a meal break, this is a labor law violation as well.
If you are experiencing workplace harassment, discrimination, retaliation, or wage and hour violations, you should document as much of the behavior as possible. This could include writing down the date, time and content of every suspicious interaction with your employer or manager. Save all relevant emails and text messages. Perhaps send an email to yourself to document the incident and prove the date and time it happened. If comments were made, write down those comments to the best of your recollection. Also note which other employees may have witnessed the problematic comments or behaviors. Any communication received in writing (emails, handwritten notes and issued documents) should be saved, as they could be important later on. If there are wage and hour violations, note the actual hours worked and breaks denied for future damage calculations.
Employment lawsuits stand the greatest chance of success when they can establish a clear pattern of unlawful behavior by the employer over an extended period. Detailed records help create a compelling narrative of mistreatment over months or years, rather than isolated incidents.
Every case is unique, but it is common for employment law cases to take about 12-18 months to reach a final resolution. We understand that this can feel like a very long time, which is why we do everything we can to keep the legal process moving forward and reach the end as quickly as possible.
The first major decision is whether your case is strong enough to justify filing a lawsuit. This initial assessment usually happens during your first meeting with our attorneys. Together, we can evaluate your situation and options to decide how to proceed.
If the decision is made to move forward, our attorneys will draft and file with the court a legal complaint detailing your allegations against the employer. The complaint initiates the lawsuit and compels the defendant (your employer) to formally respond.
After the initial filings, the case enters the discovery phase – typically the longest stage of litigation. During discovery, lawyers on both sides thoroughly research the facts, interview witnesses, and gather supporting documents and evidence. This phase will take months to complete. During this phase, a trial date is set for a date typically 12-18 months in the future.
At any time, the parties can choose to mediate the case and negotiate a settlement agreement rather than continue to trial. This mutual resolution avoids further legal costs and provides closure. However, if the case does not settle, the case goes to trial before a jury. Both parties present arguments and evidence and witnesses may testify. Ultimately, the jury reaches a verdict – a binding decision of whether the employer violated the law.
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