# Bakersfield Sexual Harassment Lawyer Confidential, Discrete > Bakersfield sexual harassment lawyer fighting hostile work environments, unwanted advances, workplace retaliation, failure to investigate. No fees unless won. Source: https://bakersfieldlaborattorney.com/sexual-harassment/ Firm: Employment Lawyers Group — employee-side employment lawyers since 1993. Serving Kern County, California. Phone: (661) 412-9600 (calling is the fastest way to reach the legal team) Office: 5401 Business Park S, #214, Bakersfield, CA 93309 Contact form: https://bakersfieldlaborattorney.com/contact/ Consultations are free and confidential; cases are taken on contingency. --- ## What Is Sexual Harassment? It is unlawful to harass an employee because of their sex, California Government Code Section 12940(j)(1). Sexually harassing behavior includes: 1. Sexual favors; 2. Unwanted sexual advances and propositions; 3. Verbal conduct, including epithets, slurs or derogatory comments, and comments about a person's body, appearance, or sexual activity; 4. Physical conduct including assault, impeding or blocking movement, OR any physical interference with normal work or movement; or 5. Visual harassing including leering looks, offensive gestures whether or not the harassment also results in the loss of a tangible job benefit, 2 California Code of Regulations Section 7287.6(b); *Fisher v. San Pedro Peninsula Hosp.,* 214 Cal.App.3d 590, 608 (2nd App. Dist. 1989). Contact us, or call **(661) 412-9600** to consult with one of our Bakersfield sexual harassment lawyers. **SEXUAL HARASSMENT DOES NOT HAVE TO BE MOTIVATED BY SEX** Effective January 1, 2014, sexual harassment does not have to be motivated by sexual desire. The new version of California's anti-sexual harassment law reads, "Harassment" because of sex includes sexual harassment, gender harassment, and harassment based on pregnancy, childbirth, or related medical conditions. Sexually harassing conduct need not be motivated by sexual desire. An earlier version of the bill had indicated the harasser's intent in engaging in the sexually inappropriate conduct was not the issue in determining whether conduct was sexual harassment. While sexual harassment is often motivated by the harasser's interest in gaining sex or a date from the harasser, the Employment Lawyers Group has handled many sexual harassment cases in which the sexual harasser's motivation was not actual sex. Sexual harassment is often about subjugation, control, and abuse of power. Cases confusing whether something overtly sexual was sexual harassment began in the 1990s in a male on male sexual harassment case. Various courts could not grasp there are many men who are married, but also engage in sexual practices with other men or want to. In these cases the harassers tried to claim buttocks touching and similar sexually offensive conduct was not sexual harassment because they were straight men. Ultimately, California law was amended due to an atrociously decided 2011 Northern California sexual harassment case in which a court of appeals absurdly concluded the male on male behavior was not sexual harassment. The sexually harassing events included the supervisor telling the employee he had a nice ass when he bent down, he would look good in little girls' clothes, he would fuck the employee better than his old lady, he was where he belonged when on his knees, and told him to suck his dick when he was in his face. The supervisor claimed these were all funny jokes. They had overt sexual connotations. Whether the supervisor was gay or not was not important. The supervisor said and did the exact sort of things to an employee that normally constitutes sexual harassment. All of these things were offensive due to sex. Demonstrating the conduct was severe, the harassed employee reported it to his safety manager. The employee was even retaliated against by being called a narc, snitch, and faggot. He was told he was lucky his ass was not kicked after work. The intent of the amendment was to de-publish this case and make sure it was not the law on sexual harassment in California. Overtly sexual comments made to an employee are sexual harassment. There are plenty of ways to demean an employee, taunt them, or make fun of them in a non-sexual manner. If the taunting has overt sexual overtures it is sexual harassment. Regardless, touching an employee on their buttocks is sexually offensive regardless of what the intention is. Touching a female's breasts without her consent is sexual harassment regardless of what the co-employee is thinking. Making odd comments about the sexual properties of an employee's bodies such as "Nice ass" is harassing and related to a sexual part of one's body. Contact one of our sexual harassment lawyers serving Bakersfield and the rest of Riverside County from our office at 5401 Business Park S, #214, Bakersfield CA 93309 951-367-1000 if you have questions about whether conduct that happened to you at work is sexual harassment. Contact us, or call **(661) 412-9600** to consult with a Taft sexual harassment lawyer. ## Your Employer Has An Obligation To Cause Sexual Harassment To Stop Employers must take all reasonable steps necessary to prevent discrimination and harassment, California Government Code Sections 12940(j); *Baker v. McKenzie*, 63 Cal.4th 1128, 1157 (1998); *Casenas v. Fujisawa*, 58 Cal.App.4th 101 (1997); Doe, 50 Cal.4th 1038, 1053 (1996); *Steiner v. Showboat Operating Co.*, 25 F.3d 1459, 1464 (1994); *Fuller v. City of Oakland*, 47 F.3d 1522, 1528 (9th Cir. 1995). If harassment has occurred, the duty to maintain a harassment-free work environment requires the employer to take remedial action not only to change the harasser's behavior, but to deter potential harassers from unlawful conduct, *Intlekofer v. Turnage,* 973 F.2d 773, 778 (9th Cir. 1992). Reasonable steps to prevent discrimination and harassment from occurring include : 1) affirmatively raising the issue of harassment; 2) expressing strong disapproval of harassment; 3) developing appropriate sanctions against harassment; 4) informing employees of their rights and instructing them to report harassment, 2 California Code of Regulations 7287.6(b)(2)-(3). Appropriate corrective action is some form of discipline, however mild, that contributes or eliminates the problem at hand, Intlekofer at 778. If the employer fails to take even the mildest form of discriminatory action the remedy is insufficient, Ellison, 924 F.2d 882. Action is corrective only if it contributes to the elimination of the problem at hand. Disciplinary measures are more likely to decrease the likelihood of repeated harassment than a mere request to stop the behavior, and so discipline is what a corrective action is, Intlekofer at 778. The mere presence of an employee who has engaged in particularly severe or pervasive harassment can create a hostile working environment...To avoid liability....for failing to remedy a hostile environment, employers may even have to remove employees from the workplace if their mere presence would render the working environment hostile...When employers cannot schedule harasser to work at another location or during different hours, employers may have to dismiss employees whose mere presence creates a hostile environment, *Ellison v. Brady,* 924 F.2d 872, 883 (9th Cir. 1991). "[T]he promptness adequacy of the employer's response to a complaint of harassment are fact questions for the jury to resolve, *Howard v. Burns Bros, Inc.,* 149 F.3d 835, 841 (8th Cir. 1998). "An employer may be held liable for 'negligence or recklessness in failing to respond to hostile work environment sexual harassment' *Davis v. U.S.P.S.*, 142 F.3d 1334, 1342 (9th Cir. 1998) citing to *Hirschfeld v. New Mexico Corrections Dep't,* 916 F.2d 572, 577 (10th Cir. 1990). Employers are liable for failing to remedy sexually harassing environments they knew of or should have known of, *Hirschtein v. New United Motor*, 92 Cal.App.4th 994, 1007 (2001); *Creamer v. Laidlaw Transit, Inc.*, 86 F.3d 167. 170-171 (10th Cir. 1996); *Harrison v. Eddy Potash*, Inc., 112 F.3d 1437, 1444 (10th Cir. 1997). Constructive knowledge of sexual harassment is imposed on employers if the harassment is pervasive, *Huddleston v. Roger Dean Chevrolet, Inc.*, 845 F.2d 900, 904 (11th Cir. 1988); *Varner v. National Super Markets*, Inc., 94 F.3d 1209, 1213 (8th Cir. 1996); *Farpella-Crosby v. Horizon Health Care*, 97 F.3d 803 (5th Cir. 1996), and this determination is a question of fact, *Reich v. Dept. of Conversation & Natural Resources, Alabama*, 28 F.3d 1076, 1082 (11th Cir. 1994); *Allen v. Tyson Foods, Inc.*, 121 F.3d 642 (11th Cir. 1997). Failing to investigate, or repudiate the employee's conduct by redressing the harm done and punishing or discharging can cause an employer to be liable for punitive damages if their non-managerial agent committed an act of discrimination, *Roberts v. Ford Aerospace*, 224 Cal.App.3d 801, 274 Cal.Rptr. 139, 144 (2nd App. Dist. 1990). Contact us, or call **(661) 412-9600** to consult with a Wasco sexual harassment lawyer. ### Sexual Harassment Investigations *Bradley v. Dept. of Corrections*, 71 Cal.Rptr.3d 222 (2008) requires that the employer's sexual harassment investigator must understand, and the investigation must ultimately, be aimed at 1) determining fault; 2) ensuring the claimant is safe from harassment; 3) to determine what steps are needed to stop the harassment, Id. Merely listening to the claimant is not enough, Id. Employees who are fired for complaining of sexual harassment, or due to their participation in a [sexual harassment investigation](https://bakersfieldlaborattorney.com/sex-harass-investigation/), may sue under the Fair Employment and Housing Act for the loss of in a their employment, California Government Code Section 12940(h). Do not hold back facts if you are making a sexual harassment complaint. Provide as much information as possible, or you will later be accused of not mentioning a critical aspect of the sexual harassment that was perpetrated. If you are involved sexual harassment investigation, be careful about naming witnesses. If you are not sure if somebody saw something, do not claim they are a witness. If there are witnesses who are ex-employees or family members be sure to tell the employer about these people, and offer access to any non-employees you have contact information for but your employer may not. If you are involved in a sexual harassment investigation, be careful about naming witnesses. If you are not sure if somebody saw something, do not claim they are a witness. If there are witnesses who are ex-employees or family members be sure to tell the employer about these people, and offer access to any non-employees you have contact information for but your employer may not. Sexual harassment cases dealt with in the work environment could become huge lawsuits and should not be taken lightly. Contact an experienced Bakersfield employment attorney today. Serving All Of Kern County Including: Arvin, Bakersfield, Lebec, Mojave, Ridgecrest, Taft, And Wasco. Contact us, or call **(661) 412-9600** toll free to consult with an Employment Lawyers Group sexual harassment lawyer, supervised by Karl Gerber who will be the lead attorney on your case. - $1,150,000 Unpaid commissions of two plaintiffs - $875,000 For 4 oil field service industry workers whose times worked were not recorded on timesheets and were on-call - $800,000 Controlled stand by class action settlement - $800,000 Failure to pay prevailing wage to maintenance technicians on state property - $800,000 For mis-classified independent contractors - $775,000 For small class action of employees not allowed meal breaks or cell phone reimbursements while caring for dependent adults - $750,000 Disability discrimination settlement for employee who had heart problems - $750,000 Sub-Minimum wage class action settlement - $675,000 Sexual harassment in a warehouse - $672,500 For sexual harassment at a truck stop - $625,000 Whistle blower wrongfully terminated for making safety complaints - $539,584 Myles v. Wellpoint Termination of Employment Due to Disability and Workers Compensation Injury - $510,000 Class action settlement of 125 workers on overtime claims - $500,000 Unpaid days of work to 4 oil rig workers - $490,000 For sex and age discrimination of women - $465,000 Sexual harassment at a gas station - $460,000 Unpaid hours of work for security officers & PAGA Violations - $450,000 Paystub violations - $450,000 Settlement for 2 on-call workers - $450,000 Being on controlled standby - $430,000 Settlement in 2024 dollars for a Los Angeles warehouse worker forced to violate her medical restrictions imposed by pregnancy - $400,000 Following arbitration win for meal & rest breaks for 3 employees - $400,000 Off-the-clock work for 5 employees - $400,000 Recovery following arbitration win for 4 employees who worked off the clock - $365,000 Sexual harassment of a delivery driver - $365,000 After defendant lost their appeal - pregnancy case - Jury Trial - $365,000 Vasquez v. Del Rio Sanitarium Pregnancy Discrimination Case - Following Jury Trial & Appeal - $360,000 For missed meal and rest breaks, and overtime for 3 employees, and PAGA penalties for less than 25 - $350,000 For prevailing wage and paystub itemizations - $350,000 For controlled standby and overtime for one employee - $350,000 For 2 employees in the vacation rental business who worked off-the-clock, on-call & PAGA - $350,000 To 2 employees in vacation rental business working off-the-clock overtime - $350,000 Nurse mis-classified as independent contractor who was on-call - $350,000 Due to fixed bonus pay not figured into overtime for a directional driller - $350,000 For directional driller whose fixed rate bonuses were not calculated into his overtime rate - $325,000 Sexual Harassment on a studio lot by manager - $315,000 Sexual harassment of a lesbian woman by straight man - $315,000 Sexual harassment of a pizza delivery driver - $307,345 For 2 hospital employees oncall - $305,000 Failure to Reinstate Manager After 7 Month Disability Leave - $305,000 For 2 IT trouble shooters oncall at a major hospital - $305,000 Wrongful termination of 2 sales people - $302,000 Controlled standby pay for two telecommunication workers in a hospital - $300,000 Verdict of punitive damages in wrongful termination case due to employee's refusal to work without rest breaks - $300,000 Multiple Worker Claims for Unpaid Wages for Oil Gauge and Calibration Inspectors on Docked Coastal Vessels - $300,000 Post trial verdict for wrongful termination settlement and minor rest break violations - $275,000 Unpaid minimum wage, overtime double and double time due to on call work for two technicians at a radio/television station - $270,000 Sexual harassment & employment termination - $260,000 For controlled stand by pay - $260,000 For sexual harassment in a supermarket - $250,000 For 2 oil field service technicians not paid overtime - $250,000 For whistle-blower about unpaid overtime - $250,000 For radiology technician on-call and small PAGA group - $250,000 Failure to accommodate physical therapy appointments following a stroke, pretextual job termination - $250,000 Sexual harassment of union studio worker by supervisor - $250,000 Sexual harassment of older straight woman by straight older woman in hospital - $246,000 Breach of fiduciary duty arbitration award involving disability discrimination - $235,000 Mechanic at car dealership not paid twice minimum wage, incentive pay not paid right - $232,000 Male on male sexual harassment won at a binding arbitration - $225,000 Sexual harassment by store customers - $225,000 Sexual Harassment of a Waitress (No Termination Involved) - $225,000 For two kitchen workers sexually harassed - $206,151 Larson v. VXI Same Sex Sexual Harassment - $205,000 Unpaid wages, overtime, labor code section 2699 penalties- arbitration award for multiple plaintiffs - $205,000 For multiple plaintiffs - $200,000 Acts of sexual harassment by CEO - $200,000 For on-call work, retaliation, forced to quit security officer - $200,000 For prevailing wage and FMLA violations - $200,000 For a worker fired due to medical issues & complaints of discrimination - $200,000 For PAGA violations and sexual harassment - $200,000 For a sales woman in her 60s, age discrimination - $200,000 Race Discrimination towards Latinos - $195,000 For Whistle Blower - $193,500 Sexual Harassment by a registered sex offender - $193,250 Sexual harassment by a sex offender - $190,000 Sexual Harassment in the medical coding industry - $190,000 Sexual harassment without a job termination - $185,857 Jewish lawyer discriminated against due to religion - $185,000 For sexual harassment of a woman 35 years older than the harasser - $182,500 Fired during cancer treatment - $180,000 Controlled standby pay claims of oil field service employee - $180,000 Cancer discrimination and termination due to recovery from cancer - $180,000 Controlled standby pay - $175,000 Sexual harassment of a part-time employee by manager, forced to quit - $175,000 Failure to pay minimum wage - $175,000 Wrongful Termination of Financial Whistleblower - $175,000 PAGA settlement due to missed meal and rest breaks in a hotel’s kitchens - $175,000 Unpaid overtime of 2 limo drivers of a small company - $175,000 Sexual harassment lawsuit - $175,000 PAGA settlement resort staff who worked off-the-clock - $175,000 Minor issues of pregnancy discrimination in fast food restaurant, lack of rest breaks - $174,250 Missed meal and rest breaks - $170,000 Off the clock work by nonexempt administrator at non-profit - $166,250 Racial harassment at a big box store - $165,000 For a car dealership manager denied baby bonding and CFRA Leave - $165,000 Wrongful termination and whistleblower - $162,500 Failure to pay commissions, retaliation when went to Labor Board - $162,000 Sexual harassment at a home owner’s Association - $160,000 For 3 oil field employees denied meal breaks, worked off-the-clock - $160,000 Sexual harassment by managers of car lot - $160,000 Auto dealership sexual harassment by text message - $155,000 Whistle blower at construction site - $153,000 Camarillo woman demeaned due to her Christianity - $150,000 Race harassment at an oil refinery - $150,000 Sexual harassment to two kitchen workers at a resort - $150,000 Settlement for failure to reinstate after maternity leave - $150,000 Wrongful termination of C.N.A. in assisted living facility who blew whistle - $150,000 Sexual harassment followed by pregnancy discrimination in the parts department of a car dealership - $150,000 Mental disability & termination of CFO - $150,000 Sexual harassment by a manager of an adult daycare program - $150,000 Job Termination of salesperson with cancer - $150,000 Sexual harassment by a coworker and forced to quit due to slow sexual harassment investigation - $150,000 CNA complained about rats - $150,000 Cancer discrimination & wrongful termination of waitress - $150,000 Forced to quit due to sexual harassment - $150,000 Disability discrimination & termination - $150,000 Job not held open during cancer treatment - $150,000 Sexual harassment of an eight-teen year old restaurant worker - $150,000 Cancer discrimination & termination of waitress Wrongful Termination of Site Manager - $150,000 Big box retail employee fired for reporting manager making him work off-the-clock, no meal breaks - $150,000 Wrongful termination of social worker reporting patient abuse - $145,000 Settlement for an office manager whose Northridge employer would not allow her to take leave from work due to pregnancy - $140,000 Not Accommodated and Fired for Mental Disability Leave - $140,000 Off-the-clock work, breach of contract to pay hourly wage to nurse - $137,930 Robinson v. Mantra - Binding Arbitration Award in a Pregnancy Discriminations - $137,500 Failure to reinstate after FMLA - $135,000 Aerospace executive whistle blower - $130,000 Employee fired for refusing to falsify records in lawsuit - $127,500 Wrongfully terminated driver who complained his truck was unsafe - $127,500 Illegally required medical examination adversely affecting a disabled employee - $127,450 Improper inquiry about medical abilities - $125,450 Retail sales manager terminated after complaining about national origin harassment by coworker - $125,000 Non-payment of wages to CEO - $125,000 Sexual harassment of a drug counselor - $125,000 Minor sexual harassment - $125,000 Pregnancy discrimination case & wrongful termination - - $125,000 Breach of contract, unpaid wages in the web industry - $125,000 Sexual harassment at a fast food restaurant - $125,000 For employee who quit after being misclassified and not receiving overtime. - $125,000 Wrongful termination - $125,000 Wrongful termination & minor labor code violations - $125,000 High tech employer stopped paying the agreed to sum - $125,000 Age discrimination during layoff - $125,000 Pregnancy discrimination & termination - $120,000 Male on male sexual harassment Unpaid wages, overtime, labor code section 2699 penalties- arbitration award of over - $120,000 For race discrimination - $120,000 Unpaid wages for tow truck drivers - $120,000 Racial Discrimination of a warehouse worker - $120,000 Insurance professional terminated for taking California Family Care Leave (FMLA) - $120,000 Sexually harassed maintenance supervisor by another male - $117,702 Disability discrimination, FMLA, and termination of $10.00 an hour employee in binding arbitration - $117,500 Pregnancy discrimination & termination ($24,000 loss of earnings) - $115,616 Signal Hill Hindu made fun of due to his religion - $115,000 Sexual harassment of car saleswoman & minor unpaid commissions - $115,000 Pregnancy discrimination & termination of customer service employee - $115,000 Sexual harassment of car saleswoman minor unpaid commissions - $112,023 Wrongful termination of social worker during trial - $110,000 (minor lost wages) Cancer discrimination & employment termination - $109,500 Unpaid prevailing wages for 2 employees of a small company - $107,500 Wrongfully terminated security manager who let his subordinates know they had rights to meal breaks - $105,500 Sexual harassment of a lesbian aerospace worker by a man who wanted to turn her straight - $105,000 Overtime due computer professional - $105,000 Fired After Depression Leave - $103,145 Refusal to accommodate pregnant warehouse worker - $102,500 Family Care Leave Act violations & termination ($20,000 loss of earnings) - $102,500 Sexual harassment of a waitress (no termination involved) - $102,500 Sexual harassment of a janitor - $101,500 Sexual harassment of a janitor - $100,850 Sexual harassment by restaurant manager - $100,000 Fired Due to Age of FMLA Leave - $100,000 Wrongful termination of ambulance driver who blew the whistle - $100,000 Termination of Mechanic’s Employment in Violation of California Family Rights Act (California FMLA) No matching results found. * Past results are not a guarantee or prediction of future case outcomes. ## Our Firm: No Upfront Fees or Costs ### Contingency Fee Representation All employment cases for employees are taken on a **contingency basis**. We are only paid a fee **when and if we win** your case, and we **advance all litigation costs**. Our goal is to make expert legal representation accessible to every hardworking employee. ### Serving Kern County We have proudly served all of Kern County since 1993. Ready to discuss your case? (661) 412-9600 Submit A Contact Form The Employment Lawyers Group has successfully handled 2,000+ Separate California Employment Cases ## Media Engagements ## Sample Case Results breach of commission contract $1,150,000 Unpaid commissions of two plaintiffs unpaid wages $875,000 For 4 oil field service industry workers whose times worked were not recorded on timesheets and were on-call forced to work without pay standby pay case $800,000 Controlled stand by class action settlement Disclaimer: These results are based on the facts of these specific cases and do not guarantee or predict a similar result in any future case. ## Practice Areas [Discrimination Age, Disability, FMLA/CFRA, Gender, National Origin, Pregnancy, Race, and Sexual Orientation discrimination claims.](https://bakersfieldlaborattorney.com/discrimination/) [Unpaid Wages & Overtime Recovering earnings for overtime, bonuses, commissions, meal & rest break violations, and prevailing wage claims.](https://bakersfieldlaborattorney.com/unpaid-wages/) [Sexual Harassment Compassionate and effective representation for sexual harassment and hostile work environment claims.](https://bakersfieldlaborattorney.com/sexual-harassment/) [Wrongful Termination Representing employees terminated in violation of public policy, contracts, or California and federal law.](https://bakersfieldlaborattorney.com/wrongful-termination/) [Leaves & Retaliation Protecting employees who face adverse actions after reporting illegal activity or taking protected medical leave.](https://bakersfieldlaborattorney.com/leaves-of-absence/) [Whistleblowers Advocating for employees who report fraud, waste, or abuse under California and federal whistleblower protection laws.](https://bakersfieldlaborattorney.com/whistle-blower/) ## Our California Locations ### Bakersfield [BakersfieldLaborAttorney.com](https://bakersfieldlaborattorney.com) 5401 Business Park S, #214, Bakersfield CA 93309 [(661) 412-9600](tel:6614129600) ### Los Angeles [EmployeeLawCA.com](https://employeelawca.com/) 611 Wilshire Blvd, #1023, Los Angeles CA 90017 [(323) 525-1600](tel:3235251600) ### Orange County [WorkLawyerOC.com](https://worklawyeroc.com) 2522 Chambers Rd, #100, Tustin CA 92780 [(714) 210-8000](tel:7142108000) ### Riverside [RiversideEmploymentLawyer.com](https://riversideemploymentlawyer.com) 9496 Magnolia Ave, #208, Riverside CA 92503 [(951) 367-1000](tel:9513671000) ### Sacramento [SacramentoLaborAttorney.com](https://sacramentolaborattorney.com) 777 Campus Commons Rd, #200, Sacramento CA 95825 [(916) 340-0000](tel:9163400000) ### San Bernardino [EmploymentAttorneySanBernardino.com](https://employmentattorneysanbernardino.com) 337 N. Vineyard Ave, #400, Ontario CA 91764 [(909) 663-2100](tel:9096632100) ### San Diego [SanDiegoEmployeeLawyer.com](https://sandiegoemployeelawyer.com) 330 "A" St, #60, San Diego CA 92101 [(619) 320-3000](tel:6193203000) ### San Francisco / Bay Area [BayAreaEmploymentAttorney.net](https://bayareaemploymentattorney.net) 524 Union St, #400, San Francisco CA 94133 [(877) 525-0700](tel:8775250700) ### San Jose / Silicon Valley [SiValleyLaborLawyer.com](https://sivalleylaborlawyer.com) 111 N. Market St, #300, San Jose CA 95113 [(877) 525-0700](tel:8775250700) ### Sherman Oaks [WorkLawyerCA.com](https://worklawyerca.com) 13418 Ventura Blvd, Sherman Oaks CA 91423 [(818) 783-7300](tel:8187837300) ### Torrance / South Bay [JobTerminationLaw.com](https://jobterminationlaw.com/) 3655 Torrance Blvd, 3rd Floor, Torrance CA 90503 [(310) 842-8600](tel:3108428600) ### Ventura / Oxnard [VenturaEmploymentLawyer.com](https://venturaemploymentlawyer.com) 4030 West Hemlock St, Oxnard CA 93035 [(805) 200-0100](tel:8052000100) ### Additional Sites [BostonLaborLaw.com](https://bostonlaborlaw.com) [DcLaborAttorney.com](https://dclaborattorney.com) [FresnoEmployeeLawyer.com](https://fresnoemployeelawyer.com) [JobLawyer.net](https://joblawyer.net) [MarylandLaborAttorney.com](https://marylandlaborattorney.com/) [ModemStud.com](https://modemstud.com) [VintageLosAngeles.org](https://vintagelosangeles.org) [WorkplaceLawyer.org](https://workplacelawyer.org) ## About Firm Founder, Karl Gerber Firm Founder, **Karl Gerber**, has been an employment and wrongful termination attorney since **1993**. He has represented a wide range of employees throughout California. Mr. Gerber has won **51 of the binding arbitrations and jury trials** he first chaired, and a number of his appeals are published. This deep trial experience is the foundation of the firm's strategic approach to litigation. The employment attorneys employed by the Employment Lawyers Group have worked at the firm well in excess of five years, have also tried many different labor cases, and have all been **extensively trained on employment and wrongful termination law by Karl Gerber**. [Meet Karl Gerber](https://bakersfieldlaborattorney.com/karl-gerber/) ## Ready to Discuss Your Case? Your rights as an employee matter. Submit a contact form and we'll get back to you. Submit A Contact Form [Call (661) 412-9600 Now](tel:6614129600)