Sherman Law Corporation selectively represents employees who have been harassed, discriminated against, retaliated against, or wrongfully terminated in violation of California law. With more than 33 years of employment litigation experience, Lisa Sherman brings strategic insight to every employment law case. If you believe your rights were violated, we offer a confidential and candid evaluation of your matter.
Employee Representation in California
Strategic Advocacy for Employees Who Have Been Unlawfully Treated
What Our Clients Say
Protecting Employees From Harassment, Discrimination, Retaliation, and Wrongful Termination
California employment law provides a comprehensive framework designed to protect employees from unlawful conduct in the workplace. Statutes such as the Fair Employment and Housing Act (FEHA), the California Labor Code, and the California Family Rights Act (CFRA) establish rights relating to discrimination, harassment, retaliation, wrongful termination, constructive termination, failure to prevent harassment and discrimination, accommodations, opposing unlawful conduct, leaves of absence, defamation, wage and hour, unfair business practices, intentional infliction of emotional distress, and negligent hiring and supervision.
However, not every workplace conflict constitutes a legal violation.
Each matter is evaluated independently based on:
- Documentary evidence
- Employer policies and practices
- Timeline of events
- Witness accounts
- Applicable California and federal laws
Sherman Law Corporation selectively represents employees in matters involving substantial, well-supported claims, particularly where employers have engaged in harassment, discrimination, retaliation, wrongful termination, or other adverse employment actions against the employee.
We provide candid assessments of legal strength, risks, remedies, and strategic options before proceeding.
Our guiding principle: when employers violate the law, employees deserve aggressive, effective representation focused on maximizing their financial recovery.
If you have been harassed, discriminated against, retaliated against, or wrongfully terminated by a California employer, contact Sherman Law Corporation for a confidential evaluation of your case.
Types of Employee Claims We Handle
Sherman Law Corporation selectively represents employees in unfair business practices involving:
Wrongful Termination
While California is generally an at-will employment state, terminations may violate public policy, contractual rights, or statutory protections. We evaluate whether the termination was unlawful and whether meaningful remedies are available.
Discrimination & Harassment (FEHA)
California law prohibits discrimination or harassment based on protected characteristics such as age, race, sex, disability, medical condition, pregnancy, national origin, religion, and other legally protected categories. We assess cases involving documented misconduct and employer failure to take corrective action.
Retaliation & Whistleblower Claims
Employees are protected when reporting unlawful conduct, participating in investigations, or exercising statutory rights. Retaliation may constitute a separate and actionable violation.
Wage & Hour Violations
California imposes strict wage and hour requirements. In appropriate matters, we evaluate claims involving:
- Misclassification
- Unpaid wages or overtime
- Meal and rest period violations
- Inaccurate wage statements
Failure to Accommodate or Provide Protected Leave
Employers are obligated to provide reasonable accommodations and comply with protected leave laws, including CFRA.
Hostile Work Environment
A hostile work environment occurs when unwelcome conduct based on a protected characteristic (such as sex, race, disability, or age) is severe or pervasive enough to interfere with an employee’s ability to do their job or create an abusive work environment.
Cases are accepted only after a thorough, factual, and strategic evaluation, and only where the evidence reflects significant and well-supported violations of California employment law.
Notable Employment Representation Success Stories
Jane Doe v. Second Street Corp. dba The Huntley Hotel
California Court of Appeal, Second District — Published Decision (2024)
A hotel employee came to Lisa Sherman after years of sexual harassment, retaliation, and a hostile work environment that ultimately forced her from her job. Her former employer moved to compel arbitration, seeking to keep the case out of court entirely.
Sherman Law Corporation successfully defeated that motion, and when the employer appealed, Lisa Sherman and co-counsel Josh Schein spent nearly a year litigating the appeal. The California Court of Appeal affirmed, issuing a published decision that is now binding precedent across California.
The ruling established two significant protections for employees:
- Continuing harassment is fully covered. Where harassment spans the EFAA’s March 2022 effective date, the entire claim falls under the Act (even if the conduct began years earlier.)
- The whole case stays in court. Once a sexual harassment or sexual assault claim is raised in a lawsuit, a forced arbitration clause cannot be used to push any part of the lawsuit, including wage claims, discrimination claims, or retaliation claims, into private arbitration.
The decision is certified for publication, meaning California courts must now follow it. For survivors facing mandatory arbitration clauses, this ruling changed the landscape.
Our Approach to Employee Representation
Sherman Law Corporation is not afraid to litigate. We approach every accepted employee matter prepared to go all the way, from filing motions, taking depositions, going to trial, and pursuing appeals if that is what it takes to get our clients the recovery they deserve.
- Careful Case Evaluation: We conduct a comprehensive review of the facts and legal framework before determining whether to proceed. Not all matters are accepted.
- Evidence Preservation and Development: We guide clients in organizing documentation, identifying witnesses, and preserving electronic communications that may be relevant to the claim.
- Administrative Process Navigation: Where required, we assist with filings before the California Civil Rights Department (CRD, formerly DFEH), including preparation of charges and securing right-to-sue notices.
- Strategic Resolution: While some cases settle, Sherman Law Corporation prepares every accepted matter for litigation from day one. We do not count on early settlement; we build the strongest possible case so that when we negotiate, we negotiate from a position of strength.
- Litigation Through Completion: If resolution efforts fail, we proceed with filing a lawsuit in California state or federal court through judgment and appeals. We file as many motions as necessary, take cases through trial, and appeal when warranted. Our goal is to put the maximum amount of money back in our client’s pocket, and we are not afraid of the work it takes to get there.
- Contingency Fee Representation: We generally handle accepted employee cases on a contingency fee basis. No upfront fees, no retainer. We advance all costs, and our fee is only collected if we win or settle your case. Our financial interests are fully aligned with yours. Alternatively, if the scope of our representation is limited, we represent employees on an hourly basis.
Our end goal is to put the maximum amount of money back in our clients’ pockets, and we are willing to fight as hard and as long as it takes to get there.
Why California Employees Trust Sherman Law Corporation
Sherman Law Corporation is recognized for its aggressive and results-driven approach to employment litigation. Lisa Sherman is known for her competitive edge, command of California employment law, and willingness to go to trial, and through appeals, to put significant money back in her clients’ pockets from employer wrongdoing.
Insight from Representing Employers
Having represented employers extensively, we understand internal investigations, risk management strategies, and defense approaches. That insight strengthens employee-side strategy in substantial matters.
Selective Representation Model
We are not a volume-based plaintiff firm. We accept a limited number of employee cases involving significant unlawful conduct.
Candid, Strategic Guidance
Clients receive direct, unfiltered assessments regarding strengths, weaknesses, risks, timelines, and potential outcomes.
Commitment to Fairness
We pursue cases with real damages, both economic and non-economic, where we can fight to maximize recovery for our clients. Our focus is on the employee’s financial and personal well-being, not attorneys’ fees, so when we take a case, the goal is to put the most money possible back in the client’s pocket.
Frequently Asked Questions about California Employment Law
Do you represent all employees who contact your firm?
Sherman Law Corporation evaluates employee matters on a case-by-case basis. We focus on cases that involve an adverse employment action against the employee, such as termination, demotion, suspension, or a significant change in working conditions, along with meaningful economic and non-economic damages. The cases that are the best fit involve harassment, discrimination, retaliation, or wrongful termination where we can achieve the highest financial return for the client. During your consultation, we review the facts and provide a candid, honest assessment of your options.
How do I know if I have a valid employment claim?
Many employees are unsure whether what they experienced rises to the level of a legal violation. A consultation allows us to review your documentation, the timeline of events, and the applicable laws to determine whether your employer’s conduct may have violated California employment protections. We provide clear, straightforward guidance so you can make an informed decision about next steps.
How long do I have to file an employment claim in California?
Deadlines vary depending on the type of claim and whether administrative remedies must first be pursued through agencies such as the California Civil Rights Department (CRD) or the EEOC. Because these timelines can be strict and complex, speaking with an attorney as early as possible helps protect your rights.
Will my case automatically go to court?
Sherman Law Corporation prepares every accepted case for litigation from day one. While some cases resolve before trial, we do not assume or rely on early settlement. We build the strongest possible case so that, whether at the negotiating table or in the courtroom, we are positioned to maximize our client’s recovery. If a case requires going through trial or appeals, we are not afraid to do that.
Is my consultation confidential?
Yes. All communications with Sherman Law Corporation are protected by the attorney-client privilege. We handle every inquiry with discretion, professionalism, and respect.
Has Your Employer Violated Your Rights? Let Us Review Your Case — Contact Us Today
If you believe your employer has harassed, discriminated against, retaliated against, or wrongfully terminated you, the first step is understanding whether you have a claim worth pursuing. Sherman Law Corporation offers confidential consultations to evaluate your matter, at no cost and with no obligation. We will tell you honestly what we think, and if we take your case, we handle it on a contingency fee basis with no upfront costs.
Contact us at 323-488-2087 for a confidential consultation.
