Goldberg & Loren

About Goldberg & Loren — Employment Law Bakersfield, California

Goldberg & Loren is a respected employment law Bakersfield firm with experience going back to 1996, serving workers in Kern County who face wrongful termination, workplace discrimination, sexual harassment, wage theft, and employer retaliation. Based in Bakersfield and focused on employee rights across the Central Valley, the firm handles California’s broad spectrum of workplace protections — which are significantly stronger than federal minimums, covering more employees and providing more robust remedies. The firm offers free consultations and a contingency fee structure, meaning workers pay nothing unless the firm recovers compensation.

California’s employment laws extend to virtually every private employer in Bakersfield and Kern County — including protection against discrimination based on race, sex, disability, age, and a wide range of other characteristics under the California Fair Employment and Housing Act (FEHA). The EEOC received 88,531 new discrimination charges nationally in FY 2024, and California — with its large workforce — consistently generates a significant share. Goldberg & Loren’s Bakersfield office gives Bakersfield-area workers direct access to employment law attorneys who know Kern County’s primary industries — agriculture, oil, and logistics — and the workplace disputes common in those sectors.

What Clients Say

Clients of Goldberg & Loren in Bakersfield describe a firm that takes workplace injustice seriously and pursues employer accountability with genuine determination. Reviews highlight the firm’s clear communication about the legal process, honest assessments of case strength, and the sense that clients are supported by attorneys who understand the financial and personal stakes of a wrongful termination or discrimination claim in Bakersfield’s job market.

Employment Law Bakersfield — Practice Areas & Services

• Wrongful Termination: Claims for employees fired in violation of California law — including public policy violations, retaliation for complaints, and contract breaches.
• Workplace Discrimination: Claims under the California FEHA for discrimination based on race, sex, disability, age, religion, national origin, and other protected characteristics.
• Sexual Harassment: Hostile work environment and quid pro quo harassment claims for Bakersfield and Kern County workers.
• Unpaid Wages & Overtime: Recovery of unpaid minimum wage, overtime, meal and rest break premiums, and other wage theft under California Labor Code.
• Employer Retaliation: Claims for employees penalized for reporting discrimination, filing workers’ comp claims, or exercising protected rights.
• FMLA & CFRA Violations: Interference with or retaliation for taking protected family and medical leave under federal FMLA and California CFRA.

Frequently Asked Questions

How long do I have to file an employment discrimination claim in Bakersfield?

In California, you must file a complaint with the California Civil Rights Department (formerly DFEH) within three years of the discriminatory act to preserve your state law claims under FEHA. For federal EEOC claims, the deadline is 300 days from the discriminatory act. These deadlines are strictly enforced — consulting an employment attorney promptly after an incident is essential to preserve your rights in Kern County courts.

What qualifies as wrongful termination in California?

California is an at-will employment state — employers generally can terminate employees for any reason or no reason. However, termination is “wrongful” when it violates public policy (e.g., firing someone for filing a workers’ comp claim or reporting illegal activity), breaches an implied or written employment contract, or is motivated by discrimination or retaliation for exercising a protected right. California’s protections are significantly broader than federal law in several categories.

Can I sue for unpaid overtime in Bakersfield if my employer called me “exempt”?

Yes — California’s exemption rules are strict. To be legitimately exempt from overtime, an employee must earn at least twice the state minimum wage ($33/hr as of 2025) AND primarily perform executive, administrative, or professional duties as defined by the Industrial Welfare Commission Wage Orders. Misclassification is a common employer violation in Kern County’s agricultural and logistics industries, and improperly classified workers can recover back overtime pay, interest, and attorney fees.