An Inland Empire employment lawyer helps workers in Riverside and San Bernardino Counties with wrongful termination, wage theft, harassment, discrimination, and retaliation. Abramson Labor Group represents employees only, never employers, and we work on contingency, so you pay no fees unless we win. We serve the whole region from our Burbank office, with city pages below for local rules and courts, and we handle cases in English and Spanish.
Why Inland Empire Employees Choose Abramson Labor Group
- We represent employees only, and we never take employer defense work.
- Clients give us 4.5 stars across more than 1,900 Google reviews (as of Sept 2026).
- Our documented case results include $1.7 million for a wrongful termination client and $380,000 in a retaliation and racial discrimination case. Every case depends on its own facts, and past results do not guarantee a similar outcome.
- Founding partner Zev Abramson is a CELA member and earned a spot on the Top 100 U.S. Labor and Employment list (2024).
- We handle cases in English and Spanish, and our intake team also assesses cases in Armenian.
- You do not need to know the name of the law involved. Instead, our intake team starts by listening to what happened.
Find Your Inland Empire City
In addition, each city page covers the local issues, courthouse, and nearby communities in more depth:
- Riverside: the county seat and workers’ comp retaliation.
- San Bernardino: day rates, temp agency work, and final pay.
- Moreno Valley: warehouse quotas, screening time, and indoor heat.
- Ontario: drivers and warehouse workers labeled as contractors.
- Fontana: truck yards, plant injuries, and filing deadlines.
- Rancho Cucamonga: office and warehouse overtime.
- Corona: commuters, mileage, and where to file.
- Pomona: Pomona Valley workers on the Los Angeles County side of the region.
What Problems Do Inland Empire Workers Face Most?
Warehouse, restaurant, hotel, and health care jobs each bring their own pay and treatment problems. However, the same state laws protect workers in both counties, since neither Riverside nor San Bernardino appears in the UC Berkeley Labor Center inventory of local wage ordinances. So most employers here owe at least the $16.90 state minimum for 2026.
Warehouse and fulfillment workers
For example, a warehouse worker may have to pass security screening or collect equipment before paid time starts, and California’s warehouse quota law bars covered employers from quotas that block breaks, restroom use, or safety rules. Coverage depends on the employer and facility, so not every warehouse falls under it. Our page on warehouse and fulfillment workers explains these rights in detail.
Temp and staffing agency workers
Many Inland Empire jobs come through staffing agencies. Even so, Labor Code section 2810.3 can make the worksite company share responsibility for unpaid wages and workers’ comp coverage in covered arrangements.
Restaurant and hotel workers
Restaurant crews often lose pay when managers require side work after clock-out, while hotel housekeepers and banquet staff may work through breaks to finish assignments. In addition, when a guest, vendor, or coworker harasses you, your employer can be responsible if it knew or should have known and failed to act. See our pages for restaurant workers and hotel and hospitality workers.
Not sure whether you have a case?
What Evidence Helps Explain What Happened at Work?
Employment cases often turn on ordinary records that show when events happened and how your employer treated you before and after a complaint. So start with what you already have.
| Issue | What you may experience | Records that help |
| Wrongful termination | Losing your job after leave, a complaint, or a report | Termination notice, reviews, emails, write-ups |
| Wage theft | Missing overtime, off-the-clock work, skipped breaks | Pay stubs, schedules, time records, your own hour log |
| Harassment | Sexual comments, slurs, unwanted contact | Complaints, texts, witness names, dated notes |
| Retaliation | Cut hours, worse shifts, sudden discipline | Complaint records, schedule changes, supervisor messages |
First, keep records you already lawfully have, such as pay stubs and personal messages. However, ask a lawyer before you copy anything stored only on your employer’s systems.
What to Look For in an Inland Empire Employment Lawyer
The right Inland Empire employment lawyer works only for employees, knows both county court systems, and explains your deadlines early. So look for these points before you sign.
- Employee-side focus. A firm that also defends companies may not push as hard for you.
- Logistics experience. Because quota, screening, and staffing claims need specific records, ask how the firm proves them.
- Deadline awareness. A good lawyer tells you which clock applies to each claim.
- Contingency representation. You should not have to pay upfront to protect your rights.
Which Courts Hear Inland Empire Employment Cases
The Inland Empire spans two county court systems. In Riverside County, the Superior Court hears unlimited civil cases at the Riverside Historic Courthouse, 4050 Main Street. Meanwhile, San Bernardino County files civil cases at the San Bernardino Justice Center and, for some West End cities, at the Rancho Cucamonga District. You do not need to visit the courthouse to start a case, because we prepare and file the paperwork for you.
Employment Cases We Handle for Inland Empire Workers
- Wrongful termination after leave, a complaint, or a report.
- Wage and overtime claims for off-the-clock work and missed breaks.
- Sexual harassment by supervisors, coworkers, or guests.
- Pregnancy discrimination and denied accommodations.
- Racial discrimination in pay, discipline, or promotions.
- Retaliation after you speak up about pay, safety, or treatment.
For a plain-language overview of regional issues, read our guide to workplace rights for Inland Empire workers, or visit our California employment lawyers page for statewide coverage.
Frequently Asked Questions
Does my immigration status stop me from reporting unpaid wages?
No. According to the Labor Commissioner, California labor laws protect every worker regardless of immigration status, and the office will not ask about the immigration status of anyone seeking help.
Can I bring a claim against both the staffing agency and the worksite company?
Often, yes. Under Labor Code section 2810.3, a client company with 25 or more workers that uses more than five agency workers can share liability for unpaid wages. However, you must give it 30 days’ notice before you sue.
How long do Inland Empire workers have to file a discrimination claim?
Generally three years to file with the Civil Rights Department under Government Code section 12960. Because wage and whistleblower claims follow different clocks, call early so we can check each one.
How much does an Inland Empire employment lawyer cost?
We work on contingency, so you do not pay anything unless we win. Your case evaluation is free, and you will not pay for legal counsel or court fees out of pocket. Instead, our fee comes from a share of any settlement or verdict, and if there is no recovery, you owe no attorney fees.
Request a Free Inland Empire Employment Law Case Review
If something is wrong at work, whether it is missing pay, a firing after a complaint, or harassment your employer ignored, tell us what happened. Call (213) 493-6300 or request a free case review, even if you still work there. You do not pay ANYTHING unless we win!
Last updated: September 2026
This page provides general information, not legal advice. Contacting Abramson Labor Group does not create an attorney-client relationship.