Moon Law Group, PC

Employee-side work across California

Kane Moon founded Moon Law Group, PC in 2007. He is a litigator and trial attorney, and the firm has grown to more than 40 lawyers. Its office is in Los Angeles, while its stated service area covers employees throughout California.

The firm represents employees in disputes with their employers. It handles claims for individual workers and class action employment lawsuits. The firm also says that other attorneys often refer cases to its team.

In my opinion, this employee-only focus gives the firm a clear identity. Every listed practice area concerns workplace rights, pay, leave, contracts, or an employer's response to protected conduct. The statewide reach also matters for workers whose employer has offices or operations outside Los Angeles.

Pay, leave and contract disputes

The practice includes unpaid overtime, minimum wage violations, and missed meal or rest breaks. These claims often depend on close review of time records, wage statements, schedules, pay policies, and communications with supervisors. A worker's own calendar or messages may also help establish when work occurred.

How wage claims usually develop

In a typical wage dispute, counsel first identifies the pay period, job duties, recorded hours, and applicable workplace policies. The next step may involve comparing the employee's records with payroll and timekeeping data. The legal issues can differ based on whether the claim concerns hourly pay, overtime, off-the-clock work, or required breaks.

Class treatment may become relevant when the same pay policy affects a group of employees. A court decides whether the legal requirements for a class action have been met. That inquiry usually examines the alleged common policy and whether shared questions can be resolved for the group.

Leave, severance and employment agreements

The firm lists Family and Medical Leave Act matters among its services. These disputes may concern a request for protected leave, notice to an employer, the way leave was recorded, or events surrounding a worker's return. Medical records, leave forms, attendance records, and employer communications often help establish the sequence.

The site's structured information also identifies severance agreements and employment contract disputes. Contract work calls for careful reading of the actual terms, amendment history, and related communications. Severance questions may involve promised compensation, release language, confidentiality terms, or continuing obligations after employment ends.

Discrimination, harassment and workplace retaliation

Moon Law Group handles discrimination claims involving race, gender, age, pregnancy, disability, and sexual orientation. The firm also represents employees in sexual harassment and hostile work environment matters. These categories cover both specific employment decisions and patterns of workplace conduct.

Discrimination cases often require a detailed timeline. Hiring records, performance reviews, promotion decisions, discipline, pay data, and messages can show how an employer treated the worker. Comparator evidence may also matter when employees in similar roles received different treatment.

Complaints and employer responses

The firm handles retaliation and whistleblower claims. Those matters commonly examine what the employee reported, who received the report, and what happened afterward. Written complaints, meeting notes, policy documents, schedule changes, and disciplinary records can help connect the events.

Retaliation can arise after a worker reports harassment, discrimination, wage issues, safety concerns, or other suspected wrongdoing. The legal analysis usually considers whether the worker engaged in protected conduct and whether the employer took a covered action. Timing can matter, but the full record remains central.

Wrongful termination claims

Wrongful termination is another stated area of practice. A review of such a claim often starts with the employer's stated reason for ending the job and the documents created before the decision. Performance history, complaint records, attendance data, leave requests, and termination notices may all carry weight.

A termination dispute may overlap with discrimination, retaliation, whistleblower activity, or protected leave. Counsel must separate each legal theory and identify the facts that support it. The available records help establish who made the decision and when that person learned of the employee's protected activity.

Individual lawsuits and class actions

The firm takes both single-plaintiff matters and class action employment cases. Individual cases center on one employee's workplace events, legal claims, and claimed losses. Class actions examine whether a policy or practice affected a group in a legally similar way.

Employment litigation may include written pleadings, document requests, witness testimony, motions, settlement discussions, and trial preparation. The exact path depends on the claims, evidence, court orders, and choices made by the parties. Kane Moon's stated work as a litigator and trial attorney fits the firm's focus on disputed employment matters.

What class proceedings involve

A proposed class case requires the court to decide whether the claims may proceed together. The parties may address payroll systems, written policies, timekeeping methods, job categories, or records shared across a workforce. Courts apply certification standards before treating the matter as a class action.

If the court certifies a class, later stages may include notice to affected workers and continued review of group evidence. A proposed class settlement generally requires court review. The court examines the terms, notice process, and treatment of the class under the governing rules.

As a reviewer, the presence of both individual and class action work is useful because employment disputes vary in scope. A missed-break claim tied to a common policy raises different procedural questions than one person's termination case. The firm's stated practice covers both formats.

Attorney roster and team structure

The firm's site identifies a team of more than 40 lawyers and publishes attorney names with titles. The named partners are Kane Moon, Founding Partner, Allen Feghali, Senior Partner, Christopher L. Garcia, Partner, and Lilit Ter-Astvatsatryan, Partner. These titles provide a visible outline of the firm's partner group.

Senior counsel and senior associates

H. Scott Leviant appears on the roster as Senior Counsel. Edwin Kamarzarian, Julie S. Oh, Enzo Nabiev, Jacquelyne VanEmmerik, Mariam Ghazaryan, and Hyunjin Kim are listed as Senior Associates. The roster therefore identifies several lawyers below the partner level who hold senior titles.

Associate attorney

Jason Kwak is listed as an Associate Attorney. The published roster also connects each named lawyer to a stated position within the firm. Moon Law Group, PC has operated since 2007 under founder Kane Moon.