Webber & Egbert Employment Law, P.C.

Who the firm represents

Employment law is the whole of the work here, and the clients are employees across California. Webber & Egbert Employment Law takes on disputes that begin at work, such as terminations, harassment claims, and unpaid wages. It represents workers on a contingency basis, so a client's payment is tied to what the case recovers. The firm also offers a first consultation that it describes as free and confidential.

That single focus is worth noting up front. In my opinion, a firm that only represents employees tends to learn the relevant statutes and the common employer defenses well, because it meets them week after week. The lawyers here have also sat on the other side of these cases. The firm states that its attorneys previously defended large corporations in employment matters, so they have argued the same questions from the defense chair and know how those arguments are built.

The kinds of cases it takes

The firm names eight practice areas, and together they cover most of the reasons an employee ends up needing a lawyer. Wrongful termination and discrimination sit at the center of the work. Retaliation and whistleblower claims deal with employees an employer punished for reporting a problem or refusing to go along with it. Sexual harassment cases form their own category on the list.

Wage and hour work covers wages a worker earned but did not receive, such as missed overtime or unpaid final paychecks. The firm also handles Family and Medical Leave Act disputes and breach of contract claims tied to employment. That mix keeps the practice inside a single field while still reaching a wide set of workplace problems. It reads as a general employee-side practice, one a worker could approach without first knowing the legal name for what went wrong.

How the team is built

Three partners lead the firm: Kelsey A. Webber, Douglas M. Egbert, and Shaelyn A. Stewart. Two more attorneys, Lena Foellmer and Nathan Searcy, fill out the legal roster, and the firm lists several paralegals who support the lawyers. Naming the team this plainly helps a prospective client picture who would actually handle a file. Five attorneys is a mid-sized bench for a plaintiff-side employment firm, large enough to carry several matters at once.

Backgrounds on the record

A few of the lawyers come with public details worth reading. Douglas M. Egbert studied at the University of California, Davis School of Law and at Washington State University, and his work centers on employment and labor. He speaks Japanese, which can matter to a client who is more comfortable discussing a case in that language. Nathan Searcy also attended UC Davis School of Law and practices from the Sacramento office. As a reviewer, I note that two of the named lawyers trained at the same law school.

What the record shows

The clearest result the firm reports is a jury verdict. Kelsey Webber won a trial verdict in Anderton v. Bass Underwriters Inc. while working at a previous firm. The client there was a 61-year-old underwriter whom the employer terminated in favor of a younger male colleague. The reported figure in that age and gender discrimination case was $4,750,000, a number the firm lists among its results.

Beyond that verdict, the firm points to settlements in other matters: sexual harassment, retaliation, and race harassment cases. It does not publish dollar figures for those settlements. A trial verdict on the record still signals that the firm will take a case in front of a jury when a settlement does not come together. In my opinion, that readiness is a fair thing for an employee to weigh, since many disputes settle only when the other side believes trial is a real possibility.

Where the firm works

Sacramento is the home base, and the firm lists offices in San Francisco, Fresno, Los Angeles, and Bakersfield. Those five locations reach the northern, central, and southern parts of the state. For a worker checking whether a firm can appear in a nearby court, that spread is a practical detail rather than a marketing point. It also suggests the firm takes cases well beyond its home county.

Each office draws on the same practice areas and the same five attorneys. A worker in Fresno and a worker in Los Angeles meet the identical set of claims and the identical team. That consistency matters when someone is comparing options across a state as large as California.

How a case begins

A prospective client starts with a consultation that the firm offers free of charge and treats as confidential. If the firm takes the matter, it works on contingency, so the client's cost is tied to the outcome of the case. That arrangement is the usual way plaintiff-side employment firms handle these matters. It lets someone bring a claim they might otherwise leave alone.

What the firm makes public is concrete: eight practice areas, five named attorneys, offices in five California cities, and a $4,750,000 discrimination verdict on its results page. Those are facts a reader can check before choosing a firm. Every case the firm lists sits on the employee's side of the dispute.