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(310) 792-7010
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Proven Trial Strength. Client-Focused Results.

Results Driven
Trial Attorneys
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Clients First

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Employment & Business Litigation Counsel

California Employment & Business Litigation Attorneys

Our firm’s highly talented and experienced lawyers will work to determine your individual goals and pursue them vigorously. Our unrelenting desire to achieve our client’s objectives is what drives our success, whether via pre-litigation negotiation or at trial. Our experience in representing both plaintiffs and defendants in complex litigation gives us valuable insight and perspective on how to achieve results whether through aggressive litigation or mutually negotiated resolution.

get a free case evaluation
Or call (310) 792-7010

Why Moore Ruddell?

TRUSTED – Referrals from other attorneys and current or former clients who know and respect our work and work ethic are our most important source of clients. Client collaboration is a key part of the trusted attorney-client relationship and we will always keep you informed as to the status of your case and upcoming steps.

EXPERIENCED – Our attorneys have spent over 20 years representing clients in high-stakes litigation matters at some of the largest law firms in the world. We are dedicated to providing the highest quality legal services at competitive rates.

PROACTIVE – There are often many possible strategies and tactics in an attorney’s “toolkit.” We are always thinking through different scenarios and viewing the case from multiple angles in order to best achieve our client’s goals.

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If you are facing an employment law issue, don’t hesitate to contact us for a free consultation. We are here to help you protect your rights and get the justice you deserve.

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Employment Law

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Business Litigation

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Trade Secrets

Trade Secrets

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Defamation

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Meet Our Dedicated Team

Moore Ruddell Team

Moore Ruddell is a Los Angeles-based civil litigation firm that provides dynamic, high-quality counsel and representation to individual and business clients across the State of California. Our uncompromising and rigorous advocacy focuses on achieving our clients’ goals and protecting our clients’ interests. We aim to give our clients a voice and to be a champion of our clients’ position while cultivating an attorney-client relationship designed to encourage and empower. We pride ourselves on the strong client relationships we have built utilizing these philosophies.

Bonita Moore

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Howard Ruddell

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Our Blogs

Recent Articles

Helpful legal articles on employment law and workplace rights.

What Is Wrongful Termination Under California Law?

Understanding Your Rights After Losing Your Job in California Key Takeaways: Wrongful termination under California law occurs when an employer fires an employee for an illegal reason, such as discrimination, retaliation, or violation of fundamental public policy. California recognizes several legal theories including FEHA discrimination, retaliation and whistleblower protections, and public policy (Tameny) claims, each with distinct elements. While at-will status allows either party to end employment at any time, it never shields unlawful conduct, and implied promises may further

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July 4, 2026

Retaliation Is the Top EEOC Charge for 17 Straight Years

Why Retaliation Claims Dominate the Employment Law Landscape Key Takeaways: Retaliation has been the most frequently filed charge with the EEOC for 17 consecutive years, signaling that adverse actions against workers who assert their rights remain widespread across all sectors. Workplace retaliation occurs when an employer takes a materially adverse action, such as termination, demotion, or reduced hours, because an employee engaged in protected activity like reporting harassment, opposing discrimination, or raising safety concerns. California offers broader protections than federal

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June 30, 2026

What Qualifies as Quid Pro Quo Sexual Harassment in California?

Understanding Power-Based Harassment in California Workplaces Key Takeaways: Quid pro quo sexual harassment in California occurs when someone in authority conditions a job benefit, or threatens a job detriment, on an employee’s submission to unwelcome sexual advances. Under FEHA (Government Code § 12940), this conduct is unlawful when a tangible employment action, such as termination, demotion, denied promotion, or significant income loss, results from refusing a supervisor’s sexual demand. Unlike hostile work environment claims, quid pro quo claims can rest

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June 26, 2026