If you are an employee of Pacific Gas and Electric Company (PG&E) and have faced discrimination, sexual harassment, or wrongful termination, you are up against one of the largest utility “Goliaths” in the United States. With over 26,000 employees and a massive legal defense fund, PG&E is a formidable opponent—but they are not above the law.

employment lawyers against PG&E

At Winer, Burritt, Scott & Jacobs (WBS&J), we specialize in leveling the playing field. We don’t just “handle” cases; we prosecute them with the intensity required to win against billion-dollar corporations. With more than $300 million recovered for our clients and 60 years of combined experience, our firm has the resources and the reputation to hold major California employers accountable.

The “Anti-Corporate” Advantage: Why WBS&J?

Large entities like PG&E employ “white shoe” law firms to intimidate employees into silence or low-ball settlements. They count on you being afraid of their reach.

We aren’t intimidated. Our firm was built on the principle that no corporation is too big to be held responsible for violating an employee’s civil rights. When you hire WBS&J, you aren’t just getting a lawyer; you are getting a trial-tested team that has successfully taken on major utilities, healthcare giants, and government entities across California.

Common Employment Law Violations at PG&E

Working for a major utility provider involves unique pressures. In our experience, large corporate structures like PG&E’s often struggle with systemic issues that lead to legal claims, particularly in the following areas:

1. Whistleblower Retaliation (Safety & Regulatory)

Given PG&E’s history with regulatory oversight and public safety, employees often find themselves in the crosshairs after reporting safety violations or falsified records. Under California Labor Code Section 1102.5, it is illegal for PG&E to retaliate against you for disclosing information regarding a suspected violation of state or federal law.

In fact, the California Public Utilities Commission (CPUC) maintains strict oversight and a dedicated whistleblower program precisely because internal reports are vital to public safety. If you were disciplined for speaking up, you are protected.

2. Discrimination and Hostile Work Environment

Large utilities often rely on internal investigations to justify discipline or termination, and those investigations are not always fair or complete. Whether the bias is based on race, gender, age, or disability, California’s Fair Employment and Housing Act (FEHA) provides some of the strongest protections in the nation. To understand the full scope of your protections, you can review the latest updates from the California Civil Rights Department (CRD), which detail how the state handles systemic discrimination claims.

3. FMLA & CFRA Leave Violations

With a workforce of tens of thousands, managers often mismanage protected leaves. If you were demoted, harassed, or terminated after taking time off for a serious health condition or to care for a family member under the Family and Medical Leave Act (FMLA) or California Family Rights Act (CFRA), you may have a claim for damages.

Our Success Against Major California Employers

To win against a giant like PG&E, you need a firm that has a proven track record of high-stakes victories. WBS&J has secured record-breaking results in complex employment and personal injury litigation:

1. Restaurant Sexual Harassment Case

Amount: $850,000
Description: Multiple female employees were harassed by a manager at a chain restaurant franchise; despite the owner’s claims of impending bankruptcy, the firm successfully secured a settlement.
Summary: Winer, Burritt, Scott & Jacobs, LLP successfully held a restaurant franchise accountable for a manager’s harassment of multiple women, securing an $850,000 settlement despite the defendant’s claims of financial instability.

2. Factory Site Sexual Harassment Case

Amount: $1,300,000
Description: Two women at a large national corporation’s factory were harassed by a supervisor while the company ignored their complaints, leading to a settlement after aggressive discovery and mediation.
Summary: The firm leveraged aggressive discovery and multiple mediations to secure $1,300,000 for two women harassed by a supervisor at a national corporation’s factory site.

3. Apartment Complex Fraud Case

Amount: $2,200,000
Description: A group of fifteen plaintiffs residing in a large apartment complex won a significant settlement following a legal battle regarding fraudulent practices.
Summary: Fifteen plaintiffs successfully recovered $2,200,000 in a settlement involving allegations of fraud within a large apartment complex.

4. Long-Term Organizational Harassment Case

Amount: $800,000
Description: A male employee endured 30 years of harassment from over ten different supervisors; the firm used psychiatric evaluation to validate his claims and psychological injuries against the organization’s denials.
Summary: Through expert psychiatric validation, the firm overcame organizational denials to win $800,000 for a male client who suffered three decades of sexual harassment by numerous supervisors.

“Large companies have massive legal teams. You need a firm that isn’t intimidated and has the financial capital to go the distance in a years-long legal battle.” — John Winer, Founding Partner

Your Rights Under California Law (FEHA & PAGA)

California is an “at-will” employment state, but that is not a “get out of jail free” card for PG&E. You are protected by:

The FEHA: Prohibits harassment and discrimination. Unlike federal law, the FEHA does not have a “cap” on damages for emotional distress or punitive damages, meaning the potential recovery can be significantly higher.
The “No Recovery, No Fee” Promise: We operate on a contingency fee basis. This means you pay nothing upfront. We take on the financial risk of the lawsuit so you can focus on your recovery and your future.
PAGA: The Private Attorneys General Act allows employees to recover civil penalties for California Labor Code violations, such as unpaid wages or missed meal and rest breaks, on behalf of themselves, their coworkers, and the State of California.

Frequently Asked Questions

Can I sue PG&E for wrongful termination in California?

Yes. If you were fired for a reason that violates public policy—such as reporting a safety hazard, an illegal practice, complaining about discrimination, sexual harassment, or taking protected medical leave—you may have a case for wrongful termination.

How long do I have to file a lawsuit against PG&E?

In California, you typically have three years from the date of the discriminatory act to file a complaint with the Civil Rights Department (CRD). Once the CRD issues a “Right to Sue” notice, you generally have one year from the date of that notice to file your lawsuit in court. However, specific deadlines can vary depending on the nature of the claim. You should consult an attorney immediately to ensure your rights are preserved.

What is the average settlement for a discrimination case against a large employer?

While every case is unique, settlements against large corporations often range from $75,000 to over $500,000, depending on the severity of the misconduct, the amount of lost wages, and the emotional distress caused. In cases involving “malice or fraud,” punitive damages can significantly increase these figures.

Strategic Representation Across California

PG&E operates across the state, with major hubs and its corporate headquarters in Oakland, as well as significant operations in San Francisco, Sacramento, and Los Angeles. WBS&J serves employees in every one of these regions, ensuring that local jury pools and regional legal nuances are factored into your strategy.

Ready to stand up to the giant?

Don’t let a corporate behemoth dictate your future. Contact Winer, Burritt, Scott & Jacobs today for a confidential, free evaluation of your case.

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