Gabriella Kamran

City v. Stalker (2025) – A city fire engineer and his family members became the victims of a stalker who repeatedly made unfounded claims about the engineer to Sheriff’s departments across multiple counties.  The city obtained a workplace violence restraining order against the stalker, but the order expired, and the stalker continued the harassment.  The city obtained another restraining order on behalf of the fire engineer, his spouse, and child.  When the stalker attempted to circumvent that restraining order by contacting the fire engineer’s parents in their home, Gabriella convinced the California Superior Court judge to modify the restraining order to include the fire engineer’s extended family, as well as their homes and workplaces.

City v. Part-Time Employee (2025) – A part-time employee brought a gun to work but left it in his car.  He told a coworker he had the gun because he was distraught that a female employee did not want to talk to him anymore.  The coworker informed HR, and the part-time employee’s father came to city hall to retrieve the gun once he learned of his son’s conduct. The part-time employee was arrested and later resigned.  Gabriella was able to convince the California Superior Court judge to grant a three-year workplace violence restraining order that prevented the former part-time employee from entering city hall or contacting the female employee.

Community College District v. Former Student (2024) – LCW obtained a workplace violence restraining order for a Community College District against a former student, following months of escalating harassment and threats toward faculty and staff.  Despite disciplinary actions, the former student’s behavior worsened, including threats of violence against employees. The LCW team secured a temporary restraining order, and after a hearing, the court granted the restraining order, providing protection and relief for the College’s employees.

City / Fire Department v. Fire Association (2025)  — Gabriella convinced PERB to dismiss an unfair practice charge that involved a complex labor negotiations issue.  A city and a fire association were simultaneously negotiating a successor MOU and a standalone matter regarding a change to a job classification.  The association claimed that the MOU impasse extinguished its duty to bargain the standalone classification issue.  Gabriella argued that the association waived its right to bargain by: refusing to continue discussions about the standalone issue; and failing to raise the standalone issue during the MOU impasse proceedings.

Firefighters Union v. City (2024) – Persuaded PERB to dismiss an Unfair Practice Charge by a firefighters’ union based on a failure to state a prima facie claim that the City made an unlawful unilateral change to wages, hours, or working conditions.

Police Lieutenant v. City (2023) – Convinced PERB’s General Counsel to dismiss an Unfair Practice Charge that a police lieutenant filed against the police chief on the grounds that PERB lacks jurisdiction over individual peace officers.

City of La Mirada (2025) – Gabriella served as chief negotiator during collective bargaining agreement negotiations with the City’s newly-recognized theatrical stage employees union.

City of Compton (2025 – 2026) – Gabriella served as co-chief negotiator during collective bargaining agreement negotiations with the City’s miscellaneous, management, and fire unions.

City of Gardena (2025 – 2026)– Gabriella has provided advice and counsel during the City’s collective bargaining agreement negotiations and in its labor relations with its employee groups.

Desert Community College District (2025 – 2026) – Gabriella has provided advice and counsel during the College of the Desert’s collective bargaining agreement negotiations with its faculty association.