McCune Law Group recently held a press conference at their Ontario office to discuss serious allegations of workplace harassment, discrimination, and retaliation against San Bernardino County District Supervisor Joe Baca, Jr. The firm is representing a former staffer, who worked in Baca’s office for over four years before being terminated in February 2025.
The Allegations: A Pattern of Abuse and Discrimination
The complaint centers around Ms. Sonja Pang, who served under Supervisor Baca from late 2020 until her termination on February 21, 2025. She was promoted to acting Chief of Staff in September 2022, a role that would expose her to what the lawsuit alleges was a toxic work environment characterized by systematic harassment and persistent abuse.
Broken Promises and Abuse of Power
From the beginning of her employment, the complaint alleges that Mr. Baca acknowledged Ms. Pang was underpaid compared to her male predecessors. He promised a raise that was allegedly contingent upon her “loyalty”—a loyalty that, according to the lawsuit, meant:
- Standing quietly by while Baca insulted and belittled other staffers
- Enduring verbal abuse and threats directed at her personally
- Watching as employees were forced out for speaking against inappropriate behavior
Gender-Based Discrimination and Objectification
The lawsuit details a disturbing pattern of behavior specifically targeting women in the workplace. According to the complaint, San Bernardino County Supervisor Baca:
- Made objectifying comments about female staffers’ physical appearance and dating lives
- Admitted to preferring physically attractive female job candidates without children
- Instructed that women should wear dresses and makeup to maintain a “good looking team”
Retaliation and Escalating Harassment
When staffers complained about Baca’s behavior, the lawsuit alleges he responded with threats to their job security. Ms. Pang attempted to protect her colleagues but often became the primary target of verbal tirades.
The complaint describes how numerous staffers witnessed Baca berating Ms. Pang, though he frequently attempted to meet with her alone—a pattern that employment law experts recognize as a common intimidation tactic. Ms. Pang became, in her own words, a “punching bag” for Mr. Baca’s beratement.
The Final Straw: Termination After Years of Service:
By 2025, Ms. Pang had still not received the promised raise despite her years of dedicated service. When she pressed the issue, the lawsuit alleges Baca told her he could find someone “younger, prettier, and with no kids” to fill her position.
The timeline of her termination raises additional concerns:
- February 5, 2025: Ms. Pang is placed on administrative leave
- February 21, 2025: Formal termination
- Present day: Struggling to find work in her field, despite a sterling reputation prior to Supervisor Baca’s alleged retaliatory action
Attorney Calls for Accountability and Additional Victims
During Monday’s press conference, practice area leader Joe Richardson underscored the gravity of these allegations, while acknowledging the importance of honoring our elected officials. “We do not bring this lawsuit lightly,” Mr. Richardson said, “because we should hold our public servants in high regard. But they should also be held accountable. It’s not either/or. It’s both.”
“Let me be clear,” Mr. Richardson continued, “we believe Mr. Baca’s harassment of employees, including sexual harassment of women in the workplace, is an open secret that County of San Bernardino knows or should know about. This lawsuit does not occur in a vacuum.”
McCune Law Group is actively seeking additional victims who may have experienced similar treatment. Affected individuals are encouraged to contact McCune Law Group as soon as possible.
Client’s Powerful Statement: Courage in the Face of Adversity
Ms. Pang, a single mother of four with a long-standing commitment to public service, delivered emotional remarks during the press conference. Her words reflect both the personal cost of speaking out, and her unfailing determination to protect others.
“What I am doing now with this lawsuit is uncomfortable, but necessary,” she said. “But if this truth, — not just my truth, but the truth — can give others like me a voice, it will be worth it.”
Despite the difficulty Ms. Pang has faced, she remains committed to encouraging others to pursue public service careers: “My message today is one that I lived before I came to work for SB County and the Supervisor. It is a message of encouragement for all people who desire to do public service through their work, and to do it in a supportive, and not hostile, environment.”
For Ms. Pang, this lawsuit is the first step not only in getting justice, but in creating a supportive environment where all public servants can thrive.
Watch: Press Conference Recording
McCune Law Group’s Commitment to Workplace Justice
McCune Law Group’s approach to this case reflects our broader commitment to fighting workplace injustice across all sectors, including public institutions. Our attorneys have a keen understanding of the unique challenges faced by California employees – and the laws that protect them.
Comprehensive Legal Strategy
Led by Joe Richardson, our employment discrimination team bring decades of experience in plaintiff’s side litigation to the table, understanding that workplace abuse often goes unchecked due to:
- Fear of retaliation
- Power imbalances
- Lack of legal awareness
- Institutional protection of powerful figures
Supporting Clients Through Difficult Times
What sets McCune Law Group’s approach apart is our recognition that employment disputes can be emotionally devastating, especially when they involve long-term harassment and betrayal of institutional trust. Our client-centered approach prioritizes:
- Transparency and communication throughout the legal process
- Empowering clients with knowledge and options
- Creating a supportive environment for clients to share their experiences, publicly or privately
- Aggressive advocacy combined with compassionate support
Moving Forward
For employees who may have experienced similar treatment, Ms. Pang’s case demonstrates that legal remedies exist and that speaking out, while difficult, can lead to meaningful change and accountability. The County’s response to these allegations will likely help to define the environment public servants work in for many years to come.
McCune Law Group continues to encourage anyone who may have experienced harassment, discrimination, or retaliation in the workplace—whether in public or private employment—to seek legal counsel to understand their rights and options.