Woodland Hills Employment Lawyers
The Akopyan Law Firm A.P.C. is dedicated to protecting the rights of workers in Woodland Hills who experience discrimination, harassment, retaliation, wrongful termination, or other illegal conduct in the workplace. We also stand ready to assist small businesses with all their employment law needs.
Woodland Hills, California
Woodland Hills is one of the larger suburban neighborhoods in the City of Los Angeles. It is in west San Fernando Valley and is home to more than 70,000 Angelenos. It covers approximately fifteen square miles and encompasses the following zip codes: 91302, 91303, 01364, 91365, 91367, and 91372. The area that was to become Woodland Hills was dry and largely unpopulated in 1900, though limited portions of the land were being farmed for citrus, walnuts, and wheat. Water remained a major issue: either there was not enough to support residential development, or too much of it due to flash flooding during the Southland’s torrential rains in winter. Completion of the Los Angeles Aqueduct in 1913 by William Mulholland solved the shortage of water by building an aqueduct from the Owens Valley to Los Angeles. News of a steady supply of water newly available in the Valley attracted homesteaders from across the United States. During the Depression the population here declined to 75 families, but the town remained on the map. In 1941 the community established its own Chamber of Commerce and renamed itself Woodland Hills, an appropriate moniker considering the many thousands of trees that had matured since being planted throughout the area in the 1920s. Also in the 1940s, Harry Warner developed a horse ranch on the 1,100 acres he purchased. Amidst the postwar housing boom of the sixties and seventies Harry Warner’s ranch was subdivided and sold to become the home of Warner Center, Topanga Plaza, Kaiser Hospital, Rocketdyne, and Litton Industries. The Akopyan Law Firm A.P.C. has offices in Los Angeles, Bakersfield, Oxnard, Temecula, Rancho Cucamonga, Costa Mesa, Culver City, and San Diego, which are minutes away from Woodland Hills. Thus, the Akopyan Law Firm, A.P.C. offers legal services to both employees and employers in Woodland Hills.
Woodland Hills Employment Law
The employment relationship between employers and employees in Woodland Hills is governed by a several distinct sets of local, state, and federal law. State laws governing the workplace in Woodland Hills include, but are not limited to the California Constitution, the California Labor Code, the California Government Code, the California Fair Employment and Housing Act (“FEHA”), the California Family Rights Act, and the California Business & Professions Code. Federal laws governing the workplace in Woodland Hills include but are not limited to the Fair Labor Standards Act, the Family and Medical Leave Act, the National Labor Relations Act, the Labor Management Relations Act, the Employee Retirement Income Security Act, Title VII of the Civil Rights Act of 1964 (“Title VII”), the Americans with Disabilities Act, and the Age Discrimination in Employment Act.
Labor Law Attorneys in Woodland Hills, California
In Woodland Hills, finding the right labor lawyer can be a challenging task. The legal landscape is teeming with various law firms, each with its unique approach and focus. Not every employment attorney in Woodland Hills will be the right fit for every case. Some may prioritize quick and easy low-value settlements over the arduous battles that can lead to full-value resolutions. At the Akopyan Law Firm, our Woodland Hills, California labor lawyers have a clear mission: to achieve the best possible outcome for each client, regardless of the magnitude of the fight required. Our commitment to delivering high-quality legal services means that we limit our practice to a select number of cases, ensuring that every client receives personalized attention and the care they deserve. When you become our client, you become part of our extended family. We take immense pride in providing first-class, personalized service, but we don’t expect you to simply take our word for it. We encourage you to explore what our clients have to say about their experiences with us. Our client relationships often extend far beyond the life of their cases, a testament to the trust and rapport we build. Our employment lawyers are known for their passionate advocacy and the excellent results they consistently achieve. If you are in search of employment lawyers in Woodland Hills who will fight ardently for your rights and interests, we invite you to call us today for a complimentary case evaluation. We are here to provide you with the expert legal representation and guidance you need to navigate complex employment law matters and secure the best possible outcome for your case.
We Can Help Woodland Hills Employees and Employers With Cases Involving:
Featured Articles:
Protections Under FEHA for Workers with Cancer in California
📌 Key Takeaways FEHA Protections for Cancer Patients: California’s Fair Employment and Housing Act (FEHA) recognizes cancer as a protected medical condition, offering legal safeguards against discriminatory treatment in the workplace. Wrongful Termination Context: Termination of employment may be wrongful and illegal under FEHA if it is connected to a cancer diagnosis, especially when adverse actions follow disclosure or requests for accommodation. Reasonable Accommodation and Interactive Process: Employers must engage in a collaborative good faith interactive process to explore reasonable accommodations for employees with qualifying conditions unless they can show undue hardship. Impacts of Job Loss Post-Diagnosis: Termination during... Read more
Challenging Employer Pretexts in California Heart Attack Termination Cases
📌 Key Takeaways Legal Framework for Disability Termination Claims: California Government Code § 12940 and the federal ADA prohibit employers from terminating qualified employees due to a disability, including post-heart attack conditions. Pretext and Burden-Shifting Standard: On summary judgment disability discrimination cases are subject to the McDonnell Douglas framework, where employees must show a prima facie case, employers must state a lawful reason, and claimants may then demonstrate that the reason is pretextual. Indicators of Discriminatory Motive: Red flags such as shifting employer justifications, sudden negative performance documentation, or selective policy enforcement may support an inference of unlawful termination.... Read more
Remedies for Wrongful Termination After a Heart Attack in California
📌 Key Takeaways Legal Protections Under FEHA: California’s Fair Employment and Housing Act (FEHA) may offer legal remedies to individuals terminated after a heart attack if the condition qualifies as a protected disability. Types of Available Remedies: Potential remedies include compensatory damages for financial losses, punitive damages for egregious employer conduct, attorney’s fees, and reinstatement, depending on the circumstances. Importance of Legal Counsel: Evaluating eligibility for any remedy requires fact-specific legal analysis, making prompt consultation with an employment law attorney essential. Risks of Public Missteps: Public statements, including social media posts, could impact credibility or affect the outcome of... Read more
Establishing the Link Between Heart Attacks and Wrongful Termination in California
📌 Key Takeaways FEHA Protections for Heart Conditions: Under California law, the Fair Employment and Housing Act (FEHA) protects individuals whose heart conditions, such as heart attacks, substantially limit major life activities. Employers are prohibited from taking adverse actions based on such conditions. Proving Disability Discrimination: Establishing a prima facie case under FEHA involves showing a qualifying medical condition, the ability to perform essential duties, an adverse employment action, and a causal connection between the condition and termination. Critical Role of Evidence and Timing: Documentation—such as medical records, internal communications, and performance reviews—can support claims. Timing of termination relative... Read more
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