Calabasas Employment Attorneys
The trial attorneys of the Akopyan Law Firm A.P.C. stand ready to fight for the rights of the residents of Calabasas, regardless of whether they are employees or employers. If your cause is just and involves employment law, give us a call to see how we can help.
Calabasas, California
Calabasas is a city in the southwestern region of the San Fernando Valley in Los Angeles County. Calabasas is home to more than 25,000 residents. It covers approximately eighteen square miles, and encompasses the following zip codes: 90290, 91301, 91302, and 91372. Settlements of Chumash Indians named the area Calabasas, a word perhaps descended from the Indian word for “where the wild geese fly.” Others think Calabasas comes from the Spanish word for pumpkin or wild gourd. Spanish expeditions in the 1700’s forever changed the Indians’ way of life. The Diary of Miguel Costanso, which documents the Portola expeditions in 1769-1770, refers to encounters with the Chumash in the area. Six years later, the Juan de Anza party camped just west of Calabasas. El Scorpion, or El Escorpion, a ranch that once occupied a large tract in the west Valley, was granted to three Indians in Calabasas in the 1830’s. About 25 years later, Miguel Leonis, the Basque “King of Calabasas” acquired the ranch and 1100 acres by his marriage to Espiritu, an Indian who had inherited the property from her father. Leonis was often in trouble with the law, hiring gunmen to expand his lands, bribing witnesses and threatening nearby settlers. He was killed in 1889 when he fell from his wagon after removing a band of squatters from his property. Squatter wars and gun fights were a bloody part of Calabasas history. “Inhabitants killed each other off so steadily that a human face is a rarity,” wrote Horace Bell in his book on the old west coast. When large ranches were divided into farms in the late 1800’s, families of settlers struggled against poverty and drought. When water and power came to Owensmouth (Canoga Park), they were happy to leave the difficult life of Calabasas pioneers. After the turn of the century, several select spots in the Calabasas area developed into weekend respites from the city. What is now the Sagebrush Cantina was originally a group of small stores built by Lester Agoure, Sr. in the early 1920’s. The parking lot once was the local jail. Outside was the famous hanging tree, dead, but still standing today. It is the identifying logo of the Calabasas Chamber of Commerce. Lack of water in the Calabasas area was always a major concern. With the founding of the Las Virgenes Municipal Water District in 1958, a water supply was assured, and the area began its development boom. With offices in Los Angeles, Bakersfield, Oxnard, Temecula, Rancho Cucamonga, Costa Mesa, Culver City, and San Diego, the Akopyan Law Firm A.P.C. is just minutes away from Calabasas. Our employment lawyers stand ready to provide world-class services and top-notch representation to the residents of Calabasas.
Finding the Best Employment Lawyer in Calabasas Has Never Been Easier
Calabasas, as a thriving community, offers a plethora of legal professionals for its residents to consider. Conducting an online search for “employment lawyer Calabasas” or “wrongful termination attorney Calabasas” often inundates users with paid advertisements from employment lawyers based in various locations. Navigating this sea of choices to select the right attorney with the essential skills and experience can indeed be challenging when relying primarily on paid internet advertisements. For individuals in search of legal representation, assessing an attorney’s proficiency in handling employment trials and litigation can be a formidable task when their primary reference point is an advertisement. However, at the Akopyan Law Firm, A.P.C., each attorney brings nearly two decades of invaluable experience to the table. Our legal team boasts a well-established track record of success, effectively advocating for both employees and employers. Our firm’s guiding principle revolves around prioritizing quality over quantity. Instead of saturating the market with advertising, our attorneys dedicate their time to the courtroom, vigorously fighting for our clients’ rights. We understand that actions speak louder than words and wholeheartedly invite you to seek references from satisfied clients upon request. Additionally, you can explore our online reviews to gain added confidence in our capabilities. With conveniently located offices just minutes away from Calabasas, we are poised and prepared to provide top-tier legal representation to the residents of Calabasas, ensuring that their legal needs are met with the utmost level of expertise and professionalism. Your pursuit of justice begins here.
We Can Help Employees and Employers In Calabasas With:
Featured Article:
Pregnancy Disability Leave Coverage in California: What “Covered Employer” and “Eligible Employee” Mean for Workers in Physically Demanding Roles
📌 Key Takeaways Pregnancy Disability Leave (PDL) in California can affect whether an employee keeps their position while complying with pregnancy-related medical restrictions. Coverage affects protection. PDL protections generally depend on whether the employer is a covered employer and whether the employee is disabled by pregnancy, childbirth, or a related medical condition. Many “small” employers are covered. Employers with five or more employees are covered under California’s Fair Employment and Housing Act (FEHA), even when the workforce is spread across shifts, sites, or related operations. Eligibility focuses on disability status, not tenure. PDL eligibility generally depends on a health care provider’s certification that pregnancy-related conditions make job duties unsafe, not length of service. Timing and patterns can matter. Coverage disputes followed by write-ups, schedule cuts, or job loss after pregnancy-related leave or accommodation requests may raise potential pregnancy discrimination, disability discrimination, or retaliation concerns under California law. ~ ~ ~ ~ ~ ~ ~ ~ ~ ~ ~ ~ ~ ~ ~ ~ ~ ~ For many employees in physically demanding roles in California—such as warehouse, construction, retail, and delivery work—Pregnancy Disability Leave (PDL) coverage can affect whether they can follow pregnancy-related medical restrictions without losing their job. When a health care provider determines that pregnancy, childbirth, or a related medical condition makes work unsafe or unworkable, the employer’s handling of coverage and eligibility can shape what happens next. Under California’s PDL rules, protections often turn on two issues: (1) whether the employer is a covered employer, and (2) whether the employee is disabled by pregnancy, childbirth, or a related medical condition. These terms may sound technical, but they often show up through everyday workplace decisions—how schedules are assigned, how restrictions are handled, and whether the employer treats leave or accommodations as protected. Why PDL Coverage Matters When Job Security Is at Stake When pregnancy affects an employee’s ability to perform a physically demanding job, PDL coverage concerns whether the employee can take job-protected leave during a medically recognized disability period. Under California’s Pregnancy Disability Leave Law (PDLL), employees who are disabled by pregnancy, childbirth, or related medical conditions are entitled to up to four months of job-protected leave per pregnancy. This leave is available for the duration of the actual disability. [2 CCR § 11042]. PDL is separate from, and may be taken in addition to, the 12 weeks of bonding leave under the California Family Rights Act (CFRA), if the employee meets CFRA eligibility requirements. [Cal. Gov. Code § 12945.2]. Because these laws can overlap, mislabeling leave or misunderstanding eligibility can create avoidable disputes. In physically demanding jobs, restrictions like lifting limits, bed rest, reduced standing, or time away for prenatal care may conflict with strict schedules and production expectations. If an employer misunderstands or misapplies PDL coverage, an employee may feel pressured to choose between complying with medical advice and maintaining income. PDL also matters because it is closely tied to job restoration. In general, PDL protections focus on maintaining the employee’s position (or a comparable... Read more
Millions of Dollars Recovered For Our Clients
Check Out Our Case Results