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, Orange, Oxnard, Riverside, and San Bernardino, 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.
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Understanding the Interactive Process Requirement for Employees with Diabetes Under California Law
📌 Key Takeaways Failure to Engage in the Interactive Process May Trigger Statutory Liability Under California Government Code § 12940(n), employers have a legal obligation to initiate a timely, good faith interactive process when a disability—such as diabetes—is known or accommodation is requested. Noncompliance may lead to legally actionable FEHA violations. Interactive Process Must Be Ongoing and Individualized Employers are required to conduct a personalized and evolving dialogue with the employee. A one-time conversation may not fulfill this statutory duty, particularly if no undue hardship evaluation is documented. Employees with Diabetes Hold Specific Legal Rights Under FEHA California law grants employees the right to participate meaningfully in the accommodation process, to request confidentiality for medical information, and to be protected from retaliation for asserting these rights. Legal Consultation Is Strongly Recommended for Potential Violations Employees experiencing delayed responses, superficial engagement, or termination after accommodation requests should consult a California employment attorney promptly due to strict statutory time limits. By understanding these legal obligations and protections, readers can better assess when employer conduct may cross the line into a statutory violation—and why early legal consultation is essential. California’s Fair Employment and Housing Act (FEHA) establishes a statutory requirement that employers must engage in a timely, good faith interactive process with employees who have a known disability—such as diabetes—when accommodation may be necessary. This process is not optional; under California Government Code § 12940(n), it is a legal duty imposed on covered employers. While many individuals manage diabetes independently, employment conditions may arise that require reasonable accommodations. In these situations, the interactive process becomes legally significant. Statutory Framework: What the Law Requires The interactive process under FEHA is a mandatory, individualized dialogue between an employer and an employee with a disability. The goal is to determine effective reasonable accommodations that would allow the employee to perform essential job functions without imposing an undue hardship on the employer. The obligation to initiate this process arises when: An employee requests an accommodation; The employer becomes aware of a disability through observation or communication; The need for accommodation is otherwise reasonably obvious. Unlike the federal Americans with Disabilities Act (ADA), FEHA imposes more rigorous standards, requiring proactive engagement from employers under California law. The interactive process is not a single conversation but an ongoing obligation, especially if an employee’s medical needs evolve. Laws governing employer obligations in this area may be updated; employees and employers should consult official sources or qualified counsel to confirm current requirements. Employer Obligations During the Interactive Process Under California law, employers must do more than acknowledge a request. They are required to engage in the process with good faith and timeliness. Statutory duties include: Assessing essential job functions and evaluating how the disability impacts them; Identifying and considering reasonable accommodations, such as modified schedules, remote work (if feasible), or adjustments to break times; Ensuring confidentiality of medical information shared during the process; Documenting all communications and decisions related to accommodation discussions; Continuing the dialogue as circumstances change or ... Read more
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