Cerritos Employment Attorneys
The trial attorneys of the Akopyan Law Firm A.P.C. stand ready to fight for both employers and employees in Cerritos, California.
Cerritos, California
Cerritos is located in southeast Los Angeles. Cerritos is home to more than 50,000 residents. It covers approximately nine square miles, and encompasses the following zip codes: 90623, 90638, 90701, and 90703. Cerritos was originally inhabited by Native Americans belonging to the Tongva, who would later be renamed the “Gabrieleños” by the Spanish settlers after the nearby San Gabriel Mission. It was part of Rancho Los Nietos, which covered 300,000 acres. It was incorporated on April 24, 1956 as the City of Dairy Valley to reflect the predominant agriculture focus of the area. At the time, within the city limits there were more than 400 dairies, 100,000 cows and 106,300 chickens. In fact, the cows outnumbered the city’s 3,439 residents by nine to one. By the early 1960s, rising land values and property taxes began to make dairy operations uneconomical. In a 1965 special election, voters decided to permit the building of homes on less than five acres per residence. Allowing for normal residential development. On January 10, 1967, the official name change name to Cerritos occurred. The name was based on the fact that the area was located near land that was part of the original Spanish land grant Rancho Los Cerritos. Cerritos was one of the first cities in Los Angeles County to develop large-scale retail zones, such as the Los Cerritos Center and Cerritos Auto Square. In 1978, Cerritos dedicated the nation’s first solar-heated City Hall complex, and in 1993, the Cerritos Center for the Performing Arts opened its doors. The city’s top three employers are ABC Unified School District, United Parcel Service and AT&T Mobility. is the city’s largest employer with a staff of 6,000. Other large employers are Los Cerritos Center and the Cerritos Auto Square. Retail and industrial trades are responsible for Cerritos’ $2 billion taxable retail sales and $7.2 billion assessed property valuation. According to the California State Board of Equalization, Cerritos residents are the second-highest retail spenders in California. Second only second to Beverly Hills, averaging $36,544 per resident. The city has entered a float in the Tournament of Roses Parade annually since 2002. Its points of interest includes Cerritos Center for the Performing Arts, the Cerritos Millennium Library, and the Cerritos Sculpture Garden. With offices in Los Angeles, Bakersfield, Orange, Oxnard, Riverside, and San Bernardino, the Akopyan Law Firm A.P.C. is just minutes away from Cerritos. Our employment lawyers stand ready to provide world-class services and top-notch representation to the residents of Cerritos.
Your Search For The Best Employment Lawyers in Cerritos Ends Now
Because of its location, Cerritos offers its residents many choices in terms of lawyers. There are countless lawyers and law firms offering their services to Cerritos residents. In fact, some of them would break down your door and rush into your living room to make a sales pitch if they could. When employers and employees in Cerritos face serious legal issues, and real-world legal challenges involving employment law, the difficulty they face is knowing which lawyer is the right choice for them. The search can be made even more difficult by the constant onslaught of gimmicky radio ads and cheesy posters plastered on billboards, buses, and street benches. Most folks will try to find someone online, but an online search for “Cerritos employment lawyer” or “wrongful termination attorney in Cerritos” may lead to search results replete with paid advertisements from billboard lawyers. For certain cases, a billboard lawyer may be an excellent choice. There are, however, other cases which require quality representation of the highest caliber from experienced counsel.
Each attorney at the Akopyan Law Firm, A.P.C. has almost two decades of experience. Our lawyers have a proven track record of success for both employers and employees. The firm’s approach is to focus on quality, not quantity. Our lawyers prefer to spend our time in the courtroom fighting for their clients’ rights, instead of the recording studio recording catchy radio ads. We don’t want you to take our word for it; We will gladly provide client references upon request. You can of course also check out our reviews online. With offices just minutes away from Cerritos, we stand ready to provide legal representation of the highest caliber to residents of Cerritos.
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Featured Article:
Legal Protections for Employees with Diabetes Under California Law
📌 Key Takeaways Diabetes May Qualify as a Protected Disability Under California Law: Under California’s Fair Employment and Housing Act (FEHA), diabetes—whether Type 1 or Type 2—can be considered a disability if it substantially limits major life activities such as eating or self-care, even when controlled by medication. Employers Must Engage in an Interactive Process for Accommodations: FEHA requires employers with five or more employees to participate in a good faith, interactive dialogue when an employee with a qualifying disability requests workplace adjustments, such as breaks for glucose checks or schedule modifications. Accommodations Must Be Reasonable, Not Exact: Employers are not obligated to grant every specific accommodation requested but must consider effective alternatives that allow the employee to perform essential job duties without undue hardship. Discrimination and Retaliation Are Prohibited: FEHA bars adverse actions like termination or demotion based on disability status or accommodation requests. It also prohibits retaliation against employees who assert their legal rights, regardless of whether the accommodation is ultimately granted. Legal Protections Rely on Individual Circumstances: Determining whether a legal violation has occurred involves a detailed, fact-based analysis. Employees facing potential discrimination, denial of accommodations, or retaliation are strongly encouraged to seek professional legal advice. Understanding how FEHA applies to diabetes-related workplace issues can help employees recognize when legal rights may be implicated—and when it’s time to consult an employment law attorney. Managing diabetes in the workplace involves more than personal health—it may involve legal protections under California law. Employees who have experienced adverse treatment after disclosing their condition or requesting a workplace adjustment may wonder whether such treatment is permissible. While there is no substitute for actual individualized legal consultation, understanding general legal protections may help individuals identify when workplace situations could potentially intersect with California’s anti-discrimination statutes. This article outlines how the Fair Employment and Housing Act (FEHA), California’s primary anti-discrimination statute, may provide protections for employees managing diabetes. Diabetes as a Potentially Protected Disability California law generally defines physical disability as a physiological disease, disorder, condition, cosmetic disfigurement, or anatomical loss that affect one or more body system, and limits major life activities. Diabetes may fall within this definition because it impacts the endocrine system and can substantially limit functions such as eating, digestive regulation, or self-care. Both Type 1 and Type 2 diabetes may be considered disabilities under FEHA, depending on how the condition affects day-to-day functioning. FEHA does not require that a condition be completely disabling to be recognized as a disability. The law is triggered by a condition which limits a major life activity. The statute also protects individuals whose conditions are controlled by medication but would otherwise limit major life activities if untreated. Whether diabetes qualifies as a protected disability in a specific situation depends on a factual and legal evaluation of how the condition impacts the individual. This determination should be involve legal analysis by competent employment counsel. Employer Responsibilities: Reasonable Accommodations Employers covered by FEHA—generally those with five or more employees—are required to engage in ... Read more
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