Downey Employment Attorneys
The trial attorneys of the Akopyan Law Firm A.P.C. stand ready to fight for both employers and employees in Downey, California.
Downey, California
Downey is a city located in southeast Los Angeles. Downey is home to more than 110,000 residents. It covers approximately thirteen square miles, and encompasses the following zip codes: 90240, 90241, 90242. In the 1800’s, Downey was one of many towns to spring up along the thousands of miles of trails to the west. The city derived its name from John Gately Downey, an Irish immigrant who had come to California during the Gold Rush, and succeeded to Governor of California. He helped build the economic foundation of Southern California, effecting a transition from open cattle range to an agricultural district of small farms. In November 1859, Downey and his former drugstore partner, James McFarland, bought the 17,602 acre Rancho Santa Gertrudes for a mere $60,000. In 1873, a 96-acre parcel of the plot became the central district of a community called “Downey City,” an area with a favorable climate, fertile soil and abundant water sources. In April of 1874, the people of Downey City heard the first whistle of a Southern Pacific train lumbering into town. The extension of the Southern Pacific Railroad through Downey played a pivotal role in bringing people throughout the country to the city to reap the potential business and agricultural benefits of the land.
At the beginning of the twentieth century, many Downey pioneers had achieved success in business and politics within the city and the surrounding Los Angeles County. The downtown Downey area contained a Sunkist packing plant, a department store, banks, restaurants and mercantile shops. Downey remained largely agrarian until the development of the local aircraft industry during the post-World War II years, with light industry and tract homes replacing orange groves. The city was one of the first suburban “planned communities” with quality homes, schools and retail centers. Today, Downey is an ideal home base from which to take advantage of the business resources and cultural activities offered in Southern California. 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 Downey. Our employment lawyers stand ready to provide world-class services and top-notch representation to the residents of Downey.
Do You Need The Best Employment Lawyers in Downey?
Situated advantageously, Downey offers its residents a multitude of choices when it comes to legal counsel. The city boasts an abundance of lawyers and law firms, all extending their services to the local community. Some are so eager to attract clients that they might as well knock on your door and invite themselves into your living room to make their pitch. For both employers and employees in Downey grappling with substantial legal issues, particularly those rooted in employment law, the challenge lies in identifying the right lawyer for their specific needs. This task becomes all the more daunting in the face of the ceaseless wave of attention-grabbing radio advertisements and the presence of eye-catching posters on billboards, buses, and street benches throughout the city. While most individuals turn to online searches for solutions, seeking phrases like “Downey employment lawyer” or “wrongful termination attorney in Downey” can often yield search results packed with paid advertisements from billboard lawyers. While billboard lawyers may excel in specific cases, there are scenarios where the complexity of the matter necessitates the involvement of seasoned, high-caliber legal counsel. At the Akopyan Law Firm, A.P.C., each of our attorneys boasts nearly two decades of invaluable experience, supported by a distinguished track record of success representing both employers and employees. Our firm’s hallmark lies in our unwavering commitment to quality over quantity. Our attorneys prefer to invest their time in the courtroom, vigorously advocating for our clients’ rights, rather than in a recording studio crafting catchy radio ads. We take great pride in our work and welcome your request for client references or encourage you to explore our online reviews to witness our track record firsthand. With offices located just minutes away from Downey, we are poised and prepared to provide residents with legal representation of the utmost excellence. When you choose the Akopyan Law Firm, A.P.C., you’re not only selecting legal expertise; you’re embracing a dedication to delivering the highest standards of service. Your legal needs are our priority, and we’re here to be your trusted advocates. If you seek legal representation that prioritizes quality and experience, we urge you to reach out to us today for exceptional counsel and support.
We Can Help Downey Residents With Cases Involving:
Featured Article:
Damages in California Wrongful Termination Cases: What Injured Workers Can Recover
📌 Key Takeaways Unlock clarity on what California law may recognize after an injury-related firing so you can understand the landscape without guessing. Know the Remedy Map. FEHA may recognize economic and non-economic damages, with fee-shifting and distinct public civil-penalty mechanisms, all governed by statutory standards rather than guarantees. Back Pay Comes First. Back pay may address wages and benefits lost from termination to resolution when a FEHA violation is proven under Gov. Code § 12965(b)(2). Front Pay Is Discretionary. Front pay may cover future earnings if the trier of fact deems it appropriate under Gov. Code § 12965(b). Emotional Distress Has a Legal Meaning. Emotional distress may be compensable under Gov. Code § 12965(b)(3)(A) when unlawful conduct causes harm, subject to fact-specific assessment. Punitive Damages Are Exceptional. Punitive damages require clear and convincing evidence of malice, oppression, or fraud under Civil Code § 3294. It is better to be prepared than to speculate. Under California’s Fair Employment and Housing Act (FEHA), damages arising from a wrongful termination following a bodily injury may include economic losses (back pay and, in some circumstances, front pay), non-economic losses (emotional distress), and punitive damages, with potential attorney’s fees and distinct public civil-penalty mechanisms authorized by statute. What “Damages” Means Under California Employment Law In California employment law, “damages” are civil remedies that may compensate an employee for harm caused by unlawful employment actions. FEHA prohibits, among other things, disability discrimination and retaliation (Gov. Code § 12940(a), (h)) and authorizes appropriate relief (Gov. Code § 12965(b).) These concepts describe what the law may allow; they are distinct from criminal penalties and dependent on how a trier of fact applies the statute to a particular situation. FEHA’s remedial provisions are statutory, but because statutory language may be amended it is always best to check current law. Economic Damages: Back Pay and Front Pay Back pay. The wages and employment benefits that may have been lost during the period of time between the termination and the resolution of a matter can be available where a FEHA violation is proven (Gov. Code § 12965(b)(2)). This category may include, including but not limited to, hourly or salary earnings and associated benefits that would otherwise have accrued, subject to governing standards as applied to the evidence. Front pay. A discretionary, forward-looking concept addressing future lost earnings when returning to the former employer is not feasible, may be considered under Gov. Code § 12965(b). Whether front pay is awarded is determined by the trier of fact. Hypothetical example. A warehouse worker disclosed a back injury, requested temporary light duty, and was discharged. The worker’s harm may involve missed pay during the period after discharge and, where the employment relationship cannot reasonably continue, a forward-looking damages award. Non-Economic Damages: Emotional Distress and Reputational Harm Emotional distress. FEHA recognizes emotional distress as a compensable category where unlawful discrimination or retaliation causes emotional harm (Gov. Code § 12965(b)(3)(A)). Whether particular experiences meet the legal standard depends on the facts; the statute... Read more
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