Agoura Hills Employment Lawyers
The Akopyan Law Firm A.P.C. stands ready to fight for the rights of workers in Agoura Hills who experience discrimination, harassment, retaliation, wrongful termination, or other illegal conduct in the workplace. The firm also stands ready to provide small businesses in Agoura Hills with economical and efficient solutions to problems involving employment law. Our substantial experience in approaching employment disputes from both sides gives us rare insight into the mindset of the opponent, which truly goes a long way to achieving the best possible outcome.
About Agoura Hills, California
Agoura Hills is a city in the Santa Monica Mountains region of Los Angeles County, It is situated in the eastern Conejo Valley between the Simi Hills and the Santa Monica Mountains. The city is in western Los Angeles County and is bordered to the north by Bell Canyon and Ventura County. Agoura Hills has an interesting history. In 1800, Miguel Ortega was granted a Spanish grazing concession called Rancho Las Virgenes or El Rancho de Nuestra Señora La Reina de Las Virgenes. The grant was abandoned after Ortega’s death José Maria Dominguez was given Rancho Las Virgenes as a Mexican land grant in 1834, but twelve years later Maria Antonia Machado de Reyes purchased the rancho from Dominguez. The “Reyes Adobe” ranch headquarters sits today in central Agoura Hills, where it is part of the Reyes Adobe Museum built around 2004 and owned by the Los Angeles County Parks and Recreation Department. By 1900, the area was being used as a popular stage stop for travelers because of its natural spring. In the 1920s, the community was briefly known as Picture City, but to obtain a post office of their own, the residents were required to choose a one-word name. In 1927 they chose the shortest name proposed: a misspelling of the last name of Pierre Agoure, a local Basque man and French immigrant who had settled in the area in 1871 to live the lifestyle of the Mexican rancher. Styling himself Don Pierre Agoure, he was a successful sheep herder and had a reputation as a swashbuckler. Agoura began to grow in the late 1960s after the Ventura Freeway section of U.S. Route 101 was built through the area. In 1982, the residents of the proposed city voted in favor of cityhood by a 68% majority. Agoura Hills became the 83rd City in Los Angeles County. Agoura Hills is home to more than 20,000 residents. It covers approximately twenty one square miles and encompasses the following zip codes: 91301 and 91376. The Akopyan Law Firm A.P.C. is headquartered in Los Angeles which is minutes away from Agoura Hills. Thus, our lawyers stand ready to serve employees and employers in Agoura Hills with all their employment law needs.
Your Search For The Best Agoura Hills Employment Attorneys Is Over
Finding the right labor attorney in Agoura Hills can be a challenging endeavor. The multitude of law firms available often employ vastly different approaches. Not every employment lawyer in Agoura Hills is suited to every case. Some may opt for swift, low-value settlements, avoiding prolonged legal battles that could ultimately lead to a more just resolution. If you conduct an internet search for “Agoura Hills employment lawyer” or “wrongful termination attorney in Agoura Hills,” you’ll likely encounter numerous paid advertisements from lawyers who may prefer the path of least resistance.
At the Akopyan Law Firm our primary objective is to secure the optimal outcome for each client, regardless of the extent of the battle required. To uphold our commitment to delivering top-tier legal representation, we deliberately limit the number of cases we take on. However, every individual who becomes our client is embraced as part of our legal family. We take immense pride in providing a level of personal service that rivals the best in the industry. Rather than taking our word for it, we encourage you to explore what our clients have to say about their experiences. The bonds we forge with our clients often transcend the duration of the case itself. Our Agoura Hills employment attorneys advocate fervently on behalf of our clients, as evidenced by the exceptional results we’ve consistently achieved. If you’re in search of employment lawyers in Agoura Hills who will prioritize your best interests, we invite you to reach out to us today for a complimentary case evaluation. Your legal journey begins here.
We Can Help Agoura Hills Residents With All Sorts of Employment Disputes, Including Those Which Involve:
Featured Article:
Wrongful Termination Due to Back Injury in California: Recognizing Potential FEHA and ADA Violations
📌 Key Takeaways When your livelihood is on the line, understanding how the law protects you is the first step toward safeguarding your rights. Know the Statutory Protections: California’s FEHA and the federal ADA prohibit disability-based terminations and require reasonable accommodations for qualified employees. Recognize Employer Obligations: Covered employers must engage in a statutorily mandated interactive process to assess and provide appropriate accommodations. Spot Red Flags Early: Sudden termination after disclosing a back injury or requesting accommodations may indicate potential statutory non-compliance. Industry Patterns Matter: Physically demanding sectors such as construction, healthcare, and manufacturing have documented histories of FEHA and ADA violations. Professional Guidance is Essential: Qualified legal counsel can evaluate specific facts, confirm statutory coverage, and determine potential claims. Knowing the legal framework empowers you to identify when your workplace rights may be at risk. In California, wrongful termination due to a back injury may indicate non-compliance with two complementary statutory frameworks—the Fair Employment and Housing Act (FEHA) (Gov. Code § 12940) and Title I of the Americans with Disabilities Act (ADA)—when an employer takes an adverse employment action that may be motivated by disability, denies reasonable accommodation, or fails to engage in the statutorily mandated interactive process. Recognition of these potential statutory violations depends on identifying the timing, context, and nature of the employment action in relation to disability status and essential job functions. Laws are subject to change; consult official statutory sources for current language. Statutory Coverage: Recognition, Not Procedure FEHA and the ADA operate together to prohibit discrimination against a qualified individual with a disability and to require reasonable accommodation to enable performance of essential job functions. Both statutes require a good-faith interactive process between employer and employee. When termination occurs soon after disclosure of a back injury or an accommodation request, the temporal proximity may be a factor suggesting possible non-compliance. Potential Recognition Cues in Back-Injury Contexts Indicators that may suggest a statutory violation include: Accommodation denial without individualized assessment: Employer rejects assistive devices, modified duties, or adjusted schedules without evaluating whether these changes would address limitations while maintaining essential functions. Failure to participate in the interactive process: No substantive dialogue or exploration of alternatives after disclosure of limitations. Adverse action closely following disclosure or request: Termination, demotion, or reduction in hours occurring shortly after a back-injury accommodation request. Inconsistent explanations that may suggest pretext: Shifting or conflicting reasons for termination when compared with prior performance records or treatment of similarly situated employees (comparators). Note: These are illustrative examples only and do not determine whether a legal violation exists. Lawful vs. Potentially Unlawful Conduct at a High Level Potentially compliant conduct may include: Temporary restructuring of marginal duties after mutual discussion about essential functions. Time-limited light duty supported by documented operational needs. Application of neutral attendance rules following accommodation discussions. Potentially non-compliant conduct may include: Blanket refusals to consider modifications. Termination immediately after receiving medical restrictions. Statements indicating reluctance to employ individuals with lifting limitations. Note: These distinctions are educational only and ... Read more
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