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 After Diabetes Diagnosis? Identifying Potential FEHA Violations in California
📌 Key Takeaways Termination After a Diabetes Disclosure May Raise Statutory Concerns: Under California’s Fair Employment and Housing Act (FEHA), termination that closely follows the disclosure of a protected medical condition—such as diabetes—may suggest a potential statutory violation, particularly if it occurs without an interactive process or reasonable accommodation. Employers Must Engage in a Good Faith Interactive Process: California law requires employers to participate in a timely, good faith interactive process once they are made aware of an employee’s protected condition. Failure to do so may constitute a FEHA violation, even if the termination is not explicitly linked to the condition. Reasonable Accommodation Obligations Are Legally Mandated: Employers are obligated to offer reasonable accommodation unless they can show that doing so would create an undue hardship. Accommodation for diabetes may include schedule modifications, break flexibility, or task adjustments, and ignoring these requirements may be a breach of statutory duties. Certain Patterns May Signal Non-Compliance with FEHA: Indicators such as the absence of accommodation discussions, sudden negative performance reviews, or inconsistent application of policies following disclosure may suggest procedural or discriminatory failures under California law. Legal Remedies May Be Available, But Depend on Proven Violations: If a FEHA violation is established, statutory remedies may include compensation, reinstatement, injunctive relief, and attorney’s fees. However, determining whether a violation occurred is fact-specific and must be evaluated in context. Understanding these foundational principles helps individuals assess whether a termination may involve statutory concerns under FEHA. This summary is for informational purposes only and does not constitute legal advice. For case-specific evaluation, consult a qualified California employment attorney. If an employee in California is terminated shortly after disclosing a diabetes diagnosis, questions may arise about whether that termination violated the Fair Employment and Housing Act (FEHA). Under California law, diabetes is generally considered a protected medical condition, and employers are subject to specific legal obligations when that condition is disclosed. Recognizing the difference between a lawful termination and a statutory violation is critical for anyone navigating the aftermath of sudden job loss. This article outlines how FEHA addresses terminations connected to protected conditions like diabetes and highlights the key legal standards used to evaluate whether a statutory violation may have occurred. Understanding California’s Statutory Framework for Disability-Based Termination FEHA prohibits employment discrimination based on disability, including medical conditions such as diabetes. Under this statute, termination may constitute a wrongful termination if it is substantially motivated by the employee’s protected medical status. A potential FEHA violation may exist when: The employee has a qualifying disability under FEHA The employer has knowledge of the disability The employee is capable of performing essential job functions, with or without reasonable accommodation The termination follows the disclosure without evidence of accommodation efforts or legitimate, non-discriminatory reasons The law does not require that discriminatory intent be overt. A causal connection between the protected condition and the termination decision may support a finding of a statutory violation, particularly where the timing and employer conduct create an inference of discrimination. FEHA ... Read more
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