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:
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Interactive Process Violations in California: Recognizing Possible Employer Violations After Bodily Injuries
📌 Key Takeaways Know the signs of an illegal response when your employer learns about your disabilities due to bodily injuries. Silence Is a Signal: Your employer’s failure to engage in a timely conversation after you disclose a disability can be a direct violation of their legal duty. Good Faith Isn’t Optional: A brief, dismissive meeting or a quick “no” without exploring alternatives fails the legal requirement for a genuine, good-faith dialogue. Policies Don’t Invalidate People: A company's blanket statement like “we don’t offer light duty” is not a valid substitute for an individualized assessment of your specific needs. A Request for an Accommodation Is Protected Activity: Any punitive action, like sudden poor reviews or suspensions following your request for an accommodation for your disability, can be considered illegal retaliation. Recognizing these patterns is the first step in protecting your rights. These insights are for any California employee in a physical role—from construction and warehousing to retail and food service—who needs to understand if their employer is complying with the law after a workplace injury. When an employer in California knows about a physical or other disability, and does not engage in a timely, good-faith interactive process, that conduct may signal a potential violation of the Fair Employment and Housing Act (FEHA). The most telling markers often include silence after disclosure, perfunctory meetings, an early “no” without exploring options, or adverse treatment following an accommodation request. What the law generally requires—just enough to spot issues Under Cal. Gov’t Code § 12940(n), employers generally must engage in an honest, iterative dialogue with an employee who may need reasonable accommodations due to a disability. Interactive process refers to the legally required conversation about potential adjustments; reasonable accommodation means job or workplace changes that may enable performance despite limitations; good faith means a genuine—not superficial—effort to explore feasible options. Common injuries in physical roles—back, shoulder, knee, or leg conditions that limit lifting, reaching, standing, or walking—can qualify as disabilities when they substantially limit major life activities. If the employer knew of a disability and a potential need to provide an accommodation, the duty to engage in the good faith interactive process may be triggered. Red flags that may indicate non-compliance These patterns appear in construction, warehouse/logistics, manufacturing, retail, food service, landscaping, and delivery roles across Southern California. Examples are illustrative and not exhaustive. 1) Complete refusal to engage The disclosure of a disability, and a request for an accommodation is met with no outreach, meeting, or discussion. A written accommodation request receives no response. Blanket statements—“we don’t do light duty,” “this job requires full capacity”—replace individualized dialogue. Termination follows shortly after disclosure without discussion of potential modifications. Industry illustration: A construction employee who cannot lift heavy materials but could perform safety observation, traffic control, or tool management is released without any discussion of how his disability can be accommodated. A warehouse employee returning with a 20-pound lifting limit is told “all roles require 50 pounds,” and no scanning, packing, or dispatch roles... Read more
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