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 Burbank 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:

The Right to Compensation: Navigating “Off-the-Clock” Work for Non-exempt Employees

Ensuring legal compensation for hours worked is a fundamental aspect of employment, and California law is explicit about the rights of non-exempt employees. In this blog post, we'll delve into the legal precedent set by Morillion v. Royal Packing Co., (2000) 22 Cal. 4th 575, highlighting the obligation of employers to compensate non-exempt employees for "off-the-clock" work, even when it occurs before punching in or after punching out on a time clock. Understanding "Off-the-Clock" Work Legal Foundation Morillion v. Royal Packing Co., (2000) 22 Cal. 4th 575 stands for a crucial legal principle regarding non-exempt employees. It emphasizes that employers are obligated to compensate employees for work performed outside of their regular working hours, even if it occurs before clocking in or after clocking out. Employer Knowledge The key criterion in determining liability is whether the employer knew or should have known that employees were working during these "off-the-clock" hours. This knowledge imposes a responsibility on employers to ensure proper compensation for all hours worked. Legal Precedent: Morillion v. Royal Packing Co. Morillion v. Royal Packing Co., (2000) 22 Cal. 4th 575 addressed the issue of compensating non-exempt employees for time spent commuting on employer-provided transportation. The court ruled that this time was compensable because the employer had control over the employees during the commute. While the case focused on commute time, its broader implication is that employers must compensate non-exempt employees for any work-related activities outside of standard working hours if the employer is aware or should be aware of these activities. Employer Responsibilities Timekeeping Accuracy: Employers must maintain accurate timekeeping systems to record all hours worked by non-exempt employees, including any "off-the-clock" work. Awareness and Prevention: Employers should be vigilant and prevent situations where non-exempt employees engage in work-related activities without proper compensation. Awareness of such activities imposes a duty to address and rectify the situation. Employee Rights and Recourse Asserting Rights: Non-exempt employees have the right to assert their entitlement to compensation for "off-the-clock" work. Open communication with employers and bringing attention to the issue is a crucial step in ensuring fair treatment. Legal Recourse: In cases where employers fail to address "off-the-clock" work or deny rightful compensation, non-exempt employees may explore legal recourse to secure their rights. This could involve filing complaints with labor authorities or pursuing legal action. Fostering Fair Work Practices Proactive Employer Measures: Employers can proactively foster fair work practices by implementing clear policies, conducting regular training in timekeeping procedures, and promptly addressing any issues related to "off-the-clock" work. Open Communication: Open communication between employers and non-exempt employees is vital. Establishing channels for employees to report instances of uncompensated work helps in resolving issues and maintaining a transparent work environment. Morillion v. Royal Packing Co., (2000) 22 Cal. 4th 575 serves as a cornerstone in establishing the rights of non-exempt employees regarding compensation for "off-the-clock" work. Employers must be diligent in tracking and compensating all hours worked, and non-exempt employees have the right to assert their entitlement to fair compensation. By upholding these ... Read more

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Millions of Dollars Recovered For Our Clients

Check Out Our Case Results

$6.131 MillionEmployment: Disability Discrimination
$3.85 MillionEmployment: Wrongful Termination
$950 ThousandEmployment: Retaliation
$800 ThousandEmployment: Sexual Harassment
$750 ThousandEmployment: Sexual Harassment
$700 ThousandEmployment: Wrongful Termination / Race Discrimination
$658 ThousandEmployment: Sexual Harassment
$650 ThousandPersonal Injury: Automobile Collision
$375 ThousandEmployment: Sexual Harassment
$325 ThousandEmployment: Sexual Harassment
$300 ThousandEmployment: Wrongful Termination / Race Discrimination
$295 ThousandEmployment: Wage and Hour
$265 ThousandEmployment: Sexual Harassment
$250 ThousandEmployment: Pregnancy Discrimination
$250 ThousandEmployment Law: Disability Discrimination
$240 ThousandEmployment: Disability Discrimination
$240 ThousandEmployment: Sexual Harassment
$200 ThousandEmployment: Wrongful Termination
$199 ThousandEmployment: Pregnancy Discrimination
$195 ThousandEmployment: Religious Discrimination
$193 ThousandEmployment: Failure to Accommodate
$180 ThousandEmployment: Unpaid Wages
$175 ThousandEmployment: Whistleblower Retaliation
$175 ThousandEmployment: Medical Leave Retaliation
$174 ThousandEmployment: Wage and Hour
$167 ThousandEmployment: Wage and Hour
$160 ThousandEmployment: Unpaid Wages
$158 ThousandBreach of Contract
$150 ThousandEmployment: Reverse Race Discrimination
$130 ThousandEmployment: Race Discrimination
$125 ThousandEmployment: Sexual Harassment
$125 ThousandEmployment: Disability Discrimination
$125 ThousandEmployment: Medical Leave Retaliation
$120 ThousandEmployment: Unpaid Commission Wages
$120 ThousandEmployment: Retaliation
$120 ThousandPersonal Injury: Automobile Collision
$107 ThousandEmployment: Whistleblower Retaliation
$100 ThousandEmployment: Failure to Accommodate
$100 ThousandEmployment: Wrongful Termination
$100 ThousandPersonal Injury: Bicycle Collision
$100 ThousandPersonal Injury: Pedestrian Collision