Aliso Viejo Employment Lawyers
The Akopyan Law Firm A.P.C. stands ready to fight for the rights of workers in Aliso Viejo dealing with discrimination, harassment, retaliation, wrongful termination, or other illegal conduct in the workplace. The firm also stands ready to provide small businesses in Aliso Viejo 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 Aliso Viejo, California
Aliso Viejo is a city located in Orange County. It is home to more than 50,000 residents. It covers approximately seven square miles and encompasses the following zip codes: 92656, 92698. Aliso Viejo became Orange County’s 34th City on July 1, 2001, yet it’s a community grounded in a rich history that echoes other south Orange County cities. The community name derives from Spanish for “old alder” or “old sycamore.” Aliso Viejo was originally part of the 22,000-acre Moulton Ranch. In the 1890s, the Moulton family took ownership of land the Mexican government originally granted to Juan Avila in 1842. In 1976, Mission Viejo Company purchased the last 6,600 acres for a new master-planned community. The ultimate vision for Aliso Viejo was to feature neighborhoods that mix homes, workplaces, stores and services. A transit-friendly, energy-conscious and land-conserving community, Aliso Viejo was to foster a sense of community by creating a friendlier streetscape, quality infrastructure like parks, schools and new roads, shopping close to home, community services and neighbors that genuinely feel connected to the community and to one another in some fashion. The county approved the master plan for the community in 1979 and by March of 1982 the first residential units were offered for sale. About eight months later, the first residents arrived. Shea Properties purchased the Mission Viejo Company in 1997. In February of 1995, the Self-Governance Subcommittee of Governmental Affairs, an offshoot of the Aliso Viejo Community Association (AVCA), which was the first community-wide property owner’s association of its kind in the state, began its push to make Aliso Viejo a city. Two years later, Aliso Viejo Cityhood 2000 was born. In March of 1999, Aliso Viejo Cityhood 2000 launched a petition drive to put the question of cityhood to a community vote. On March 6, 2001, voters (more than 90%) overwhelmingly decided to make Aliso Viejo a city. With offices in Los Angeles, Bakersfield, Orange, Oxnard, Riverside, and San Bernardino the Akopyan Law Firm A.P.C. is just minutes away from Aliso Viejo. Our employment lawyers stand ready to provide world-class services and top-notch representation to the residents of Aliso Viejo.
Your Quest for The Best Aliso Viejo Employment Attorneys Concludes Here
Finding the right labor lawyer in Aliso Viejo is not always easy. There are many different firms to choose from, but the approach of each firm varies significantly. Not every employee attorney in Aliso Viejo will be a good fit for every case. Some employment lawyers may prefer a quick and easy low value settlement over a big drawn-out fight which can eventually lead to a full value resolution. An internet search for “employment lawyer Aliso Viejo” or “wrongful termination attorney in Aliso Viejo” will likely produce paid advertisements from tons of lawyers who would be happy to take the easy approach. The goal of the Aliso Viejo, California labor lawyers at the Akopyan Law Firm is to achieve the best possible outcome for each client regardless of how big of a fight it would take to get there. Our commitment to performing quality work on every case requires us to limit our practice to a certain number of cases, but every employee who becomes our client is treated like family. We are proud of the first class personal service we provide, but we do not want you to take our word for it – See what our clients have to say! The relationships we build with our clients often outlast the life of the case. Our Aliso Viejo employment lawyers fight passionately for our clients as confirmed by the excellent results they have achieved. If you are looking for employment lawyers in Aliso Viejo, call us today for a complimentary case evaluation.
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California’s Diabetes Discrimination Laws: What Employers Cannot Do Under FEHA
📌 Key Takeaways FEHA Offers Broader Protections Than Federal Law: California’s Fair Employment and Housing Act (FEHA) may provide greater protection than the federal ADA by applying a more inclusive definition of disability and requiring a proactive, individualized approach from employers. Diabetes-Related Discrimination May Violate State Law: Employment decisions such as termination, demotion, or denial of promotion that are tied to a diabetes diagnosis could potentially violate Government Code §12940(a), especially if causation is established. Reasonable Accommodations Must Be Seriously Considered: Employers in California may be required to engage in a good faith, interactive process and assess accommodation requests on an individualized basis, rather than rely on general policies or assumptions. Retaliation and Hostile Environments Are Also Covered: FEHA may prohibit employers from punishing employees for asserting their rights, including requesting accommodations, and from fostering conditions that could lead to constructive discharge. Legal Outcomes Depend on Specific Facts and Context: Whether conduct constitutes a violation often depends on the causal connection between the employer’s action and the employee’s condition or protected activity—evaluated by the trier of fact. This article offers information on how California law may protect employees with diabetes from specific types of employer conduct. For those navigating chronic medical conditions in the workplace, the full content can provide critical context and legal understanding. Managing a chronic health condition like diabetes while working in a demanding professional environment can be daunting. When medical needs intersect with job responsibilities, questions about legal rights may arise—especially when an employer's actions feel unfair. California law, particularly the Fair Employment and Housing Act (FEHA) under Government Code §12900 et seq., may provide legal protections for employees with diabetes under specific circumstances. This article outlines three categories of potentially prohibited employer conduct under FEHA, relevant to employees managing diabetes. While general in nature, this information may help individuals better understand how California law could apply in employment contexts involving disability-related concerns. California laws are subject to change. Individuals should verify current legal standards before making employment decisions or assumptions based on this information. What Constitutes Direct Discrimination Under California Law? FEHA prohibits employers from discriminating against an employee because of a physical disability, which may include diabetes when it makes it difficult to engage in major life activities. Unlike federal law under the Americans with Disabilities Act (ADA), FEHA generally adopts a broader definition of disability and provides enhanced protections to employees within California. Direct discrimination may involve: Denial of employment or promotion due to a disclosed medical condition Termination shortly after disclosure of a diabetes diagnosis Unjustified changes in work duties or demotions linked to health status Statutory protections under Government Code §12940(a) may apply when adverse employment actions are causally connected to a known or perceived disability. Hypothetical scenario for illustration only: A qualified job applicant voluntarily discloses their insulin-dependent diabetes during the interview process. The employer later informs the applicant that they are “too high-risk” for the position and hires someone else. Real situations may involve additional complexities. Similar ... Read more
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