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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Understanding the Good Faith Interactive Process Under the FEHA
In California, the Fair Employment and Housing Act (FEHA) requires employers to engage in a good faith interactive process when an employee requests a reasonable accommodation for a disability or medical condition. This legal requirement is vital to ensuring that employees with disabilities are provided meaningful opportunities to perform their job duties. Failure to engage in this process can lead to serious consequences, including claims of discrimination and wrongful termination. At Akopyan Law Firm, A.P.C., our experienced wrongful termination lawyers help employees protect their rights under FEHA, particularly when employers fail to comply with these important obligations. What is the Good Faith Interactive Process? The good faith interactive process refers to a collaborative dialogue between the employer and the employee to explore reasonable accommodations that would allow the employee to perform essential job functions. The process begins when an employer learns that the employee has a disability or medical condition that impacts their ability to work. The employer is legally required to engage in an open and honest discussion with the employee to determine how the disability can be accommodated. Examples of reasonable accommodations may include: Modified work schedules Assistive technology Temporary leave Job restructuring The goal of the interactive process is to identify a solution that works for both the employee and the employer without causing undue hardship to the business. However, employers cannot lawfully refuse to engage in this process simply because accommodating the employee may involve adjustments to their operations. If the process is not handled properly, employees in Encino and beyond can face wrongful termination or discriminatory treatment. This is where a skilled wrongful termination lawyer can help hold employers accountable. Employer Responsibilities Under the FEHA Under the FEHA, employers must participate in the interactive process promptly and in good faith. They must also assess the employee's needs and explore reasonable accommodations that do not impose an undue burden on their business. Employers in Encino and throughout California cannot ignore or delay their legal obligation to engage in this process, nor can they retaliate against employees for requesting accommodations. Unfortunately, some employers fail to comply with the requirements of the FEHA. They may dismiss an employee's request for accommodation or terminate their employment instead of working toward a solution. Such actions can give rise to legal claims, and affected employees should seek the guidance of an experienced wrongful termination lawyer to assert their rights. How Employees Can Protect Their Rights Employees have the right to reasonable accommodations if they experience a disability or medical condition that limits their ability to perform essential job duties. To protect these rights, employees should: Communicate their needs clearly to their employer Document every interaction related to their accommodation request Keep detailed records of communications If you believe that your employer failed to engage in a good faith interactive process or wrongfully terminated your employment because of your disability, consulting with a wrongful termination lawyer is essential. At Akopyan Law Firm, A.P.C., our attorneys have extensive experience handling employment cases for ... Read more
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