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 Burbank, Orange, and Riverside 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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Navigating Reasonable Accommodations in California: A Guide for Employers

In California, employers are operating in an environment where providing reasonable accommodations for employees with disabilities is not just a good practice, but a legal requirement. In this blog, we will delve into the concept of reasonable accommodations, why they are of utmost importance in the Golden State, and how California employers can effectively navigate this crucial aspect of employment law. Understanding Reasonable Accommodations in California Reasonable accommodations in California are modifications or adjustments that employers must make to ensure that employees with disabilities can perform their job duties and have equal access to employment opportunities. These accommodations are mandated by the Americans with Disabilities Act (ADA) and the California Fair Employment and Housing Act (FEHA). While the specific accommodations will vary based on the nature of the disability and the job, they frequently fall into three categories: Modifications to the Work Environment: This includes changes to the physical workspace, such as installing ramps, providing adjustable desks, or altering the layout to accommodate mobility aids. Adjustments to Job Duties: Employers may need to modify job tasks, reassign non-essential functions, or adjust work schedules to accommodate an employee's disability. Provision of Assistive Technology: Employees with disabilities may require assistive devices or software to perform their job effectively, such as screen readers for visually impaired individuals or voice recognition software for those with mobility impairments. The FEHA itself provides as follows: "Reasonable accommodation" may include either of the following: (1) Making existing facilities used by employees readily accessible to, and usable by, individuals with disabilities. (2) Job restructuring, part-time or modified work schedules, reassignment to a vacant position, acquisition or modification of equipment or devices, adjustment or modifications of examinations, training materials or policies, the provision of qualified readers or interpreters, and other similar accommodations for individuals with disabilities. Cal. Gov't Code § 12926(p). Why Reasonable Accommodations Matter There are several compelling reasons why California employers should prioritize accommodations: The Law Requires It: California's FEHA makes it a legal requirement to provide reasonable accommodations to qualified individuals with disabilities. It is an unlawful employment practice for an employer or other entity covered by this part to fail to make reasonable accommodation for the known physical or mental disability of an applicant or employee. Cal. Gov't Code § 12940(m)(1). Non-compliance can result in significant legal repercussions. Increased Productivity: Accommodated employees tend to be more engaged and productive. When employees have the tools they need to succeed, their work performance often improves, benefiting the employer. Retention and Recruitment: California's competitive job market requires employers to retain top talent. Speak with an Experienced Employment Lawyer Points of employment law, such as reasonable accommodation, are complicated. Always speak with an experienced lawyer instead of trying to interpret the law on one’s own, because: Complexity of Employment Law: Employment law is a specialized field with various complexities and nuances. It's not just about understanding the words of the law, but also how courts have interpreted those words in different contexts. Staying Updated: Employment laws are continually changing ... Read more

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Millions of Dollars Recovered For Our Clients

Check Out Our Case Results

$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
$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
$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