Apple Valley Employment Attorneys

Our seasoned employment lawyers are prepared to enforce and protect the rights of Apple Valley residents.

About Apple Valley

The town of Apple Valley is located in San Bernardino County.  Apple Valley covers three square miles.  It is home to roughly 75,000 residents.  Apple Valley lies within zip code 92307 and 92308. Apple Valley, while officially becoming a town in 1988, boasts a rich history dating back much further. The region was once home to Serrano Indian camps along the Mojave River, even before the arrival of Father Francisco Garces in 1776, who established Spanish missions in California. In the late 1800s, the Paiute Indians also migrated to the area. The Mojave River Trail served as a route for trappers, gold prospectors, pack mules, and Mormon wagon trains, with over 13,000 people passing through between 1849 and 1859. In 1860, the first cabin was built by Silas Cox, and a road was cut the following year. The origins of Apple Valley’s name have several stories. Some attribute it to the abundance of apple orchards in the 1920s. Others claim it came from The Appleton Land Company operating in the early 1900s. Ursula Poates, one of the early settlers, reportedly quipped, “There were some apples being raised along the river in those early days, but not by the ton, so I just cut it down and called it Apple Valley!” By 1920, there were award-winning orchards producing tons of apples. Unfortunately, the orchards dwindled in the 1930s due to the Great Depression and the cost of irrigation. With its pleasant climate and ample land, various types of ranches thrived in the area. The dry desert air was marketed as a remedy for ailments, including tuberculosis and asthma. Some ranches provided solace for shell-shock victims of World War I, while others evolved into guest ranches. People flocked to Apple Valley to experience the Western lifestyle, enjoying activities like horseback riding and attending rodeos while escaping the hustle and bustle of the city. The modern founders of Apple Valley, Newton T. Bass and B.J. “Bud” Westlund, were partners in the oil and gas industry in Long Beach, CA. In 1946, they established the Apple Valley Ranchos Land Co. and promoted the area as both a destination resort and a quality residential community known as “The Golden Land of Apple Valley.” They built the Apple Valley Inn and Hilltop House and invited Hollywood celebrities to visit. Within a decade, Apple Valley had banks, churches, a school, a golf course, a hospital, and 180 businesses.

How Apple Valley Residents Can Find the Best Employment Lawyer

There are many ways that Apple Valley residents can look for an attorney.  One option is to ask friends and family. Another option is to search online for “wrongful termination attorney Apple Valley.” Another option still is to call a billboard lawyer. Regardless of the approach you take, the most important thing to do is confirm that the potential attorney has the experience, talent, and track record to deliver best results. With offices in Riverside, Orange, and Burbank, the Akopyan Law Firm A.P.C. is just minutes away from Apple Valley. Our employment lawyers stand ready to provide world-class services and top-notch representation to the residents of Apple Valley.

We Can Help Apple Valley Residents With:

Featured Article:

Five Effective Strategies to Prevent Sexual Harassment in the Workplace

Sexual harassment in the workplace is a pervasive issue that affects employees' well-being, job satisfaction, and overall productivity. Employers in California have a legal and moral obligation to create a safe and respectful work environment. To help organizations address this critical concern, we will explore five effective strategies to prevent sexual harassment in the workplace. 1. Develop Clear Policies and Procedures The foundation for preventing sexual harassment in the workplace is a well-defined set of policies and procedures. Every organization should have a comprehensive anti-sexual harassment policy in place that outlines what constitutes sexual harassment, how to report incidents and the consequences for those who engage in such behavior. It's essential to make these policies easily accessible to all employees, whether through an employee handbook, company intranet, or regular training sessions. 2. Provide Regular Training and Education Education is a powerful tool for preventing sexual harassment. Ensure that all employees, from entry-level staff to top management, receive regular training on the subject. Training should cover what sexual harassment is, how to recognize it, and how to respond appropriately. Encourage an open dialogue, allowing employees to ask questions and share their concerns. The goal is to create a culture of respect and inclusivity where everyone feels comfortable addressing issues related to harassment. 3. Foster a Culture of Respect and Civility Preventing sexual harassment ( goes beyond policies and training—it's about shaping the culture of the organization. Employers should actively promote a culture of respect for colleagues and coworkers. This can be achieved by encouraging open communication, setting a positive example at all levels of the organization, and emphasizing the importance of treating all colleagues with dignity. 4. Create Multiple Reporting Channels Employees must feel confident in reporting incidents of sexual harassment without fear of retaliation. Create multiple channels for reporting, including anonymous options if necessary. Ensure that those designated to receive complaints are trained in handling such cases with sensitivity and professionalism. Timely and thorough investigations should be conducted, and the outcome should be communicated to the complainant. 5. Implement Consequences for Offenders To deter individuals from engaging in sexual harassment, organizations must establish clear consequences for offenders. Ensure that the consequences are consistent with the severity of the offense and follow the established policies and procedures. Consistency in applying sanctions sends a strong message that sexual harassment will not be tolerated in the workplace. Preventing sexual harassment in the workplace is not just a legal requirement, it's a moral imperative. A workplace free of harassment is not only more productive but also promotes employee well-being and job satisfaction. By developing clear policies and procedures, providing regular training and education, fostering a culture of respect and inclusivity, creating multiple reporting channels, and implementing consequences for offenders, organizations can take significant steps toward eradicating sexual harassment and creating a safer and more inclusive work environment for everyone. Remember, prevention is not a one-time effort, but an ongoing commitment to creating a better workplace for all. Visit Akopyan Law Firm, A.P.C. to learn ... 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