Banning Employment Attorneys
The trial attorneys of the Akopyan Law Firm A.P.C. stand ready to fight for both employers and employees in Banning, California.
Banning, California
Banning is a city located in Riverside County. Banning is home to roughly 30,000 residents. It covers approximately twenty three square miles, and encompasses the following zip code: 92220. The City of Banning is situated in the San Gorgonio Pass and has always been a strong location for economic development dating back to the days of the gold rush. By 1824, the San Gabriel Mission Fathers established a branch of the Mission at the highest point in the Pass, along the foothills northwest of Banning, where they raised cattle, sheep and pursued land cultivation. By that time, the area was known as Rancho San Gorgonio, so named by the padres after Street Gorgonio, A Latin martyr. The first white man to reach the area was Dr. Isaac Smith in 1853 who, according to recorded land documents, purchased from Paulino Weaver an undivided 1-third interest from the Mexican Governor, Pio Pico. Dr. Smith brought his wife and 7 children to the rancho to live and built a house known as Smith’s Station, which later became Highland Home and subsequently called Highland Springs. The following year, Banning’s first permanent landmark, Gilman Ranch adobe, was built. It was ultimately used as a stage stop by the Colorado Stage & Express Line founded by Alexander & Co. of Los Angeles on its route to the Colorado River in 1862, where gold had been discovered. Gilman’s Ranch just north of downtown Banning served as a station for the stagecoach lines that were headed to the gold boomtowns. Later, the railroad became a major contributor to the area’s growth. The town of Banning was incorporated on February 6, 1913 and was named after Phineas Banning, a stagecoach line owner and the “Father of the Port of Los Angeles.” Between 1930 and 1940 a new economic development emerged. The Metropolitan Water District planned to build an Aqueduct system. The plan was to drill a 26 foot in diameter hole through a13 mile section of the San Jacinto Mountains. Beginning in Cabazon and exit below Gilman Hot Springs. This was the largest and most significant engineering project ever to affect the San Gorgonio Pass area and led to a massive boom in commerce and the local economy. Subsequently, between 1940 and 1960 Banning’s population tripled in size. Today, the City is committed to a growing Banning, and maintains a business-friendly approach to economic development.
The Best Employment Lawyers in Banning
Banning, with its strategic location, offers its residents an array of choices when it comes to legal services. The legal landscape here is teeming with numerous lawyers and law firms, each vying for attention and clients. In fact, some legal practitioners might go to great lengths, even breaking down your door just to make a sales pitch. However, for both employers and employees in Banning facing serious legal issues, particularly those involving employment law, the challenge lies in discerning which lawyer is the right fit for their needs. This task can be further complicated by the constant barrage of gimmicky radio ads and the sight of cheesy posters plastered on billboards, buses, and street benches. While many individuals turn to the internet for guidance, even an online search for “Banning employment lawyer” or “wrongful termination attorney in Banning” often yields results inundated with paid advertisements from billboard lawyers. It’s essential to recognize that while a billboard lawyer may be suitable for certain cases, there are instances that demand the highest caliber of quality representation, provided by seasoned legal professionals. At the Akopyan Law Firm, A.P.C., each of our attorneys boasts nearly two decades of experience. They have built a solid track record of success in advocating for the rights and interests of both employers and employees. Our firm’s ethos centers on quality, emphasizing the meticulous representation of our clients rather than the pursuit of quantity. Our lawyers are more inclined to spend their time in the courtroom, fiercely fighting for the rights of our clients, rather than recording catchy radio advertisements in a studio. We don’t expect you to take our word for it; we’re more than willing to provide client references upon your request. Moreover, you can peruse our online reviews to gain insight into our clients’ experiences. With offices strategically located in Los Angeles, Bakersfield, Oxnard, Temecula, Rancho Cucamonga, Costa Mesa, Culver City, and San Diego, the Akopyan Law Firm A.P.C. is just minutes away from Banning. Our employment lawyers are primed and prepared to deliver world-class legal services and top-notch representation to the residents of Banning. When you need seasoned professionals who will champion your cause with dedication and expertise, we stand ready to serve you.
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Featured Article:
Damages in California Wrongful Termination Cases: What Injured Workers Can Recover
📌 Key Takeaways Unlock clarity on what California law may recognize after an injury-related firing so you can understand the landscape without guessing. Know the Remedy Map. FEHA may recognize economic and non-economic damages, with fee-shifting and distinct public civil-penalty mechanisms, all governed by statutory standards rather than guarantees. Back Pay Comes First. Back pay may address wages and benefits lost from termination to resolution when a FEHA violation is proven under Gov. Code § 12965(b)(2). Front Pay Is Discretionary. Front pay may cover future earnings if the trier of fact deems it appropriate under Gov. Code § 12965(b). Emotional Distress Has a Legal Meaning. Emotional distress may be compensable under Gov. Code § 12965(b)(3)(A) when unlawful conduct causes harm, subject to fact-specific assessment. Punitive Damages Are Exceptional. Punitive damages require clear and convincing evidence of malice, oppression, or fraud under Civil Code § 3294. It is better to be prepared than to speculate. Under California’s Fair Employment and Housing Act (FEHA), damages arising from a wrongful termination following a bodily injury may include economic losses (back pay and, in some circumstances, front pay), non-economic losses (emotional distress), and punitive damages, with potential attorney’s fees and distinct public civil-penalty mechanisms authorized by statute. What “Damages” Means Under California Employment Law In California employment law, “damages” are civil remedies that may compensate an employee for harm caused by unlawful employment actions. FEHA prohibits, among other things, disability discrimination and retaliation (Gov. Code § 12940(a), (h)) and authorizes appropriate relief (Gov. Code § 12965(b).) These concepts describe what the law may allow; they are distinct from criminal penalties and dependent on how a trier of fact applies the statute to a particular situation. FEHA’s remedial provisions are statutory, but because statutory language may be amended it is always best to check current law. Economic Damages: Back Pay and Front Pay Back pay. The wages and employment benefits that may have been lost during the period of time between the termination and the resolution of a matter can be available where a FEHA violation is proven (Gov. Code § 12965(b)(2)). This category may include, including but not limited to, hourly or salary earnings and associated benefits that would otherwise have accrued, subject to governing standards as applied to the evidence. Front pay. A discretionary, forward-looking concept addressing future lost earnings when returning to the former employer is not feasible, may be considered under Gov. Code § 12965(b). Whether front pay is awarded is determined by the trier of fact. Hypothetical example. A warehouse worker disclosed a back injury, requested temporary light duty, and was discharged. The worker’s harm may involve missed pay during the period after discharge and, where the employment relationship cannot reasonably continue, a forward-looking damages award. Non-Economic Damages: Emotional Distress and Reputational Harm Emotional distress. FEHA recognizes emotional distress as a compensable category where unlawful discrimination or retaliation causes emotional harm (Gov. Code § 12965(b)(3)(A)). Whether particular experiences meet the legal standard depends on the facts; the statute... Read more
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