Blythe Employment Attorneys

The trial attorneys of the Akopyan Law Firm A.P.C. stand ready to fight for the rights of the residents of Blythe, regardless of whether they are employees or employers.  If your cause is just and involves employment law, give us a call to see how we can help.

Blythe, California

Blythe is city located in Riverside County.  Blythe covers twenty-seven square miles and lies within zip codes 92225 and 92226. Blythe was named after Thomas Henry Blythe, a San Francisco businessman and entrepreneur. Mr. Blythe established primary water rights to the Colorado River in the southwestern California region in 1877. Blythe, situated on the California-Arizona border along the majestic Colorado River, boasts an economy firmly rooted in agriculture and significantly bolstered by tourism. With a population of approximately 22,000 residing within the city limits, the broader valley trade area encompasses around 37,000 individuals. However, the town experiences a remarkable transformation during the winter months, as it becomes a magnet for “winter visitors,” causing the trade area to expand more than threefold. Notably, Blythe plays a pivotal role in the Quartzsite shows, held in January and February, with its 1100 motel rooms often reaching full occupancy. During this season, the area around Quartzsite witnesses an astonishing surge in population, skyrocketing from a mere 2,600 during the summer to over 250,000 during the winter months. Situated at an elevation of 265 feet above sea level, Blythe is nestled in the Palo Verde Valley, encircled by mountain ranges on all sides. These ranges include The Big Maria’s to the north, The McCoy’s to the west, The Palo Verde and Chocolate Mountains to the south, and the Saw Tooth Mountains to the east.

The Best Employment Lawyer in Blythe

An online search for “employment lawyer Blythe” or “wrongful termination attorney Blythe” is likely to yield numerous paid advertisements from employment lawyers representing various locales. The challenge lies in discerning which attorney possesses the necessary expertise and experience in handling employment trials and litigation, especially when the primary source of information is an advertisement. At the Akopyan Law Firm, A.P.C., each of our attorneys boasts almost two decades of experience. They have established a solid track record of success representing both employees and employers. Our firm’s guiding principle is a commitment to prioritize quality over quantity. We place a premium on delivering top-notch legal representation that is tailored to the unique needs of our clients. With offices located just minutes away from Blythe, we are strategically positioned to offer legal representation of the highest caliber to the residents of this vibrant community. Our physical proximity ensures that we can promptly address your legal concerns and provide the personalized attention your case deserves. The Akopyan Law Firm A.P.C. maintains additional offices in Riverside, Orange, and Burbank, making us readily accessible to clients from various areas. Our employment lawyers are well-prepared to offer world-class services and exceptional representation, ensuring that the legal needs of Blythe residents are met with professionalism and excellence. When you require seasoned professionals who are dedicated to your case’s success, we are here to serve you.

We Can Help Blythe Residents With:

Featured Employment Case

Turner v. Anheuser-Busch, Inc. (1994) 7 Cal.4th 1238

An employee brought suit alleging, inter alia, constructive discharge in violation of public policy and breach of contract. The Superior Court for the Count of Riverside granted summary judgment for the employer on both the breach of contract and public policy claims. The employee appealed. The Court of Appeal affirmed in part and reversed in part. The Supreme Court granted review, superseding opinion of the Court of Appeal. The Supreme Court, Lucas, C.J., held that: (1) employee was not constructively discharged, and (2) employee failed to show wrongful discharge in violation of fundamental public policy.  In this important decision, the Supreme Court explained the standard for constructive discharge, and explained that “an employee cannot simply “quit and sue,” claiming he or she was constructively discharged. The conditions giving rise to the resignation must be sufficiently extraordinary and egregious to overcome the normal motivation of a competent, diligent, and reasonable employee to remain on the job to earn a livelihood and to serve his or her employer. The proper focus is on whether the resignation was coerced, not whether it was simply one rational option for the employee. “ ‘An employee may not be unreasonably sensitive to his [or her] working environment…. Every job has its frustrations, challenges, and disappointments; these inhere in the nature of work. An employee is protected from … unreasonably harsh conditions, in excess of those faced by his [or her] co-workers. He [or she] is not, however, guaranteed a working environment free of stress.’ ” (Goldsmith v. Mayor and City of Baltimore (4th Cir.1993) 987 F.2d 1064, 1072.) In order to amount to a constructive discharge, adverse working conditions must be unusually “aggravated” or amount to a “continuous pattern” before the situation will be deemed intolerable. In general, “[s]ingle, trivial, or isolated acts of [misconduct] are insufficient” to support a constructive discharge claim. (Silver, Public Employee Discharge and Discipline (1989) § 1.5, p. 1–13.) Moreover, a poor performance rating or a demotion, even when accompanied by reduction in pay, does not by itself trigger a constructive discharge. … Various terms such as “intolerable” or “aggravated” have been used to describe the subnormal character of the working conditions required to establish constructive discharge. (Slack, supra, 423 S.E.2d at p. 556; see also Zilmer, supra, 215 Cal.App.3d at p. 38, 263 Cal.Rptr. 422; Brady, supra, 196 Cal.App.3d at p. 1306, 242 Cal.Rptr. 324.) The essence of the test is whether, under all the circumstances, the working conditions are so unusually adverse that a reasonable employee in plaintiff’s position “ ‘ “would have felt compelled to resign.” ’ ” (Slack, supra, 423 S.E.2d at p. 556, quoting Calhoun v. Acme Cleveland Corp. (1st Cir.1986) 798 F.2d 559, 561.) the cases are in agreement that the standard by which a constructive discharge is determined is an objective one—the question is “whether a reasonable person faced with the allegedly intolerable employer actions or conditions of employment would have no reasonable alternative except to quit.” Turner v. Anheuser-Busch, Inc., 7 Cal. 4th 1238, 1246–47, 876 P.2d 1022, 1026–27 (1994)

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Millions of Dollars Recovered For Our Clients

Check Out Our Case Results

$6.131 MillionEmployment: Disability Discrimination
$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
$250 ThousandEmployment Law: Disability 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
$167 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