Calabasas Employment Attorneys

The trial attorneys of the Akopyan Law Firm A.P.C. stand ready to fight for the rights of the residents of Calabasas, 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.

Calabasas, California

Calabasas is a city in the southwestern region of the San Fernando Valley in Los Angeles County.  Calabasas is home to more than 25,000 residents.  It covers approximately eighteen square miles, and encompasses the following zip codes: 90290, 91301, 91302, and 91372. Settlements of Chumash Indians named the area Calabasas, a word perhaps descended from the Indian word for “where the wild geese fly.” Others think Calabasas comes from the Spanish word for pumpkin or wild gourd. Spanish expeditions in the 1700’s forever changed the Indians’ way of life. The Diary of Miguel Costanso, which documents the Portola expeditions in 1769-1770, refers to encounters with the Chumash in the area. Six years later, the Juan de Anza party camped just west of Calabasas. El Scorpion, or El Escorpion, a ranch that once occupied a large tract in the west Valley, was granted to three Indians in Calabasas in the 1830’s. About 25 years later, Miguel Leonis, the Basque “King of Calabasas” acquired the ranch and 1100 acres by his marriage to Espiritu, an Indian who had inherited the property from her father. Leonis was often in trouble with the law, hiring gunmen to expand his lands, bribing witnesses and threatening nearby settlers. He was killed in 1889 when he fell from his wagon after removing a band of squatters from his property. Squatter wars and gun fights were a bloody part of Calabasas history. “Inhabitants killed each other off so steadily that a human face is a rarity,” wrote Horace Bell in his book on the old west coast. When large ranches were divided into farms in the late 1800’s, families of settlers struggled against poverty and drought. When water and power came to Owensmouth (Canoga Park), they were happy to leave the difficult life of Calabasas pioneers. After the turn of the century, several select spots in the Calabasas area developed into weekend respites from the city. What is now the Sagebrush Cantina was originally a group of small stores built by Lester Agoure, Sr. in the early 1920’s. The parking lot once was the local jail. Outside was the famous hanging tree, dead, but still standing today. It is the identifying logo of the Calabasas Chamber of Commerce. Lack of water in the Calabasas area was always a major concern. With the founding of the Las Virgenes Municipal Water District in 1958, a water supply was assured, and the area began its development boom. With offices 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 Calabasas. Our employment lawyers stand ready to provide world-class services and top-notch representation to the residents of Calabasas.

Finding the Best Employment Lawyer in Calabasas Has Never Been Easier

Calabasas, as a thriving community, offers a plethora of legal professionals for its residents to consider. Conducting an online search for “employment lawyer Calabasas” or “wrongful termination attorney Calabasas” often inundates users with paid advertisements from employment lawyers based in various locations. Navigating this sea of choices to select the right attorney with the essential skills and experience can indeed be challenging when relying primarily on paid internet advertisements. For individuals in search of legal representation, assessing an attorney’s proficiency in handling employment trials and litigation can be a formidable task when their primary reference point is an advertisement. However, at the Akopyan Law Firm, A.P.C., each attorney brings nearly two decades of invaluable experience to the table. Our legal team boasts a well-established track record of success, effectively advocating for both employees and employers. Our firm’s guiding principle revolves around prioritizing quality over quantity. Instead of saturating the market with advertising, our attorneys dedicate their time to the courtroom, vigorously fighting for our clients’ rights. We understand that actions speak louder than words and wholeheartedly invite you to seek references from satisfied clients upon request. Additionally, you can explore our online reviews to gain added confidence in our capabilities. With conveniently located offices just minutes away from Calabasas, we are poised and prepared to provide top-tier legal representation to the residents of Calabasas, ensuring that their legal needs are met with the utmost level of expertise and professionalism. Your pursuit of justice begins here.

We Can Help Employees and Employers In Calabasas With:

Featured Article:

  • Employment records for payroll, leave, scheduling, performance, and communications converging on a personnel file.

Unlawful Dismissal Allegations Involving Protected Activity and the Expansion of Claims Against Southern California Family-Owned Businesses

📌 Key Takeaways Southern California family-owned businesses may face several overlapping employment claims when a former employee alleges that protected activity influenced a termination decision. Protected Activity Defines Scope: Earlier protected complaints, reports, leave requests, accommodation requests, or qualifying disclosures may shape the legal theories and disputed events involved. Chronology May Affect Causation: The timing of protected activity, decision-maker knowledge, and intervening events may influence whether the termination appears connected to that activity. Consistency Supports Business Reasons: Contemporaneous performance records, disciplinary notices, and communications may carry more weight than explanations developed after an employment dispute arises. Overlapping Claims Expand Evidence: Retaliation, discrimination, whistleblower, wage-and-hour, accommodation, or leave allegations may broaden the records, communications, and witnesses placed at issue. Small Businesses Face Disruption: Expanded allegations may increase management time, legal expense, cash-flow pressure, employee-relations strain, and disruption to staffing or customer service. For owners of Southern California family-owned businesses, understanding the potential scope of protected-activity allegations may clarify why one termination can become a much broader dispute. One termination may become the factual center of several employment claims when a former employee alleges that protected activity influenced the decision. The employer may cite performance, attendance, scheduling, misconduct, restructuring, or another business concern. A later demand, administrative complaint, or lawsuit may allege retaliation or another unlawful motive. For an owner managing payroll, staffing, customers, and vendors, the dispute can place significant pressure on the business. Overlapping allegations do not establish liability, but they may enlarge the legal theories, events, records, and witnesses involved.   Defining the Scope of the Dispute Through Alleged Protected Activity “Unlawful dismissal” is a plain-language umbrella phrase, not a standalone California cause of action. The asserted theories may include wrongful termination claims against employers, retaliation, discrimination, or whistleblower retaliation arising from the same events. California law prohibits adverse action because an employee engaged in activity protected by applicable law. In a particular dispute, the parties may contest whether the employee’s conduct qualified for protection, whether a decision-maker knew about it, whether a causal connection existed, and whether the employer’s stated business reason was genuine. The subject of the earlier complaint, report, request, or participation may determine how the matter expands: Opposition to conduct allegedly prohibited by the California Fair Employment and Housing Act (FEHA), or filing a complaint, testifying, or assisting in a FEHA proceeding, may add related allegations. Qualifying complaints about wages, overtime, working time, meal periods, or rest periods may connect the termination to wage-and-hour litigation and retaliation allegations. A qualifying disclosure of suspected unlawful conduct, or refusal to participate in conduct alleged to violate the law, may support asserted whistleblower retaliation claims, including under California Labor Code section 1102.5 when applicable. Under FEHA, a reasonable-accommodation request from an employee with a known physical or mental disability or medical condition may trigger a timely, good-faith interactive process. A later dispute may add disability-discrimination, accommodation, or retaliation allegations. A request for or use of California Family Rights Act (CFRA) leave may implicate leave-interference or retaliation allegations... Read more

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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
$475 ThousandEmployment: Whistleblower Retaliation
$400 ThousandEmployment: Constructive Termination
$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: Whistleblower Retaliation
$250 ThousandEmployment: Pregnancy Discrimination
$250 ThousandEmployment Law: Disability Discrimination
$240 ThousandEmployment: Disability Discrimination
$240 ThousandEmployment: Sexual Harassment
$210 ThousandEmployment: Family Leave Retaliation
$200 ThousandEmployment: Wrongful Termination
$199 ThousandEmployment: Pregnancy Discrimination
$195 ThousandEmployment: Religious Discrimination
$193 ThousandEmployment: Failure to Accommodate
$180 ThousandEmployment: Unpaid Wages
$175 ThousandEmployment: Pregnancy Discrimination
$175 ThousandEmployment: Whistleblower Retaliation
$175 ThousandEmployment: Medical Leave Retaliation
$174 ThousandEmployment: Wage and Hour
$167 ThousandEmployment: Wage and Hour
$165 ThousandEmployment: Wage & Hour Violations
$160 ThousandEmployment: Unpaid Wages
$158 ThousandBreach of Contract
$150 ThousandEmployment: Reverse Race Discrimination
$130 ThousandEmployment: Race Discrimination
$125 ThousandEmployment: Sexual Harassment
$125 ThousandEmployment: Wrongful Termination
$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: Associational Disability Discrimination
$100 ThousandEmployment: Religious Discrimination
$100 ThousandEmployment: Failure to Accommodate
$100 ThousandEmployment: Wrongful Termination
$100 ThousandPersonal Injury: Bicycle Collision
$100 ThousandPersonal Injury: Pedestrian Collision