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, Orange, Oxnard, Riverside, and San Bernardino, 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.
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Signs of Disability Discrimination
📌 Key Takeaways Discriminatory Termination Timing: Termination of employment occurring shortly after a heart attack or medical disclosure may suggest a discriminatory motivation, particularly when it follows a sudden role changes or comment about a disability. Accommodation Failures: Employers are legally required under FEHA to engage in an interactive process for the purpose of identifying reasonable accommodations for a disability; neglecting or denying this process without assessment may indicate non-compliance. Workplace Treatment Changes: Unexplained changes in performance reviews, project assignments, or workplace dynamics following an employee’s disclosure to an employer of a heart condition could signal subtle forms of discrimination. Documentation and Timelines Matter: Maintaining records of employer communication and understanding California’s procedural deadlines—such as the three-year limit to file with the CRD—is essential for protecting legal rights. Hypothetical Example for Context: A scenario involving exclusion, denied accommodations, and performance downgrades illustrates how multiple subtle changes can collectively raise discrimination concerns. Recognizing these warning signs early can support individuals in navigating workplace challenges while focusing on recovery. The article below provides greater depth for those evaluating potential legal concerns under California law. Experiencing a heart attack can be life-altering—not only physically but professionally. For workers in Los Angeles and across California, returning to the workplace after such a medical event should involve support and fairness, not fear or bias. Unfortunately, some employees may encounter subtle or overt changes in the workplace that raise questions about whether they're facing discrimination tied to their medical condition. Understanding the signs of heart attack discrimination in the workplace can help individuals recognize potential violations of California’s employment laws—particularly under the Fair Employment and Housing Act (FEHA), which often provides broader protections than federal laws like the Americans with Disabilities Act (ADA). Early Indicators of Discriminatory Termination One of the most direct signals of potential discrimination involves the circumstances surrounding a termination. While not every job loss following a medical event is unlawful, certain patterns may warrant closer attention including but not limited to: Timing of Termination: If termination closely follows the disclosure of a heart condition or return from medical leave, this may suggest a causal connection that merits further evaluation. Comments Suggesting Medical Bias: Statements implying doubt about one’s ability to perform due to a heart condition—even when accommodations could help—may raise legal concerns. Phrases questioning stamina, reliability, or “being a liability” can indicate a problematic mindset. Sudden Role Elimination: Abrupt claims that a position is no longer needed, especially if others in similar roles remain unaffected, may raise red flags. Patterns of exclusion from decision-making before termination can also be telling. These indicators are not definitive proof but may help in identifying workplace behaviors that run counter to FEHA protections, which prohibit employment actions motivated by an employee’s known disability or medical condition. Red Flags in the Accommodation Process California law requires employers to engage in a good faith interactive process when an employee requests reasonable accommodations for a medical condition. The failure to do so may signal discriminatory intent ... Read more
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