Calimesa Employment Attorneys
The trial attorneys of the Akopyan Law Firm A.P.C. stand ready to fight for the rights of the residents of Calimesa, 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.
Calimesa, California
Calimesa is city located in Riverside County. Calimesa covers only fifteen square miles and is home to roughly 10,000 residents. Calimesa lies within zip code 92320. Historically, Calimesa began as a small rural town with mostly single-family homes and ranches. With completion of U.S. Route 99 (modern day I-10), businesses opened and Calimesa began to take on a separate identity from the larger neighboring town of Yucaipa. In June 1929, nearly 100 residents attended a meeting and decided to apply for their own post office and to start a “name contest” in which the winner was paid $10. Calimesa was chosen from 107 names submitted, and is said to come from “cali” (referring to California) and “mesa” from the Spanish word meaning “table” or “table-lands.” The first post office was the grocery store at Calimesa Boulevard and Avenue K. The City of Calimesa was incorporated on December 1, 1990, soon after the incorporation of its northern neighbor, the City of Yucaipa. Prior to its incorporation, the City of Calimesa existed as an unincorporated census designated town that straddled the Riverside–San Bernardino County line at the location where Interstate 10 climbs the San Gorgonio Pass going eastward from Redlands, California.
The Best Employment Lawyer in Calimesa
Searching online for an “employment lawyer in Calimesa” or a “wrongful termination attorney in Calimesa” can indeed yield a plethora of paid advertisements from attorneys hailing from various locations. This abundance of choices can make the task of identifying the right attorney, one with the necessary expertise and experience, quite challenging when the primary basis for selection is an internet advertisement. It can be particularly hard for individuals to gauge whether a particular attorney possesses the in-depth knowledge required for this field and a track record of effectively handling employment trials and litigation when they have nothing more than an advertisement to rely on.
At the Akopyan Law Firm, A.P.C., every attorney brings nearly two decades of experience to the table. Our legal team has consistently delivered successful outcomes for both employees and employers, establishing a solid track record. Our firm’s philosophy prioritizes quality over quantity, and we dedicate ourselves to providing top-notch legal representation. With offices located just minutes away from Calimesa, we are poised to offer residents high-caliber legal services.
In addition to our proximity to Calimesa, our firm has offices in Riverside, Orange, and Burbank, making us easily accessible to clients in the region. Our employment lawyers are prepared to deliver world-class services and exceptional representation to the residents of Calimesa. We understand the importance of having a seasoned and trustworthy attorney by your side, especially in employment-related matters, and we are ready to stand with you.
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Is Granting Medical Leave the Same Thing as Providing Reasonable Accommodation?
The short answer is that it can be one and the same but does not necessarily have to be the same. As with most legal questions, the answer is "it all depends on the facts." Many employers incorrectly conflate the granting of medical leave with the provision of reasonable accommodation. While there are some circumstances where the granting of medical leave can be a reasonable accommodation, there are still many others where they are not, and this is exactly where many employers get into trouble with the law. In order to appreciate the distinction between these distinct yet overlapping requirements, it is important to consider the source of each: The Requirement to Provide Medical Leave The federal Family and Medical Leave Act ("FMLA") provides job security to an employee who is absent from work because of, among other things, the employee's own serious health condition or to care for specified family members with serious health conditions. Eligible employees of covered employers are entitled to 12 workweeks of leave for defined reasons in a 12-month leave year. The California Family Rights Act ("CFRA") like the FMLA, provides for 12 workweeks of leave in a 12-month leave year for among other things, an employee's own serious health condition, or to care for a child, parent, grandparent, grandchild, sibling, spouse, domestic partner, or designated person with a serious health condition. Therefore, under both state and federal law, when a covered employee has a serious health condition, his or her employer may have the obligation to provide a leave of absence from work. The goal of this requirement is to provide job security to employees whenever they take time off for a qualifying reason. The Requirement to Provide A Reasonable Accommodation The Americans with Disabilities Act ("ADA") was enacted in 1990 to protect employment opportunities for qualified individuals with disabilities. Title I specifically applies to employment, and prohibits private sector employers and some public-sector employers from discriminating against employees on the basis of disability. The ADA requires covered employers to accommodate disabled employees. Along the same lines, the California Fair Employment and Housing Act ("FEHA") requires covered employers to provide reasonable accommodation for individuals with a physical or mental disability to apply for jobs and to perform the essential functions of their jobs unless it would cause an undue hardship. Therefore, under both state and federal law, when a covered employee has a disability, the employer is required to provide an accommodation unless it can prove that doing so would constitute an undue burden. So, What Is the Difference? A leave of absence can constitute reasonable accommodation for a disability provided that the leave is what the employee needs. For example, if an employee undergoes surgery and requires time to recuperate, then as an accommodation, the employer may provide a leave of absence from work. On the other hand, it is not difficult to imagine situations where an employee may require some other accommodation, other than taking time off from work. Depending on the ... Read more
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