Camarillo Employment Attorneys

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

Camarillo, California

Camarillo is a city in Ventura County. It has a population of more than 70,000.  Camarillo is named for brothers Juan and Adolfo Camarillo, prominent Californios who founded the city. The town was centered around St. Mary Magdalen Church, which was to serve as the family chapel for Adolfo Camarillo. Camarillo’s growth was slow from founding through World War II. The main industry during this period was agriculture, and the area surrounding the small town was blanketed with orange, lemon and walnut groves. The State Mental hospital, that was built south of the town, was the largest employer. A few houses had sprung up to the north and south of town center. The Oxnard Army Air Field, built during World War II to the west of town, the Naval Air Facility at Point Mugu and the Seabee base at Port Hueneme brought many military personnel to the area, but there was little private industry or other source of non-agricultural employment. In the mid-1950s, the Ventura Freeway was completed from Los Angeles to points north, making it an easy one-hour trip to Camarillo.  Camarillo became a city in 1964. Many of the home buyers during the 1960s were military veterans, who had been stationed at one of the local bases. The temperate climate and the living conditions lured them back. Other newcomers were those who worked and lived in the San Fernando Valley and were willing to endure the commute for the opportunity to raise their families in a smog-free, semirural environment. Still others relocated here with their employers, like 3M, and Harbor Freight Tools who built facilities in and around the city to take advantage of the large workforce.  Camarillo covers approximately twenty square miles, and encompasses the following zip codes: 93010, 93011, and 93013.

Things You Can Do To Find The Best Labor Attorney In Camarillo

The Akopyan Law Firm A.P.C. is headquartered in Burbank which is minutes away from Camarillo. Our employment lawyers stand ready to provide legal services to both employees and employers in Camarillo.

Finding the best employment lawyer in Camarillo requires careful consideration and research. Here are some steps to help you in your search:

1. **Ask for Recommendations:** Start by seeking recommendations from friends, family, or colleagues who may have had experience with employment lawyers in Camarillo. Personal referrals can provide valuable insights.

2. **Professional Organizations:** Look for employment lawyers who are members of reputable professional organizations such as the State Bar of California or local bar associations. Membership can indicate a commitment to professional standards.

3. **Online Research:** While online searches can yield paid advertisements, they can also provide valuable information about an attorney’s qualifications, client reviews, and areas of expertise. Pay attention to client testimonials and reviews on platforms like Google, Yelp, or Avvo.

4. **Consultations:** Schedule initial consultations with prospective attorneys. During these meetings, ask about their experience in employment law, their success record, and their approach to handling cases. Assess their communication skills and whether you feel comfortable working with them.

5. **Specialization:** Look for lawyers who specialize in employment law. Employment law is a complex field, and attorneys with a specific focus are more likely to have in-depth knowledge of relevant laws and regulations.

6. **Client References:** Request references from past clients. Speaking with previous clients can provide insights into an attorney’s performance, communication, and ability to achieve favorable outcomes.

7. **Legal Fees:** Discuss the attorney’s fee structure during your consultation. Ensure you have a clear understanding of how fees will be calculated, whether it’s hourly rates, contingency fees, or another arrangement.

8. **Office Location:** Consider the location of the attorney’s office. Having an office close to Camarillo can be convenient for meetings and court appearances.

9. **Case Evaluation:** Ask the attorney for an honest evaluation of your case, including its strengths and weaknesses. A reliable lawyer should provide a realistic assessment of your situation.

10. **Trust Your Instincts:** Ultimately, choose an attorney you feel comfortable with and who inspires confidence. Your relationship with your lawyer is essential for effective communication and collaboration throughout your case.

Remember that finding the right employment lawyer in Camarillo may take some time and research, but it’s a crucial step in ensuring that your legal needs are met with the highest level of expertise and professionalism.

We Can Help Employees and Employers In Camarillo With The Following:

Featured Article:

Navigating Overtime Exemptions: A Guide to California Labor Laws

Overtime pay is a critical aspect of ensuring fair compensation for employees who work overtime hours. However, California law recognizes certain exemptions that relieve employers from the obligation to pay overtime to specific categories of workers. In this blog post, we'll explore the various exemptions from overtime pay under California law, shedding light on the criteria that determine whether an employee falls within these exemptions. Executive Exemption The executive exemption generally applies to employees in managerial or supervisory roles. The exemption applies where the employer can show: (1) that the employee customarily and regularly directs the work of at least two or more other employees; (2) that the employee has the authority to hire and fire, or to command particularly serious attention to his or her recommendations regarding such actions; and (3) that the employee is "primarily" engaged in more than 50% of worktime "duties that meet the test of the exemption." Administrative Exemption Employees engaged in administrative, office, or non-manual work may be exempt from overtime if their primary duties involve office or non-manual work directly related to the management or general business operations of the employer, and they exercise discretion and independent judgment. “Administrative employees" are those whose primary duties are directly related to management policies or general business operations of the employer or its customers, as distinguished from "production employees" whose primary duty is producing the goods or services that the employer produces. Professional Exemption The professional exemption applies to employees in learned or creative professions. To be exempt from overtime pay and minimum wage requirements under the exemption for "professional" employees, the employee must be either licensed and "primarily engaged" in an enumerated profession, or "primarily engaged in an occupation commonly recognized as a learned or artistic profession." Computer Professional Exemption Certain employees in the computer software field may be exempt from overtime if they meet specific criteria related to their job duties and compensation. This exemption typically applies to those who engage in computer system analysis, programming, or software engineering. Outside Salesperson Exemption Employees engaged in outside sales may be exempt from overtime. An "outside salesperson" is someone who regularly works more than half of his or her working time in sales activities outside the workplace. Commissioned Sales Exemption Employees engaged in commissioned sales of certain retail goods and services may be exempt from overtime if more than half of their compensation comes from commissions, and their regular rate of pay exceeds one and a half times the minimum wage. Certain Healthcare Workers California labor laws provide exemptions for certain healthcare workers, such as registered nurses and licensed practical nurses, who meet specific criteria related to their education, licensing, and scope of practice. Certain Motor Carrier Employees Motor carrier employees, including drivers, mechanics, and loaders, may be exempt from overtime if they are covered by the Motor Carrier Act and are engaged in interstate commerce. Akopyan Law Firm, A.P.C. Provides Skilled, Experienced Representation Understanding the exemptions from overtime pay under California law is crucial for ... 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
$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