Cerritos Employment Attorneys
The trial attorneys of the Akopyan Law Firm A.P.C. stand ready to fight for both employers and employees in Cerritos, California.
Cerritos, California
Cerritos is located in southeast Los Angeles. Cerritos is home to more than 50,000 residents. It covers approximately nine square miles, and encompasses the following zip codes: 90623, 90638, 90701, and 90703. Cerritos was originally inhabited by Native Americans belonging to the Tongva, who would later be renamed the “Gabrieleños” by the Spanish settlers after the nearby San Gabriel Mission. It was part of Rancho Los Nietos, which covered 300,000 acres. It was incorporated on April 24, 1956 as the City of Dairy Valley to reflect the predominant agriculture focus of the area. At the time, within the city limits there were more than 400 dairies, 100,000 cows and 106,300 chickens. In fact, the cows outnumbered the city’s 3,439 residents by nine to one. By the early 1960s, rising land values and property taxes began to make dairy operations uneconomical. In a 1965 special election, voters decided to permit the building of homes on less than five acres per residence. Allowing for normal residential development. On January 10, 1967, the official name change name to Cerritos occurred. The name was based on the fact that the area was located near land that was part of the original Spanish land grant Rancho Los Cerritos. Cerritos was one of the first cities in Los Angeles County to develop large-scale retail zones, such as the Los Cerritos Center and Cerritos Auto Square. In 1978, Cerritos dedicated the nation’s first solar-heated City Hall complex, and in 1993, the Cerritos Center for the Performing Arts opened its doors. The city’s top three employers are ABC Unified School District, United Parcel Service and AT&T Mobility. is the city’s largest employer with a staff of 6,000. Other large employers are Los Cerritos Center and the Cerritos Auto Square. Retail and industrial trades are responsible for Cerritos’ $2 billion taxable retail sales and $7.2 billion assessed property valuation. According to the California State Board of Equalization, Cerritos residents are the second-highest retail spenders in California. Second only second to Beverly Hills, averaging $36,544 per resident. The city has entered a float in the Tournament of Roses Parade annually since 2002. Its points of interest includes Cerritos Center for the Performing Arts, the Cerritos Millennium Library, and the Cerritos Sculpture Garden. With offices in Los Angeles, Bakersfield, Orange, Oxnard, Riverside, and San Bernardino, the Akopyan Law Firm A.P.C. is just minutes away from Cerritos. Our employment lawyers stand ready to provide world-class services and top-notch representation to the residents of Cerritos.
Your Search For The Best Employment Lawyers in Cerritos Ends Now
Because of its location, Cerritos offers its residents many choices in terms of lawyers. There are countless lawyers and law firms offering their services to Cerritos residents. In fact, some of them would break down your door and rush into your living room to make a sales pitch if they could. When employers and employees in Cerritos face serious legal issues, and real-world legal challenges involving employment law, the difficulty they face is knowing which lawyer is the right choice for them. The search can be made even more difficult by the constant onslaught of gimmicky radio ads and cheesy posters plastered on billboards, buses, and street benches. Most folks will try to find someone online, but an online search for “Cerritos employment lawyer” or “wrongful termination attorney in Cerritos” may lead to search results replete with paid advertisements from billboard lawyers. For certain cases, a billboard lawyer may be an excellent choice. There are, however, other cases which require quality representation of the highest caliber from experienced counsel.
Each attorney at the Akopyan Law Firm, A.P.C. has almost two decades of experience. Our lawyers have a proven track record of success for both employers and employees. The firm’s approach is to focus on quality, not quantity. Our lawyers prefer to spend our time in the courtroom fighting for their clients’ rights, instead of the recording studio recording catchy radio ads. We don’t want you to take our word for it; We will gladly provide client references upon request. You can of course also check out our reviews online. With offices just minutes away from Cerritos, we stand ready to provide legal representation of the highest caliber to residents of Cerritos.
We Can Help Folks In Cerritos With Cases Involving:
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Pregnancy Discrimination in California Retail: What Retail Workers Need to Know
📌 Key Takeaways Pregnancy Disclosure and Schedule Changes: Unexplained reductions in hours or less favorable shift assignments that occur soon after a pregnancy disclosure may raise concerns under California’s Fair Employment and Housing Act (FEHA). Supervisor Conduct and Disciplinary Shifts: Increased scrutiny, negative feedback, or derogatory remarks about pregnancy following disclosure may suggest discriminatory treatment, particularly when linked to stereotypes about performance or customer interaction. Reasonable Workplace Modifications: Under California’s Pregnancy Disability Leave Law (PDLL), pregnant employees may be entitled to temporary accommodations such as seating or duty adjustments when supported by medical documentation. Importance of Documentation: Keeping detailed records of schedules, communications, and changes in treatment can help support a factual account if questions about discrimination arise. Legal Protections and Next Steps: Understanding rights under FEHA, PDLL, the Pregnancy Discrimination Act (PDA), and ADA is important; legal evaluation by an employment law attorney is strongly recommended for any concerning patterns. Retail employees in California face real physical and logistical demands—hours spent standing, shifting schedules, and fast-paced environments. For pregnant workers, these everyday challenges can become even more complex. Sometimes, changes in workplace treatment after disclosing a pregnancy may prompt questions about whether the treatment aligns with legal protections in California. Schedule Changes After Pregnancy Disclosure Work schedules in retail are often a lifeline. A reduction in hours or a shift to less desirable times can have a direct effect on financial stability. If such changes occur shortly after disclosing a pregnancy, they may raise concerns under California’s Fair Employment and Housing Act (FEHA), which recognizes pregnancy as a protected characteristic. Hypothetical Example: A retail associate routinely scheduled for daytime weekday shifts discloses her pregnancy. Within two weeks, her schedule shifts to evening and weekend hours only, despite her prior performance remaining consistent. While business needs may change, unexplained reductions or sudden reassignment of shifts—especially in close proximity to a pregnancy disclosure—can form part of a broader factual pattern. Under California law, the trier of fact (a judge or jury, depending on the case) may evaluate the timing and consistency of such changes when assessing claims of pregnancy discrimination. Supervisor Conduct and Remarks Pregnancy may also lead to shifts in communication or disciplinary patterns from supervisors. Under the Pregnancy Discrimination Act (PDA) and California’s FEHA, it is unlawful for an employer to make employment decisions based on stereotypes about a pregnant employee’s capabilities. Hypothetical Example: After a cashier informs her manager of her pregnancy, she begins receiving multiple write-ups for minor issues—such as tardiness of under two minutes. In a performance meeting, the manager says, “Customers don’t want someone who looks tired and uncomfortable at checkout.” Although employers retain the right to manage performance, when discipline or derogatory remarks appear shortly after a pregnancy disclosure, it may indicate a shift in treatment tied to the employee’s protected status. Under California law, a causal connection between the protected disclosure and the adverse treatment may be evaluated by the trier of fact. Workplace Modifications During Pregnancy Some pregnant employees ... Read more
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