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 Burbank, Orange, and Riverside 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.
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Three Things Employers Should Consider Doing Before Firing an Employee
The process of letting somebody go is probably one of the most dreadful parts of being an employer. It's never fun to tell somebody that they are losing their job. Be that as it may, employee terminations are simply a part of running a business, particularly when the employer has more than just a small handful of employees. This blog will consider three things that an employer in California should consider doing whenever it becomes necessary to let someone go. Confirm That the Decision to Terminate is Not Based on A Reason Which is Illegal A good way to minimize the risk of exposure to potential claims of wrongful termination is for a company to employ a system of checks and balances which prevents a single person from making decisions without the benefit of a second set of eyes reviewing that decision. Stated differently, managers who make decisions regarding terminations should be required to explain their termination decisions and/or recommendations, as well as the basis for them. It is not uncommon for employees to work their way up the chain of command and, over the course of many years reach middle management positions. Being a hard worker and a dedicated employee does not necessarily qualify a manager to unilaterally decide who to fire and when to fire them. Sometimes managers make decisions without considering the legal repercussions, and that, of course, can be dangerous for the employer. For example, a manager might decide to let an employee go for attendance issues without giving any consideration to the fact that the issues are being caused by an employee’s disability or serious health condition. Termination decisions should be reviewed before being finalized, and if the proprietor or owner of the business is equally uncertain about the propriety of the proposed termination, then he or she should consult with an employment lawyer to verify that the motivating reason for determination is not illegal. As the old saying goes, an ounce of prevention is worth more than a pound of cure. It is far cheaper to pay an attorney for 30 minutes of his or her time to review the proposed termination decision, instead of paying that attorney for hundreds of hours of his or her time to defend a lawsuit. Make Sure That the Legal Reason for the Termination is Documented Assuming that the reason for the termination is confirmed to be an appropriate one, the employer should see to it that the basis of the termination decision is documented. For example, if the employer is contemplating termination for a lack of performance, it should make sure that these performance deficiencies are documented, in the form of a write-up a performance review, or some other form appropriate for the situation. If a "he said she said" situation can be avoided, then it should be avoided. Each trier of fact in an employment case is likely to give considerable weight to documents in existence before the termination decision, as opposed to those created after ... Read more
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