Chatsworth Employment Attorneys

The trial attorneys of the Akopyan Law Firm A.P.C. stand ready to fight for both employers and employees in Chatsworth, California.

Chatsworth, California

Chatsworth is a neighborhood of the City of Los Angeles.  It is situated in the north-west corner of the San Fernando Valley and is home to more than 40,000 Angelenos.  It covers approximately fifteen square miles, and encompasses the zip code 91311.  Chatsworth has a rich history. It was originally inhabited by the Fernandeño and Chumash Native American tribes. The first European explorers came into the Chatsworth area in 1769, led by the Spanish military. In 1821, after the successful Mexican War of Independence from Spain, the Mission San Fernando became part of Alta California, Mexico. In 1834, The Mexican government sold off much of the mission lands and Chatsworth became part of several land grants.

Chatsworth is located to the southeast of the Santa Susana Pass, an extremely steep mountain pass that stagecoaches had to traverse when travelling the Overland Stage Road from Los Angeles to San Francisco. As late as 1891, Chatsworth remained an active relay station for the stagecoach lines. The old Stagecoach Trail can still be seen in the hills of Chatsworth. In 1915, the town Chatsworth became part of the greater city of Los Angeles.

After World War I, Chatsworth became known for its delicious crops of fruit.  It was also well-known for thoroughbred horse ranches. During the 1920s, Chatsworth became a backdrop for many of the western movies thanks to its unique scenery and proximity to Hollywood.

Chatsworth is unique because of its large and thriving equestrian community. There are a large number of individual horse properties, as well as several professional boarding ranches. It is not uncommon to see residents riding their horses along the streets, many of which have special bridal paths. Several old bars and restaurants still have hitching posts that are used by customers that tie up their horses when they stop in for a bite to eat or a drink. Every year, the Chatsworth Day of the Horse celebrates the equestrian lifestyle. Chatsworth is currently home to eight Historic-Cultural Monuments.

The most notable are the Minnie Hill Palmer House and the Homestead Acre, the only remaining homestead cottage in the San Fernando Valley. Under the Homestead Act, James David and Rhonda Jane Hill settled in 1886 on 110 acres in what is now Chatsworth nearby a stop on the Stagecoach Road, which was abandoned with the arrival of the railroads. In late 1886, the Hills’ seventh child, Minnie was born on the ranch, and lived until 1981. About an acre and a half of the site is now the Homestead Acre, located in Chatsworth Park South. It includes the wood cottage, which is now home of the Chatsworth Historical Society’s Virginia Watson Chatsworth History Museum, and has English rose garden.

Chatsworth is very civically engaged, and has a large number of community-based organizations, ranging from the Kiwanis to many equestrian organizations.

The Akopyan Law Firm A.P.C. is headquartered in Burbank which is minutes away from Chatsworth. The Akopyan Law Firm, A.P.C. stands ready to provide legal services to both employees and employers in Chatsworth.

Eight Things You Can Do To Find The Best Wrongful Termination Lawyer in Chatsworth

Navigating the search for an employment lawyer in Chatsworth can indeed present challenges, particularly due to its designation as a bedroom community with fewer local law firms. To find the best wrongful termination attorney in Chatsworth who has the necessary expertise, consider the following steps:

1. **Expand Your Search Radius:** While Chatsworth may have limited options, it’s advisable to extend your search to nearby areas, such as downtown Los Angeles or Century City, where more law firms may be located. A slightly longer commute may be worthwhile for the right attorney.

2. **Online Research:** Despite the presence of paid advertisements, online research can still be a valuable tool. Look for attorneys who specialize in employment law and have a strong track record of handling similar disputes.

3. **Professional Associations:** Check if the attorney is a member of professional organizations related to employment law. Membership can be an indicator of commitment to the field.

4. **Consultations:** Schedule consultations with prospective attorneys. During these meetings, inquire about their experience, the number of similar cases they’ve handled, and their familiarity with local labor laws.

5. **Client References:** Don’t hesitate to request references from past clients. Speaking with individuals who have worked with the attorney can provide valuable insights into their performance and effectiveness.

6. **Legal Fees:** Discuss the attorney’s fee structure during your consultation to ensure it aligns with your budget and expectations.

7. **Location Flexibility:** Be open to the possibility of consulting with attorneys outside of Chatsworth, as long as they are familiar with California employment law and can effectively represent your interests.

8. **Trust Your Instincts:** Ultimately, choose an attorney you feel comfortable with and who demonstrates a deep understanding of employment law and labor disputes. Trust your instincts in determining the attorney’s credibility and commitment.

While Chatsworth may have fewer local attorneys, with a bit of research and flexibility in your search, you can still find a qualified employment lawyer who can help you with your specific case.

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.  With offices just minutes away from Chatsworth, we stand ready to provide legal representation of the highest caliber to residents of Chatsworth.

Chatsworth Residents Are Welcomed To Contact Us For Help With Cases Involving:

Featured Employment Case

Holly D. v. California Inst. of Tech., 339 F.3d 1158 (9th Cir. 2003)

A state university employee brought a state court action against the university employer and supervising professor, alleging quid pro quo sexual harassment in violation of Title VII and California’s Fair Employment and Housing Act (FEHA), and sexual assault. The case was removed to federal court. The United States District Court for the Central District of California, granted summary judgment in favor of defendants, except with respect to the sexual assault claim against the professor. The employee and the professor appealed. The Court of Appeals held that: (1) the employer was not vicariously liable under Title VII for professor’s alleged sexual harassment of employee; (2) the employer exercised reasonable care to prevent and correct sexual harassment and employee unreasonably failed to take advantage of any preventive or corrective opportunities provided by the employer or to otherwise avoid harm, supporting employer’s affirmative defense of reasonable care; and (3) remand to state court was required for state law FEHA and sexual assault and battery claims.  The Court’s opinion discussed at length the nature of proof needed for quid pro quo form sexual harassment: “…in cases alleging that an employee engaged in sexual relations because her supervisor implicitly demanded that she do so as a condition of her employment, we require more than conclusory allegations that the supervisor proposed a sexual liaison and the employee responded to the overtures in order to protect her employment interests. Given the amount of time Americans spend at work and the degree to which women have been absorbed at every level into a workforce that was once largely all-male, it is especially important to scrutinize carefully the facts and circumstances of each case. It is not easy, let alone desirable, to attempt to regulate sexual attractions among persons working together or to proscribe romances that may develop and even flourish in the workplace. Some of these relationships will, if nature is allowed to take its course, develop between persons at different levels in the hierarchy, just as hierarchical boundaries have failed to contain romance throughout history…. The workplace is not and should not be a sterile or barren space, and it is not the job of the legislature or the courts to make it so. However, not all attempts at courtship or coupling are legitimate, and all three branches of government have emphatically declared that it is our role to enjoin and remedy predatory workplace conduct so that all workers may earn a living with dignity, free from sexual harassment or abuse. Given the imbalance of power, persistent unwanted sexual attention from a supervisor has the potential to result in significant harm. A supervisor may find love or companionship with one he oversees, but he may not use his position to extort sexual favors from an unwilling employee. In the end, given all of the intangibles involved in the development of relationships between human beings, we proceed with particular caution when examining claims of sexual harassment based on implicit rather than explicit threats to condition employment benefits or detriments on an employee’s participation in sexual acts.” Holly D. 1174–75 (9th Cir. 2003).

 Avvo Rating 10 Superb

   

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