Compton Employment Lawyers

The Akopyan Law Firm A.P.C. stands ready to fight for the rights of workers in Compton dealing with discrimination, harassment, retaliation, wrongful termination, or other illegal conduct in the workplace. The firm also stands ready to provide small businesses in Compton economical and efficient solutions to problems involving employment law.  Our substantial experience in approaching employment disputes from both sides gives us rare insight into the mindset of the opponent, which truly goes a long way to achieving the best possible outcome.

About Compton, California

Compton is a city located in southern Los Angeles County.  It covers roughly ten square miles and is home to approximately 100,000 residents.  Known as the Hub City because of its location in nearly the exact geographical center of Los Angeles County, the City of Compton is one of the oldest cities in the county and the eighth to incorporate. The territory was settled in 1867 by a band of 30 pioneering families, who were led to the area by Griffith Dickenson Compton. These families had wagon-trained south from Stockton, California in search of ways to earn a living other than in the rapidly depleting gold fields. Compton’s early settlers faced severe hardship as they tilled the earth to scratch out a meager existence. The weather was cold and wet, and fuel was scarce. Gathering firewood required a three day-trip to the mountains near Pasadena. Also, in the early years there were only two general stores in the area: one in the pueblo of Los Angeles, the other in Wilmington. Both were miles away and required a lengthy trek either by foot or horseback. The City of Compton was officially incorporated on May 11, 1888.  In the 1930’s the city began to shed the effects of the Great Depression of 1929, and the population increased.  In the 1950’s the first African American families moved to the area. Centennial High School was built to accommodate a growing student population. In the 1960’s voters elected Douglas Dollarhide, the City’s first African American mayor.  In later years the city transformed over 1500 acres of unused and underutilized land into Walnut Industrial Park. This industrial and commercial complex is home to some of the largest national and international corporations, including 3-M, Datsun, Ralphs and Xerox. Compton greeted the 21st century as a multiracial, multicultural community of nearly 100,000 residents. Compton’s easy accessibility to and from five freeways and the affordability of its housing has drawn additional residents and sparked the interest of developers.

With offices in Burbank, Orange, and Riverside the Akopyan Law Firm A.P.C. is just minutes away from Compton. Our employment lawyers stand ready to provide world-class services and top-notch representation to the residents of Compton.

Your Search For The Best Compton Employment Attorneys Is Over

Finding the right labor lawyer in Compton is indeed a significant decision, and it’s essential to select an attorney who aligns with your goals and values. Here’s how you can proceed with your search for the best employment lawyer in Compton:

1. **Online Research:** Begin your search with an online query for “employment lawyer Compton” or “wrongful termination attorney in Compton.” While you may encounter paid advertisements, these can still lead you to local attorneys who may be a good fit.

2. **Local Bar Associations:** Check with local bar associations or legal directories for listings of employment lawyers in Compton. These resources often provide information about an attorney’s specialization and credentials.

3. **Professional Organizations:** Look for labor lawyers who are members of professional organizations. Membership can indicate a commitment to employment law.

4. **Consultations:** Schedule consultations with potential attorneys. During these meetings, discuss your case and assess their approach to handling employment disputes. Inquire about their experience and track record in similar cases.

5. **Client References:** Don’t hesitate to request references from past clients. Speaking with previous clients can offer insights into an attorney’s performance, communication, and ability to achieve favorable outcomes.

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

7. **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.

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

The Akopyan Law Firm’s commitment to achieving the best possible outcome for each client, regardless of the complexity of the case, is commendable. Their dedication to quality work and personalized service is an important factor to consider in your search for the right employment lawyer.

By conducting thorough research and consulting with prospective attorneys, you can find the right labor lawyer in Compton who will passionately advocate for your rights and work diligently to achieve the best results for your case.

We Can Help Folks From Compton With:

Featured Article:

  • workplace sexual harassment claims

What Evidence Can Be Used to Prove a Workplace Sexual Harassment Case?

The attorneys at the Akopyan Law Firm A.P.C. constantly hear from folks who mistakenly believe that they have been the victim of workplace sexual harassment, but that they have no evidence to prove it because they do not have any video or photo evidence of the harassing acts. Presumably, there are many folks out there who don't even bother to call a sexual harassment lawyer for a free consultation because they think they need to have videos or photos to prove a case. Consequently, it is important to understand what exactly constitutes evidence in a sexual harassment case, as well as any other civil case that goes to trial. What is Evidence? In most, if not all, sexual harassment cases that go to trial, the court is likely to give the jury the following instruction: "Evidence can come in many forms. It can be testimony about what someone saw or heard or smelled. It can be an exhibit admitted into evidence. It can be someone’s opinion. Direct evidence can prove a fact by itself. For example, if a witness testifies she saw a jet plane flying across the sky, that testimony is direct evidence that a plane flew across the sky. Some evidence proves a fact indirectly. For example, a witness testifies that he saw only the white trail that jet planes often leave. This indirect evidence is sometimes referred to as "circumstantial evidence." In either instance, the witness’ testimony is evidence that a jet plane flew across the sky. As far as the law is concerned, it makes no difference whether the evidence is direct or indirect. You may choose to believe or disbelieve either kind. Whether it is direct or indirect, you should give every piece of evidence whatever weight you think it deserves." Judicial Council of California Civil Jury Instructions ("CACI") Instruction No. 202. Therefore, while it would certainly be helpful to have in hand photographic or video evidence of sexual harassment, the reality is that in the vast and overwhelming majority of sexual harassment cases, no such evidence is available. Witness Testimony Regarding Workplace Sexual Harassment In most cases, the primary source of evidence to prove sexual harassment comes in the form of testimony from the victim of sexual harassment, as well as other witnesses who may have either observed or also been subjected to sexually harassing conduct. For this reason, it is critically important for the victim of sexual harassment to take detailed notes regarding his or her experiences, including specific dates, times, locations, actions, exact words spoken, and other details regarding the events which the victim feels were sexually harassing. Because the most common form of sexual harassment involves hostile work environment harassment, in many cases the victim will have to show, during the trial, harassing conduct which is both severe and pervasive. In other words, the harassing conduct must have an element of severity as well as an element of recurrence. Most victims of sexual harassment do not typically consult an attorney until ... Read more

 Avvo Rating 10 Superb

Millions of Dollars Recovered For Our Clients

Check Out Our Case Results

$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
$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
$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