Costa Mesa Employment Attorneys

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

Costa Mesa, California

Costa Mesa is a city located the heart of Orange County.  Costa Mesa is home to more than 110,000 residents.  It covers approximately sixteen square miles, and encompasses the following zip codes: 92626, 92627, and 92628.

The City of Costa Mesa is one of California’s most eclectic and vibrant cities. The city is home to South Coast Plaza, one of the nation’s largest shopping centers, and the world-class Segerstrom Center for the Arts and South Coast Repertory theater. Costa Mesa is also the capitol of the action sports industry and the headquarters for companies such as Hurley International, Volcom, RVCA and Vans. The city has a diverse dining scene and is home to The Lab and The Camp, two counter-culture retail developments, and the SoCo Collection, a cutting edge, environmentally friendly shopping center.

Since its incorporation in 1953, Costa Mesa has evolved from a semi-rural farming community of 15,000 to a city with robust local economy that generates tax revenues of about $118 million annually. Costa Mesa offers 28 parks, two municipal golf courses, 20 public schools and three libraries. Orange Coast College, Coastline Community College and Vanguard University have their campuses in Costa Mesa. The Orange County Fair and Event Center is also within the city limits.  Costa Mesa residents enjoy a mild Southern California climate. The City’s location provides easy access to many of Southern California’s major attractions, including beaches, mountain areas, high and low deserts, Disneyland, Knott’s Berry Farm, Palm Springs and Los Angeles.

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

Ten Things You Can Do To Find The Best Wrongful Termination Lawyers in Costa Mesa

Costa Mesa, with its plethora of legal professionals, indeed provides residents with numerous choices when it comes to selecting an attorney. However, finding the best employment attorney in Costa Mesa can be a daunting task, especially with the abundance of advertising and promotional efforts. Here are some tips to help you identify the right attorney for your employment law needs in Costa Mesa:

Referrals: Begin your search by asking for recommendations from friends, family, or colleagues who may have had experiences with employment lawyers in Costa Mesa. Personal referrals can offer valuable insights.

Professional Associations: Look for employment lawyers who are members of reputable professional organizations such as the Consumer Attorneys Association of Los Angeles. Membership can indicate a commitment to professional standards.

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

Consultations: Schedule initial consultations with prospective attorneys. During these meetings, discuss your case and assess the attorney’s experience, approach, and communication style. It’s essential to gauge your comfort level with the attorney.

Specialization: Seek out lawyers who specialize in employment law. Employment law is a complex field, and specialists are more likely to have in-depth knowledge of relevant laws and regulations.

Client References: Don’t hesitate to request references from past clients. Speaking with previous clients can provide valuable insights into an attorney’s performance and effectiveness.

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

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

Location: Consider the location of the attorney’s office. Proximity to Costa Mesa can be convenient for meetings and court appearances.

Trust Your Instincts: Ultimately, choose an attorney who aligns with your values and goals. Trust your instincts in determining the attorney’s credibility and commitment to your case.

While the search for the right employment lawyer in Costa Mesa may take time and effort, conducting thorough research and consulting with prospective attorneys can help you find the best representation for your specific needs. 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 Costa Mesa, we stand ready to provide legal representation of the highest caliber to residents of Costa Mesa.

We Are Ready to Help Folks In Costa Mesa With Cases Involving:

Featured Employment Case

Pennsylvania State Police v. Suders (2004) 542 U.S. 129

Pennsylvania State Police v. Suders was a United States Supreme Court case that addressed the circumstances under which an employee’s claim of constructive discharge can be considered a viable claim under Title VII of the Civil Rights Act of 1964. The key facts of the case are as follows: Nancy Drew Suders was a Pennsylvania State Police dispatcher who alleged that she had been sexually harassed by two of her supervisors. Suders claimed that she was subjected to a hostile work environment and that her supervisors’ actions had created intolerable working conditions. After her complaints to her supervisors and superiors went unanswered, Suders resigned from her position. She argued that she had been constructively discharged due to the hostile work environment. The central issue before the Supreme Court was whether Suders’ resignation constituted a constructive discharge under Title VII, allowing her to pursue a claim of unlawful employment discrimination. In its decision, the Supreme Court clarified the standards for constructive discharge claims. The Court held that for a constructive discharge claim to be viable under Title VII, two elements must be met: 1. The working conditions must have become so intolerable that a reasonable person in the employee’s position would feel compelled to resign. 2. The employer must have actual or constructive knowledge of the intolerable conditions and failed to take remedial action. In Suders’ case, the Court found that the first element was satisfied because the working conditions were indeed intolerable. However, the Court also found that the second element was not met because the Pennsylvania State Police had made reasonable efforts to prevent and promptly correct any harassing behavior. Therefore, Suders’ constructive discharge claim was not upheld. This case is significant because it established a framework for evaluating constructive discharge claims under Title VII, emphasizing the importance of both intolerable working conditions and the employer’s efforts to address them. It bears noting that the analysis under state law is different.

 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: Religious Discrimination
$100 ThousandEmployment: Failure to Accommodate
$100 ThousandEmployment: Wrongful Termination
$100 ThousandPersonal Injury: Bicycle Collision
$100 ThousandPersonal Injury: Pedestrian Collision