Culver City Employment Lawyers

The Akopyan Law Firm A.P.C. stands ready to fight for the rights of workers in Culver City dealing with discrimination, harassment, retaliation, wrongful termination, or other illegal conduct in the workplace. The firm also stands ready to provide small businesses in Culver City 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 Culver City, California

Culver City  is located in west Los Angeles County.  It is home to more than 40,000 residents.  It covers approximately five square miles and encompasses the following zip codes: 90230, 90232. Spanish Explorers claimed California in the 1500s but it wasn’t until 1769 that King Carlos III of Spain mandated colonization. Father Junipero Serra then began to establish missions, which functioned as the center of activities from San Diego upward, between 1769 and 1823. The Native Americans in this area traversed this valley in search of food. Because of their proximity to the San Gabriel Mission, (est.1771), they were called The Gabrielinos. In 1781, a nearby settlement began as “El Pueblo de Nuestra Senora la Reina de Los Angeles”. Early families that settled in La Ballona Valley came on different expeditions. Francisco Salvador Lugo, for example, came on Rivera’s 1774 trip from Sinaloa, Mexico, and was one of the soldiers present at the founding of the pueblo of Los Angeles in 1781. He and his descendants served in different places before they arrived in this valley. Another soldado, José Manuel Machado and his wife, Maria, traveled from Sinaloa, Mexico on the Rivera expedition of 1781. Machado continued to serve as a soldier in different locations until he retired to the pueblo of Los Angeles in 1797. Jose Machado’s death in 1810 forced the sons to provide for the family’s future. Agustín and his brother Ygnacio Machado, after unsuccessful attempts to acquire land near the pueblo, decided to settle in this valley and raise cattle on Rancho La Ballona which they established in 1819 with two partners, Felipe Talamantes and his son Tomás. Land grants became confused under Spanish and Mexican rule, and eventually California won independence, becoming our 31st state in 1850. Culver City was formed from portions of the 14,000 acre Rancho La Ballona (Machado/Talamantes property) and Rincón de Los Bueyes (Higuera/Lopez property). It was Harry H. Culver, from Milford, Nebraska, who dreamed of a balanced city. He started plans for the city that carries his name in 1913, and it became an incorporated entity in 1917. He established the city in a temperate zone, along a transportation route, alongside railroad tracks, halfway between the growing pueblo of Los Angeles and Abbot Kinney’s resort of Venice. Culver City began to do the business of developing itself, as a 1.2 square mile area, centered about our little Main Street. In the early days of the city, the trustees concentrated on the actions necessary to form the city. City tracts and streets were named and paved, a numbering system was adopted, and employees hired to take care of the business of the city. The Fire and Police Departments were established. The economic balance had begun, with the studios forming the early economic base. Industry came in the form of Western Stove in 1922, then the Helms Bakeries in 1930, and then the Hayden Industrial Tract was established in the 1940s. Prohibition spawned a plethora of night spots and bootlegging in the 1920s and 1930s, with World War II stalling growth in the 1940s. Car Dealerships replaced the night spots on Washington Boulevard in the 1950s. Over the years, more than forty annexations increased city size to about five square miles. Culver City transitioned from a general law city to a charter city in 1947. With offices in Burbank, the Akopyan Law Firm A.P.C. is just minutes away from Culver City. Our employment lawyers stand ready to provide world-class services and top-notch representation to the residents of Culver City.

Your Search For The Best Culver City Employment Lawyer Is Over

Finding the right labor lawyer in Culver City can be a daunting task. With numerous law firms to choose from, it’s essential to recognize that each firm has its unique approach and philosophy. Not every employment attorney in Culver City will suit every case, as preferences and strategies can vary significantly. While some employment lawyers may opt for swift, low-value settlements to resolve matters expediently, others are committed to pursuing a more extensive, potentially challenging path that leads to a resolution reflecting the full value of the case.

When conducting an internet search for “employment lawyer Culver City” or “wrongful termination attorney in Culver City,” you’ll likely encounter a sea of paid advertisements from attorneys who favor the simpler route. However, at the Akopyan Law Firm in Culver City, California, our mission is clear: to attain the best possible outcome for each client, regardless of the complexity or scale of the battle ahead.

Our dedication to delivering exceptional work on every case necessitates our selective approach, limiting our practice to ensure personalized attention. Every employee who becomes our client is embraced as part of our extended family. We take pride in offering top-tier, personalized service, and we invite you to explore what our clients have to say about their experiences with us. The bonds we form with our clients often transcend the duration of the case itself.

Our Culver City employment lawyers advocate fervently on behalf of our clients, and our track record speaks volumes about the results we’ve achieved. If you’re in search of employment lawyers in Culver City who will champion your cause with passion and professionalism, we encourage you to reach out to us today for a complimentary case evaluation. Your legal journey begins here, and we’re here to support you every step of the way.

We Stand Ready To Fight For Culver City Residents In Cases Involving:

Featured Article:

FEHA’s Strong Stance Against Religious Discrimination

The California Fair Employment and Housing Act (FEHA) is a powerful guardian against discrimination, expressly prohibiting discrimination based on an individual's religious creed, religious observance, and beliefs. This blog explores the significance of FEHA's commitment to preventing religious discrimination in the workplace. FEHA's Fundamental Principle One of the key tenets of this legislation is the explicit prohibition of discrimination based on an individual's religion. Expansive Definition of Religion FEHA takes a broad approach to the concept of religion. Its protection goes beyond traditional organized religions. A particular belief, observance, or practice is protected by the FEHA if it is sincerely held and occupies in the life of its possessor a place parallel to that filled by the God of those religions admittedly qualifying for the protection. The worker's beliefs, observances, and practices must occupy a place of importance parallel to that of traditionally recognized religions. A three-part test applies: A religion addresses fundamental and ultimate questions having to do with deep and imponderable matters (e.g., the meaning and purpose of life, theories of humankind's nature or its place in the universe, matters of human life and death, or the exercise of faith); A religion is comprehensive, consisting of a belief system as opposed to an isolated teaching; and A religion can be recognized by the presence of certain formal and external signs. Accommodating Religious Practices FEHA places an affirmative obligation on employers to reasonably accommodate the religious practices of their employees, provided that such accommodations do not create undue hardship for the business. This may include adjusting work schedules, and dress codes, or permitting time off for religious observances. Freedom from Harassment Religious harassment is a clear violation of the FEHA. Employers must take proactive measures to prevent and address religious-based harassment in the workplace, ensuring that employees can perform their duties in an environment free from hostility. Retaliation Protections FEHA goes beyond preventing discrimination by also safeguarding employees against retaliation for asserting their rights under the act. If an employee files a complaint or participates in an investigation related to religious discrimination (, they are protected from any adverse actions taken by the employer in response. Educational Efforts FEHA encourages educational efforts to raise awareness about religious diversity and to promote a culture of tolerance and understanding in the workplace. Employers are urged to provide training to employees to ensure a harmonious and inclusive work environment. Contact Akopyan Law Firm, A.P.C. for Advice about Religious Discrimination FEHA's commitment to eradicating religious discrimination from California workplaces is a testament to the state's dedication to diversity, equality, and respect. Employees in Southern California with questions about religious discrimination or those wondering if they have a case against an employer should contact Akopyan Law Firm, A.P.C. We'll provide a complimentary evaluation and may offer contingency fee services. Trust the experts at Akopyan Law Firm, A.P.C. for proven results and positive testimonials.

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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