Dana Point Employment Attorneys

The trial attorneys of the Akopyan Law Firm A.P.C. stand ready to fight for the rights of the residents of Dana Point, regardless of whether they are employees or employers.  If your cause is just and involves employment law, give us a call to see how we can help.

Dana Point, California

Dana Point is city located in Orange County.  Dana Point covers a little more than six square miles and is home to roughly 33,000 residents.  Dana Point lies within zip codes 92624 and 92629. Incorporated in 1989, the City of Dana Point is named after Richard Henry Dana Jr. (1815-1882), a Harvard-trained lawyer, seaman, and author of the classic sea journal, Two Years Before the Mast (1840). In his journal, Dana documents his voyage from Boston around Cape Horn to California on the merchant ship, Pilgrim. Therein, Dana describes the area once known as Capistrano Bay, as “the most romantic spot in California.” Today, Capistrano Bay is known as Dana Point. Dana Point is characterized by nearly seven miles of prominent coastal bluffs and rolling hills along the Pacific Ocean. The most noteworthy of these bluffs is a unique promontory known as the Headlands, which overlooks Dana Point Harbor, one of the most significant landmarks of the Orange County coastline. Dana Point Harbor provides slips and mooring for over 2,500 boats along with over 50 specialty shops and restaurants. The Harbor attracts thousands of visitors annually for shopping, sport fishing, walking, bicycling, parasailing and a host of recreational activities. The Dana Point Harbor is also considered the gateway to Doheny State Park, one of California’s most popular beach facilities. The 62-acre State Park offers camping, picnicking, swimming, surfing, bicycling, tide pool exploration and more.

Located in southern Orange County, California, Dana Point is approximately halfway between Los Angeles and San Diego, and is bordered by the cities of Laguna Niguel and Laguna Beach to the north, San Juan Capistrano to the east, and San Clemente to the south. With offices in Orange, Burbank, and Riverside the Akopyan Law Firm A.P.C. is just minutes away from Dana Point. Our employment lawyers stand ready to provide world-class services and top-notch representation to the residents of Dana Point.

How to Find the Best Employment Lawyer in Dana Point

Dana Point, a vibrant and thriving community, offers its residents a multitude of choices when it comes to legal representation. With the advent of online searches for “employment lawyer Dana Point” or “wrongful termination attorney Dana Point,” the results often include a plethora of paid advertisements from employment lawyers hailing from various locations. Selecting the right attorney with the requisite skill and experience can indeed pose a challenge when the decision is based solely on a paid internet advertisement.

For individuals seeking legal counsel, it can be arduous to gauge an attorney’s proficiency and experience in employment trials and litigation when all they have to rely on is an ad. This is where the Akopyan Law Firm, A.P.C. distinguishes itself. Each attorney within our firm boasts nearly two decades of invaluable experience, backed by a proven track record of success in representing both employees and employers.

Our firm’s distinctive approach places an unwavering focus on quality over quantity, ensuring that every client receives the meticulous attention and outstanding representation they deserve. With offices located just minutes away from Dana Point, we are uniquely positioned to offer residents of Dana Point legal representation of the highest caliber.

When you choose the Akopyan Law Firm, A.P.C., you’re selecting more than just legal expertise; you’re embracing a commitment to excellence and a dedication to delivering results. Your legal needs are paramount to us, and we stand ready to be your trusted advocates. If you’re seeking employment lawyers who prioritize quality and have the experience to match, we invite you to reach out to us today for exceptional legal representation.

We Can Help Dana Point Residents With:

Featured Article:

Navigating Employment Classifications: Exempt vs. Non-Exempt in California

Understanding employment classifications is vital for both employers and employees to ensure compliance with labor laws. In California, the following classifications will affect how employees are compensated for their work, and their eligibility for overtime pay: exempt and non-exempt. In this blog, we'll explore the key differences between exempt and non-exempt employees, shedding light on the implications of each classification in the California employment landscape. What Is the Difference Between Exempt and Non-Exempt Classifications? The easiest way to keep track of the differences between exempt and non-exempt classifications is to think about the very meaning of the word exempt and what it means in the context of wage-hour law. The law contains certain requirements; for example, a requirement to pay overtime compensation for overtime hours worked. Employees who are classified as "exempt" means that they are employees who do not get the protection of those requirements. Employees who are "non-exempt" simply means that the employee does get the protection in the law. Exempt Employees: In practical terms, exempt employees are typically salaried and are exempt from certain wage and hour provisions, including overtime pay. They are often classified as professionals, executives, administrative employees, or those in specific roles with higher levels of responsibility. Non-Exempt Employees: In practical terms, non-exempt employees are generally paid hourly and are entitled to receive overtime pay for hours worked beyond the standard 40 hours per workweek. They include most hourly workers and those engaged in non-managerial roles. Overtime Pay Exempt Employees: Exempt employees are not entitled to overtime pay. They receive a fixed salary regardless of the number of hours worked, but they must meet specific criteria outlined by California labor laws. Non-Exempt Employees: Non-exempt employees are eligible for overtime pay for all hours worked beyond eight hours in a workday or 40 hours in a workweek. Overtime rates typically apply, providing extra compensation for extended work hours. Salary Basis Exempt Employees: Exempt employees are usually paid on a salary basis, receiving a consistent salary regardless of the number of hours worked. Non-Exempt Employees: Non-exempt employees are typically paid hourly, and their compensation is based on the actual hours worked. They are entitled to receive at least the minimum wage for every hour worked. Job Duties and Responsibilities Exempt Employees: Exempt status is based in part on the person’s job duties and responsibilities. California labor laws provide specific criteria, including performing managerial, professional, or administrative tasks, for employees to be classified as exempt. Non-Exempt Employees: Non-exempt employees are generally engaged in routine and non-managerial tasks. Their work is often subject to specific wage and hour regulations to ensure fair compensation. Meal and Rest Breaks Exempt Employees: Exempt employees are not entitled to mandated meal and rest breaks. However, employers are encouraged to provide reasonable breaks to maintain a healthy and productive work environment. Non-Exempt Employees: Non-exempt employees are entitled to meal and rest breaks as specified by California labor laws. Failure to provide these breaks may result in additional compensation for the employee. Contact Akopyan ... Read more

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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