Duarte Employment Attorneys

The trial attorneys of the Akopyan Law Firm A.P.C. stand ready to fight for the rights of the residents of Duarte, 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.

Duarte, California

Duarte is a small city situated in the San Gabriel Valley and is home to more than 22,000 residents.  It covers approximately seven square miles, and encompasses the following zip codes: 91008, 91009, and 91010.

In 1841, the governor of Alta California granted to ex-Mexican Corporal Andres Duarte and his wife nearly 7,000 acres of prime land in the upper San Gabriel Valley. He named the place Rancho Azusa de Duarte. In the mid-1800’s, most of the Rancho was sold to help defray Andres Duarte’s debts. One of those who purchased land was Dr. Nehemiah Beardslee, who started the first school in Duarte and laid out the first section of Duarte’s water lines. Much of the remaining land was divided into 40-acre plots and sold individually. Many of Duarte’s earliest pioneer families came to Duarte in the mid-1800’s for their health, the pleasant climate, and the fertile soil. English settlers, Americans from the Midwest and deep South, Latinos who remained from the Rancho and Japanese immigrants enabled Duarte to grow into a thriving agricultural community specializing in citrus production.

Two medical institutions were started in Duarte in the early part of this century. In 1913, the Jewish Relief Association started a tuberculosis sanitarium on 40 acres of land South of Duarte Road. This later evolved into the world-renowned City of Hope Medical Center, a recognized leader in fighting cancer and other catastrophic diseases. In 1930, a group of Carmelite Sisters established the Santa Teresita Rest Home, known today as Santa Teresita “Medical Center.”

In 1957, a dedicated group of community members led the fight for incorporation, and on August 22, 1957, their efforts paid off with the formation of the City of Duarte and the Duarte Unified School District. The leadership of the Duarte City Council and the Duarte Unified School Board helped the previously fragmented community to come together, set goals and establish priorities for the newly created City of Duarte.

The Akopyan Law Firm A.P.C. is headquartered in Burbank and has offices in Riverside, both of which are minutes away from Duarte. Our employment lawyers stand ready to provide legal services to both employees and employers in Duarte.

Best Employment Lawyers At Your Service In Duarte

Duarte, as a thriving community, offers its residents a wealth of choices when it comes to legal representation. The city is home to numerous lawyers and law firms, all extending their services to the local community. However, in this digital age, an online search for “Duarte employment lawyer” or “wrongful termination attorney in Duarte” often results in a deluge of paid advertisements from employment lawyers hailing from various locations.

Selecting the right attorney with the necessary expertise and experience can indeed be challenging when the decision is based solely on a paid internet advertisement. For individuals seeking legal counsel, it can be tough to discern if a particular attorney truly excels in this field and possesses the experience required to handle employment trials and litigation effectively when all they have to rely on is an advertisement.

This is where the Akopyan Law Firm, A.P.C. distinguishes itself. Each of our attorneys boasts almost two decades of invaluable experience, bolstered by a distinguished track record of success representing both employees and employers. Our firm’s philosophy centers on quality over quantity, ensuring that every client receives the meticulous attention and outstanding representation they deserve.

With offices located just minutes away from Duarte, we are strategically positioned to offer residents top-tier legal representation. We take immense pride in our work and invite you to explore our online reviews or request client references to witness our track record firsthand.

When you choose the Akopyan Law Firm, A.P.C., you’re not just selecting legal expertise; you’re embracing a commitment to delivering the highest standards of service. Your legal needs are our priority, and we’re here to be your trusted advocates. If you seek legal representation that prioritizes quality and experience, we encourage you to reach out to us today for exceptional counsel and support. Your journey to effective legal resolution starts here.

We Can Help Duarte Residents With Employment Law Disputes, Including Those Involving:

Featured Employment Case

Nazir v. United Airlines, Inc., (2009) 178 Cal. App. 4th 243, 
An employee brought action against employer and supervisor for harassment, discharge, and retaliation in violation of Fair Employment and Housing Act (FEHA), discharge and retaliation in violation of public policy, failure to take all reasonable steps to prevent discrimination and harassment, discharge because of history of disability or perceived disability, discharge in retaliation for taking leave under California Family Rights Act (CFRA), fraud, battery, and intentional infliction of emotional distress. The Superior Court granted summary judgment for defendants. The employee appealed.  The Court of Appeal made several important rulings in this landmark decision, including but not limited to the following:
  • An employee’s testimony describing his complaints to his supervisors and a supervisor’s response, offered in opposition to employer’s and supervisor’s motion for summary judgment in employee’s discrimination and harassment action, was not inadmissible on the basis that it lacked foundation, was speculative, or inserted “improper opinion, argument, and conclusion.
  • The question of whether discriminatory intimidation, ridicule and insult is sufficiently severe or pervasive to alter the conditions of the victim’s employment and create an abusive working environment, as would violate Fair Employment and Housing Act (FEHA) provision prohibiting racial harassment in employment, must be assessed from the perspective of a reasonable person belonging to the racial or ethnic group of the plaintiff.
  • In determining whether administrative exhaustion requirement for a Fair Employment and Housing Act (FEHA) claim has been met, what is submitted to the Department of Fair Employment and Housing (DFEH) must not only be construed liberally in favor of the plaintiff, it must be construed in light of what might be uncovered by a reasonable investigation.
  • “Same actor” evidence, showing that a person alleged to have discriminated against an employee previously selected the employee for favorable treatment, will often generate an inference of nondiscrimination, for purposes of claims of discrimination in violation of public policy, the California Constitution, and the Fair Employment and Housing Act (FEHA), but the effect should not be an a priori determination divorced from its factual context, and such evidence should not be placed it in a special category or have some undue importance attached to it.
  • When an employer’s investigation of an employee, used to justify the employee’s termination, is led by a person who at least inferentially had an axe to grind with the employee, such an investigation can itself be evidence that the termination was a pretext, for purposes of claims of racial discrimination in violation of public policy, the California Constitution, and the Fair Employment and Housing Act (FEHA).

 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
$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