Eagle Rock Employment Attorneys
The trial attorneys of the Akopyan Law Firm A.P.C. stand ready to fight for the rights of the residents of Eagle Rock, 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.
Eagle Rock, California
Eagle Rock is a neighborhood in northeast Los Angeles. It spans a little over four square miles but is home to almost 35,000 residents. The zip codes encompassed by Eagle Rock are 90041, 90042, and 90065. The neighborhood is named after Eagle Rock, a large boulder whose shadow resembles an eagle. Although Eagle Rock, which is geographically located between the cities of Pasadena and Glendale, was once incorporated as a city in 1911, its need for an adequate water supply and a high school resulted in its annexation by Los Angeles in 1923. Beginning in the 2000s, the area attracted young hip professionals. As a result, housing prices have dramatically risen and a new wave of restaurants, coffee shops, bars, and art galleries have appeared over the last decade. The neighborhood is inhabited by a wide variety of ethnic and socioeconomic groups and the creative class.
The Akopyan Law Firm A.P.C. is headquartered in Burbank which is minutes away from Eagle Rock. Our employment lawyers stand ready to provide legal services to both employees and employers in Eagle Rock.
Finding The Best Employment Lawyer in Eagle Rock
Eagle Rock, a thriving and close-knit community, offers its residents a diverse array of legal professionals to choose from. With the prevalence of online searches for “Eagle Rock employment lawyer” or “wrongful termination attorney in Eagle Rock,” it’s common to encounter a barrage of paid advertisements from employment lawyers operating from various locations.
Choosing the right attorney, one with the necessary expertise and experience, can indeed pose a challenge when the decision is primarily based on a paid internet advertisement. For individuals seeking legal guidance, it can be a daunting task to evaluate whether a particular attorney truly excels in this field and possesses the requisite experience to effectively handle employment trials and litigation, especially when all they have to rely on is an advertisement.
This is where the Akopyan Law Firm, A.P.C. sets itself apart. Each of our attorneys brings nearly two decades of invaluable experience to the table, reinforced by a distinguished track record of success in representing both employees and employers. Our firm’s guiding principle centers on quality, emphasizing personalized attention and outstanding representation for every client.
With offices located just minutes away from Eagle Rock, we are strategically situated to provide residents with top-tier legal representation. We take great pride in our work and extend an invitation for 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 merely 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 path to effective legal resolution begins right here in Eagle Rock.
Eagle Rock Residents Can Call Us For All Sorts Of Employment Law Disputes, Including Those Involving:
At-will employment is a prevalent and often misunderstood aspect of the working world. In an at-will employment relationship, both the employer and the employee have the freedom to terminate the employment at any time and for any reason that is not illegal. However, this flexibility can sometimes lead to disputes and allegations of wrongful termination. In this blog, we will explore the concept of at-will employment, discuss the circumstances under which employees can sue for wrongful termination, and provide insights into the legal considerations involved. Understanding At-Will Employment At-will employment is the default employment relationship in the United States and in many other countries. It means that, unless there is an explicit employment contract or collective bargaining agreement that states otherwise, either the employer or the employee can terminate the employment relationship with or without cause and with or without notice. This flexibility offers a certain degree of freedom for both parties, but can also create uncertainty and potential pitfalls. It is widely known that in California there is a presumption that the relationship between an employer and employee is "at-will," which means that, generally speaking, either the employer or the employee could leave the relationship at any time for any lawful reason. This presumption is so important that it has been codified. Section 2922 of the California Labor Code provides as follows: "An employment, having no specified term, may be terminated at the will of either party on notice to the other. Employment for a specified term means an employment for a period greater than one month." Cal. Lab. Code § 2922. Where the employment is at-will, the employer's motive for termination and lack of care in doing so are generally irrelevant. Thus, it is immaterial that the employer acted in "bad faith" or "without probable cause." Guz v. Bechtel Nat. Inc., 24 Cal. 4th 317 (2000). Understanding Wrongful Termination While at-will employees can be terminated without cause, there are situations where termination may be considered wrongful and give the employee grounds for legal action. These situations often revolve around: 1. Violations of Public Policy: Employers cannot terminate employees for reasons that violate public policy. For example, firing an employee for reporting illegal activities within the company or for refusing to engage in illegal activities may be considered wrongful termination. "While an at-will employee may be terminated for no reason, or an arbitrary or irrational reason, there can be no right to terminate for an unlawful reason or a purpose that contravenes fundamental public policy." Gantt v. Sentry Ins., 1 Cal. 4th 1083, 1093 (1992), overruled by Green v. Ralee Eng'g Co., 19 Cal. 4th 66 (1998). The employer's obligation to refrain from discharging an employee in violation of public policy does not depend upon any express or implied promises set forth in the employment contract. Rather, it reflects a duty imposed by law upon all employers. 2. Breach of Implied Contracts: Even in at-will employment, implied contracts may exist. If an employer has made oral or written promises ... Read more
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