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 Los Angeles 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:

Featured Article:

The Right to Compensation: Navigating “Off-the-Clock” Work for Non-exempt Employees

Ensuring legal compensation for hours worked is a fundamental aspect of employment, and California law is explicit about the rights of non-exempt employees. In this blog post, we'll delve into the legal precedent set by Morillion v. Royal Packing Co., (2000) 22 Cal. 4th 575, highlighting the obligation of employers to compensate non-exempt employees for "off-the-clock" work, even when it occurs before punching in or after punching out on a time clock. Understanding "Off-the-Clock" Work Legal Foundation Morillion v. Royal Packing Co., (2000) 22 Cal. 4th 575 stands for a crucial legal principle regarding non-exempt employees. It emphasizes that employers are obligated to compensate employees for work performed outside of their regular working hours, even if it occurs before clocking in or after clocking out. Employer Knowledge The key criterion in determining liability is whether the employer knew or should have known that employees were working during these "off-the-clock" hours. This knowledge imposes a responsibility on employers to ensure proper compensation for all hours worked. Legal Precedent: Morillion v. Royal Packing Co. Morillion v. Royal Packing Co., (2000) 22 Cal. 4th 575 addressed the issue of compensating non-exempt employees for time spent commuting on employer-provided transportation. The court ruled that this time was compensable because the employer had control over the employees during the commute. While the case focused on commute time, its broader implication is that employers must compensate non-exempt employees for any work-related activities outside of standard working hours if the employer is aware or should be aware of these activities. Employer Responsibilities Timekeeping Accuracy: Employers must maintain accurate timekeeping systems to record all hours worked by non-exempt employees, including any "off-the-clock" work. Awareness and Prevention: Employers should be vigilant and prevent situations where non-exempt employees engage in work-related activities without proper compensation. Awareness of such activities imposes a duty to address and rectify the situation. Employee Rights and Recourse Asserting Rights: Non-exempt employees have the right to assert their entitlement to compensation for "off-the-clock" work. Open communication with employers and bringing attention to the issue is a crucial step in ensuring fair treatment. Legal Recourse: In cases where employers fail to address "off-the-clock" work or deny rightful compensation, non-exempt employees may explore legal recourse to secure their rights. This could involve filing complaints with labor authorities or pursuing legal action. Fostering Fair Work Practices Proactive Employer Measures: Employers can proactively foster fair work practices by implementing clear policies, conducting regular training in timekeeping procedures, and promptly addressing any issues related to "off-the-clock" work. Open Communication: Open communication between employers and non-exempt employees is vital. Establishing channels for employees to report instances of uncompensated work helps in resolving issues and maintaining a transparent work environment. Morillion v. Royal Packing Co., (2000) 22 Cal. 4th 575 serves as a cornerstone in establishing the rights of non-exempt employees regarding compensation for "off-the-clock" work. Employers must be diligent in tracking and compensating all hours worked, and non-exempt employees have the right to assert their entitlement to fair compensation. By upholding these ... 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: Religious Discrimination
$100 ThousandEmployment: Failure to Accommodate
$100 ThousandEmployment: Wrongful Termination
$100 ThousandPersonal Injury: Bicycle Collision
$100 ThousandPersonal Injury: Pedestrian Collision