East Los Angeles Employment Lawyers

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

East Los Angeles or East L.A., often referred to by locals as “East Los”, is an unincorporated area in Los Angeles County.  Historically, when it was founded in 1873, the neighborhood northeast of downtown known today as Lincoln Heights was originally named East Los Angeles, but in 1917 residents voted to change the name to its present name. Today it is considered part of L.A.’s Eastside, the geographic region east of the Los Angeles River that includes three neighborhoods within the city of Los Angeles (Boyle Heights, El Sereno and Lincoln Heights) and the unincorporated community in Los Angeles County known today as “East Los Angeles”. When Lincoln Heights, the first east-side subdivision created in 1873, changed its name in 1917, Belvedere (Belvedere Gardens and Belvedere Heights) and surrounding unincorporated county areas were given the moniker of East Los Angeles. By the 1930s, most maps had started to label the Belvedere area as “East Los Angeles”

By the early 1920s, workers in the sprouting industrial district to the south were seeking nearby housing. At the time, the unincorporated region was undeveloped and or preserved for agriculture and oil extraction. Belvedere township included the territory that in 1902 became the city of Montebello. In 1932 local business leaders gave the name East Los Angeles to Belvedere and adjacent areas (that had been known as Belvedere Gardens, Belvedere Heights, Laguna, etc.) By the onset of World War II, East Los Angeles was a nearly exclusively Latino community, soon reinforced by Mexican workers who arrived to man the machines in the area’s burgeoning war industries. Although the face of the city of Los Angeles and its surrounding communities has changed considerably, East Los Angeles has maintained this basic character throughout the last sixty years. As a result of its history as a long-standing Mexican American community, the area of East Los Angeles continues to be studied and documented by scholars from around the world. East Los Angeles was a significant site during the Chicano Movement. It is not only the single largest Chicano/Mexicano population in the country, but also the largest Hispanic community in the United States. It is also important to note that, although the majority population is mono-cultural, there is a tremendous amount of diversity within the context of that cultural experience, ranging from new immigration from Mexico, migration from other states, and the long-time presence of multi-generational residents dating back to the ranchos.

East Los Angeles is located in central Los Angeles and is home to more than 130,000 residents.  It covers approximately seven and a half square miles and encompasses the following zip codes: 90022, 90023, and 90063. The Akopyan Law Firm A.P.C. is headquartered in Burbank which is minutes away from East Los Angeles.  Thus, our lawyers stand ready to serve employees and employers in East Los Angeles with all their employment law needs.

Your Search For The Best East Los Angeles Employment Attorneys Is Over

Securing the right labor lawyer in East Los Angeles can indeed be a challenging endeavor. The legal landscape here is diverse, with a wide array of firms to choose from, each with its unique approach and philosophy. It’s crucial to understand that not every employee attorney in East Los Angeles will be a suitable match for every case, as preferences and strategies can vary significantly. While some employment lawyers may lean toward swift and simple low-value settlements, others are more inclined to embark on a prolonged and robust legal battle that ultimately leads to a resolution reflecting the full value of the case. An online search for “East Los Angeles employment lawyer” or “wrongful termination attorney in East Los Angeles” often yields a multitude of paid advertisements from lawyers willing to take the easier route. The Akopyan Law Firm stands apart with a resolute commitment to securing the best possible outcome for each client, regardless of the complexity or scale of the challenge. Our dedication to delivering high-quality work on every case leads us to selectively limit our practice, ensuring that every client receives the personalized attention and exceptional representation they deserve. We consider every employee who becomes our client a part of our extended family. While we take great pride in the top-notch, personalized service we provide, we encourage you to explore what our clients have to say and examine our online reviews to witness the satisfaction of our past clients. The relationships we build with our clients often extend beyond the duration of the case itself, emphasizing our commitment to lasting connections. Our East Los Angeles employment lawyers passionately advocate for our clients, as evidenced by the excellent results they’ve achieved. If you’re in search of employment lawyers in East Los Angeles who will fight fervently for your rights and prioritize quality over quantity, we encourage you to reach out to us today for a complimentary case evaluation. Your legal journey begins here, and we’re ready to stand by your side every step of the way.

We Can Help East Los Angeles Residents With:

Featured Article:

Five Effective Strategies to Prevent Sexual Harassment in the Workplace

Sexual harassment in the workplace is a pervasive issue that affects employees' well-being, job satisfaction, and overall productivity. Employers in California have a legal and moral obligation to create a safe and respectful work environment. To help organizations address this critical concern, we will explore five effective strategies to prevent sexual harassment in the workplace. 1. Develop Clear Policies and Procedures The foundation for preventing sexual harassment in the workplace is a well-defined set of policies and procedures. Every organization should have a comprehensive anti-sexual harassment policy in place that outlines what constitutes sexual harassment, how to report incidents and the consequences for those who engage in such behavior. It's essential to make these policies easily accessible to all employees, whether through an employee handbook, company intranet, or regular training sessions. 2. Provide Regular Training and Education Education is a powerful tool for preventing sexual harassment. Ensure that all employees, from entry-level staff to top management, receive regular training on the subject. Training should cover what sexual harassment is, how to recognize it, and how to respond appropriately. Encourage an open dialogue, allowing employees to ask questions and share their concerns. The goal is to create a culture of respect and inclusivity where everyone feels comfortable addressing issues related to harassment. 3. Foster a Culture of Respect and Civility Preventing sexual harassment (https://www.akopyanlaw.com/sexual-harassment/) goes beyond policies and training—it's about shaping the culture of the organization. Employers should actively promote a culture of respect for colleagues and coworkers. This can be achieved by encouraging open communication, setting a positive example at all levels of the organization, and emphasizing the importance of treating all colleagues with dignity. 4. Create Multiple Reporting Channels Employees must feel confident in reporting incidents of sexual harassment without fear of retaliation. Create multiple channels for reporting, including anonymous options if necessary. Ensure that those designated to receive complaints are trained in handling such cases with sensitivity and professionalism. Timely and thorough investigations should be conducted, and the outcome should be communicated to the complainant. 5. Implement Consequences for Offenders To deter individuals from engaging in sexual harassment, organizations must establish clear consequences for offenders. Ensure that the consequences are consistent with the severity of the offense and follow the established policies and procedures. Consistency in applying sanctions sends a strong message that sexual harassment will not be tolerated in the workplace. Preventing sexual harassment in the workplace is not just a legal requirement, it's a moral imperative. A workplace free of harassment is not only more productive but also promotes employee well-being and job satisfaction. By developing clear policies and procedures, providing regular training and education, fostering a culture of respect and inclusivity, creating multiple reporting channels, and implementing consequences for offenders, organizations can take significant steps toward eradicating sexual harassment and creating a safer and more inclusive work environment for everyone. Remember, prevention is not a one-time effort, but an ongoing commitment to creating a better workplace for all. Visit Akopyan Law Firm, A.P.C. to learn ... 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
$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