Eastvale Employment Attorneys
The trial attorneys of the Akopyan Law Firm A.P.C. stand ready to fight for both employers and employees in Eastvale, California.
Eastvale, California
Eastvale is a city located in Riverside County. Eastvale is home to more than 70,000 residents. It covers approximately thirteen square miles, and encompasses the following zip codes: 91752 and 92880. Eastvale’s history is intricately intertwined with that of its neighboring cities, including Corona, Norco, Chino, and Ontario. For well over a century and a half, the land in Eastvale was primarily utilized for farming and the dairy industry. In 1834, the Mexican government took control of the land from Native Americans and Spaniards, as well as Spain’s missions. To foster colonization, agriculture, and livestock raising in the region, the government granted land to influential and affluent Mexican politicians. After California’s statehood in 1850, the land in Riverside County was initially divided between San Bernardino and San Diego Counties, a situation that persisted until 1893 when Riverside County was formally established. The name “East Vale” likely emerged during this period, as it appeared in the minutes of one of the early meetings of the Riverside County Board of Commissioners, designating it as one of 53 school districts. During the 1950s, Los Angeles’ burgeoning population extended into the surrounding farmlands, leading dairy farmers to relocate their operations to the valley. Many of these dairies in Eastvale, the Chino Valley, and Ontario were owned and operated by Dutch and Portuguese families. As local schoolchildren progressed beyond the elementary level, they had to cross the river into Corona to attend higher grades. In the spring of 2007, responding to the wishes of Eastvale residents, a group of five individuals formed the Eastvale Incorporation Committee to explore the possibility of cityhood. After the initial election, two of the committee members, Jeff DeGrandpre and Kelly Howell, represented the community on the City Council. Together with three other council members, Adam Rush, Ric Welch, and Ike Bootsma, they guided Eastvale into the next chapter of its vibrant history. Today, Eastvale maintains ties to Corona and Norco as a member of the Corona-Norco Unified School District and shares a zip code with the City of Corona (92880) and the City of Jurupa Valley (91752). Before its incorporation, Eastvale was considered a community within an unincorporated area of Western Riverside County. Many residents mistakenly believed they were part of the City of Corona due to their shared zip code. However, Eastvale is now an independent city, charting its own path for the future. With a bustling city hall, dedicated staff, and engaged developers, the prospects for Eastvale’s future are bright and promising.
The Best Eastvale Employment Lawyers
Eastvale, due to its unique location, offers a multitude of options when it comes to legal representation. Numerous lawyers and law firms extend their services to the residents of Eastvale, creating a diverse landscape of legal choices. However, this abundance of options can pose a challenge for individuals seeking legal assistance, particularly when faced with employment-related legal issues that require the expertise of an employment lawyer. Employers and employees in Eastvale may encounter significant legal challenges in the realm of employment law, making it essential to choose the right attorney to address their specific needs. The task of finding the ideal lawyer can be further complicated by the persistent inundation of gimmicky radio advertisements and ostentatious billboards, bus ads, and street bench posters. In the digital age, many individuals turn to online searches to identify potential legal representatives. Yet, conducting an online search for phrases such as “Eastvale employment lawyer” or “wrongful termination attorney in Eastvale” often yields search results saturated with paid advertisements from lawyers who may not necessarily possess the experience or qualifications needed for complex employment cases. At the Akopyan Law Firm, A.P.C., our team of attorneys collectively boasts nearly two decades of experience. We take immense pride in our established track record of success, effectively representing the interests of both employers and employees. Our approach is centered on quality rather than quantity, as we prioritize delivering top-tier legal services to our clients. Unlike some law firms that invest in catchy radio advertisements, we prefer to allocate our time and resources to advocating for our clients’ rights within the courtroom. We believe that the quality of our legal representation speaks for itself. To affirm our commitment to excellence, we willingly provide client references upon request and encourage individuals to explore our online reviews. With offices conveniently located in Riverside, Orange, San Bernardino, and Los Angeles, the Akopyan Law Firm A.P.C. is situated just minutes away from Eastvale. Our employment lawyers are fully prepared to offer world-class legal services and unwavering representation to Eastvale residents. In Eastvale and surrounding areas, when you require exceptional legal counsel for employment law matters, trust in the Akopyan Law Firm A.P.C. to safeguard your rights and interests with expertise and dedication.
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Performance-Based Termination vs. Disability Discrimination: The California Distinction
📌Key Takeaways: Legal Framework: California's Fair Employment and Housing Act (FEHA) prohibits disability discrimination and requires employers to provide reasonable accommodations for known disabilities when employees can perform essential job functions with such support. Interactive Process Requirement: FEHA mandates employers engage in a timely, good-faith interactive process to determine effective accommodations for employees with disabilities before making termination decisions. Performance Standards: While employers can maintain legitimate performance standards, they must consider whether an employee's disability affected performance issues and if accommodations could address these concerns before termination. Essential Job Functions: FEHA doesn't require employers to eliminate core job duties, but modifications that allow employees to meet performance expectations without compromising essential functions may be required. Understanding the intersection between performance concerns and disability protections requires careful case-by-case evaluation under FEHA provisions. In California, employment relationships can end for many reasons. However, when a termination follows performance concerns that arise after a disability is disclosed or accommodations are requested, the situation may fall under the scope of the California Fair Employment and Housing Act (FEHA). FEHA prohibits disability discrimination and outlines specific employer responsibilities when performance issues intersect with known disabilities. This article provides an overview of how California law addresses the distinction between performance-based termination and disability discrimination. It explains relevant provisions of FEHA, including the obligation to provide a reasonable accommodation and engage in the interactive process. Understanding these legal concepts can help clarify how the law applies to workplace performance expectations when disabilities are involved. Understanding California’s Disability Discrimination Protections California law, through FEHA, prohibits discrimination against individuals with physical or mental disabilities in employment settings (Gov. Code § 12940). The statute defines a disability broadly, including conditions that limit a major life activity, such as walking, working, or concentrating (Gov. Code § 12926). FEHA requires employers to provide reasonable accommodations for the known disabilities of employees, provided the employee can perform the essential functions of the job with or without such accommodations (Gov. Code § 12940(m)). Examples of reasonable accommodations may include modified duties, adjusted schedules, or assistive equipment. Additionally, FEHA mandates that employers engage in a timely, good-faith interactive process to determine effective accommodation for employees with disabilities (Gov. Code § 12940(n)). This interactive process is central to determining whether accommodation is feasible and whether the employee can meet job expectations with support. How FEHA Addresses Performance-Based Terminations FEHA acknowledges that employers may maintain legitimate performance standards. However, when performance concerns arise in connection with a known disability, the law imposes specific obligations on the employer. FEHA provides that an employer may not terminate an employee "because of" a physical or mental disability if reasonable accommodations could have enabled the employee to perform essential job functions (Gov. Code § 12940(a)). Employers are not required to lower performance expectations, but the law does require them to consider whether the employee’s disability played a role in any perceived deficiencies. If the employee has requested accommodation or disclosed a disability, the employer must determine if those accommodations ... Read more
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