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, and Burbank, 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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What Are an Employee’s Rights After Termination of Employment?
Severance Agreements Can Affect an Employee’s Rights The first, and perhaps most obvious, one of the variables is whether or not the employee has waived his or her rights. It is a fairly common practice for employers who are terminating their relationship with their employees to offer severance payments in exchange for the employee signing a severance agreement. Severance payments are payments of monies that are different from wages that were earned by the employee. Employees facing financial uncertainty and the prospect of being unemployed are happy to accept these severance offers to help bridge the gap between jobs. In the vast and overwhelming majority of terminations, particularly those where no foul play is suspected, it is advantageous to the employee to sign a severance agreement and receive a severance payment. A problem may arise, however, when an employee who has been terminated for illegal reasons unwittingly gives up his or her right to pursue claims against the employer by signing a severance agreement. Practically all severance agreements will include a general release and waiver of all of the employee’s rights to pursue any and all claims against the employer. Once an employee gives up his or her rights, then he or she no longer has any right to pursue them. Statutes of Limitations Can Limit an Employee’s Rights The second factor to consider is the passage of time. More specifically, it is important to know how much time has passed since the employee was fired from his or her job. The reason for this is that there are time deadlines that apply to practically all of the different kinds of claims that an employee may have the right to bring against his or her former employer or coworkers. Statutes of limitation limit the amount of time that the owner of a claim has to make a claim. "One purpose is to give defendants reasonable repose, thereby protecting parties from defending stale claims, where factual obscurity through the loss of time, memory or supporting documentation may present unfair handicaps. A statute of limitations also stimulates plaintiffs to pursue their claims diligently. A countervailing factor, of course, is the policy favoring disposition of cases on the merits rather than on procedural grounds.” California-American Water Co. v. Marina Coast Water Dist. (2022) 86 Cal.App.5th 1272, 1302–1303. Sometimes people who lose their jobs are more concerned about finding another job instead of protecting their rights to pursue claims against their former employer. One thing leads to another, life goes on, and the employee who has been let go for unlawful reasons wants the issue of a potential lawsuit on the back burner. If that employee has no desire to pursue any claims, then there isn't a problem. A problem arises, however, when an employee finally gets around to pursuing the case and it is too late for them to do so because they have waited too long, and the statute of limitations has expired. For this reason, it is important to promptly prosecute ... Read more
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