Gardena Employment Lawyers

The Akopyan Law Firm, A.P.C. is fully prepared to champion the rights of workers in Gardena who are grappling with issues such as discrimination, harassment, retaliation, wrongful termination, or any other form of unlawful conduct within the workplace. Our commitment also extends to offering small businesses in Gardena cost-effective and streamlined solutions for addressing employment law-related challenges.

Our extensive experience in approaching employment disputes from both the employee and employer perspectives provides us with valuable insights into the mindset of the opposing party, which proves to be a significant asset in achieving the best possible outcome for our clients. Whether you are an employee seeking justice or a business in need of effective employment law solutions, we are here to provide dedicated and expert legal representation tailored to your specific needs in Gardena, California.

About Gardena, California

Gardena is an “All-America City.”  The City of Gardena is a small, highly urbanized community of 5.9 square miles within the South Bay Basin, 13 miles from Downtown Los Angeles. Gardena, California is a city of 61,000 residents. Nearly 40% of adults age 25 and older have four years or more of college, including men and women with a wide variety of job capabilities, from entry level to the specialized technical, supervisory and management level.

Gardena’s attractive, family-oriented neighborhoods provide a wide variety of housing options for all residents. There are 21,041 residential units available in the City. About one-half of the residential units are single family units. The City has 280 subsidized senior housing units in three senior communities. The apartments/multi-family housing have very livable densities. The majority of the residential neighborhoods are mature with lush landscaping, well maintained buildings, and large family-sized yards. With offices in Los Angeles, Orange, Riverside, and San Bernardino, the Akopyan Law Firm A.P.C. is just minutes away from Gardena. Our employment lawyers stand ready to provide world-class services and top-notch representation to the residents of Gardena.

Your Search For The Best Gardena Employment Attorneys Is Complete

Securing the right labor lawyer in Gardena can indeed be a challenging endeavor. The legal landscape in Gardena is diverse, with numerous firms offering their services, each with its unique approach and philosophy. It’s important to recognize that not every employee attorney in Gardena will be the ideal match for every case, as preferences and strategies can vary significantly.

While some employment lawyers may lean toward swift and straightforward low-value settlements, others are inclined to engage in a more protracted legal battle, aiming for a resolution that truly reflects the full value of the case. An internet search for “employment lawyer Gardena” or “wrongful termination attorney in Gardena” often results in an array of paid advertisements from lawyers willing to opt for the easier route.

At the Akopyan Law Firm in Gardena, California, our unwavering goal is to secure the best possible outcome for each client, regardless of the magnitude of the challenge. Our commitment to delivering high-quality work on every case leads us to selectively limit our practice, ensuring that every client receives the personalized attention and outstanding representation they deserve. To us, every employee who becomes our client is embraced as part of our extended family.

While we take immense pride in offering top-tier, personalized service, we invite 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 cultivate with our clients often extend beyond the life of the case itself, underscoring our commitment to lasting connections.

Our Gardena employment lawyers passionately advocate for our clients, as substantiated by the excellent results they’ve achieved. If you are in search of employment lawyers in Gardena who will fervently champion your cause and prioritize quality and commitment over quantity, we encourage you to reach out to us today for a complimentary case evaluation. Your legal journey begins here, and we stand ready to support you every step of the way.

We Can Help Gardena Residents In All Matters Employment Law Including:

Featured Employment Case

A state employee filed a lawsuit under the Fair Employment and Housing Act (FEHA) against her employer for sexual harassment by her supervisor. The Superior Court denied the employer’s motion for summary judgment. The employer filed a petition for writ of mandate. The Court of Appeal denied the petition. The Supreme Court granted the employer’s petition for review, superseding the Court of Appeal decision.  The Court explained the “avoidable consequences doctrine” as it applies to FEHA cases.  Under the “avoidable consequences doctrine,” a person injured by another’s wrongful conduct will not be compensated for damages that the injured person could have avoided by reasonable effort or expenditure, judged in light of situation existing at the time and not with benefit of hindsight.  The court made clear however that a defendant bears the burden of pleading and proving a defense based on the avoidable consequences doctrine. The avoidable consequences defense available to employers sued for a supervisor’s sexual harassment under Fair Employment and Housing Act (FEHA) affects damages, not liability; the doctrine is part of the law of damages, and an employer that has exercised reasonable care nonetheless remains strictly liable for harm a sexually harassed employee could not have avoided through reasonable care. In order for an employer to take advantage of the avoidable consequences defense in a sexual harassment action under Fair Employment and Housing Act (FEHA) involving a supervisor, the employer ordinarily should be prepared to show that it has adopted appropriate antiharassment policies and has communicated essential information about the policies and the implementing procedures to its employees. Using the employer’s internal grievance procedures as to a sexual harassment claim against a supervisor is not a prerequisite to filing a Fair Employment and Housing Act (FEHA) claim or bringing a FEHA action against the employer; it will merely be a fact relevant in determining the merits of an avoidable consequences defense if the employer chooses to assert such a defense.Under the avoidable consequences doctrine, a sexual harassment plaintiff must make reasonable efforts to mitigate damages, and recovery will not be allowed on proof that the plaintiff employee unreasonably failed to make use of employer-provided antiharassment remedies, and that damages could have avoided by reasonable effort without undue risks, expense, or humiliation.