Hollywood Hills Employment Attorneys

The attorneys of the Akopyan Law Firm A.P.C. are prepared to provide vigorous legal representation for both employers and employees in Hollywood Hills, California. Whether you are an employer dealing with complex employment law issues or an employee facing issues such as discrimination, harassment, retaliation, wrongful termination, or other workplace misconduct, our team is here to help. We have extensive experience in approaching employment disputes from both perspectives, which gives us valuable insight into the mindset of the opposing side and allows us to work towards achieving the best possible outcome for our clients. If you require legal assistance in Hollywood Hills, please feel free to reach out to us for expert advice and representation tailored to your specific needs.

Hollywood Hills, California

Hollywood Hills is a neighborhood in Los Angeles. Hollywood Hills is bisected southeast–northwest by US 101.  Administratively it is divided between Hollywood Hills West, and Hollywood Hills East.  Approximately 35,000 Angelenos call Hollywood Hills home.  The are covers approximately twelve square miles, and encompasses the following zip codes: 90027, 90028, 90046, 90068, 90069, 91604, 91608. Hollywood Hills comprises several neighborhoods: Laurel Canyon, Beachwood Canyon, The Bird Streets, Cahuenga Pass, Franklin Village, Hollywood Dell, Hollywood Heights, Hollywoodland, Outpost Estates, Whitley Heights. Known for its world-famous LA scenery including the Hollywood Sign, the Hollywood Reservoir, the Hollywood Bowl, and more, Hollywood Hills is one of the most well-known and prominent neighborhoods in Southern California. “The Hills” are widely regarded as the most centrally located area in Los Angeles. Living here allows for an enjoyable commute, in a time and visual sense, to “The Valley”, “The West Side”, or really anywhere in L.A. The Akopyan Law Firm A.P.C. is headquartered in Burbank which abuts Hollywood Hills.  Thus, our employment lawyers stand ready to serve employees and employers in Hollywood Hills with all their employment law needs.

The Best Employment Lawyers in Hollywood Hills Are Down The Street

The Akopyan Law Firm A.P.C. is committed to offering high-quality legal representation to both employers and employees in Hollywood Hills, California. We understand that choosing the right lawyer can be challenging, especially with the multitude of options available. Our firm distinguishes itself by having attorneys with nearly two decades of experience who have achieved success in cases involving employment law.

Our approach prioritizes quality over quantity. We focus on providing top-notch representation tailored to the unique needs of each case, rather than relying on gimmicky advertising. Our attorneys have a strong courtroom presence and a track record of achieving favorable outcomes for clients on both sides of employment disputes.

We value our clients and take pride in the personal service we provide. You can verify our reputation through client references and online reviews. With our offices located just minutes away from Hollywood Hills, we are well-positioned to deliver the highest caliber legal representation to the residents of this vibrant community. If you seek out the best wrongful termination lawyers in Hollywood Hills, please do not hesitate to reach out to us for a complimentary case evaluation.  We are just down the sreet and ready to help.

We Are Ready To Help Hollywood Hills Residents With:

Featured Articles:

Can a Wrongful Termination Claim be Based on Some Adverse Action Short of Termination?

One question that often comes up in the employment law context is whether or not someone has to actually lose his or her job in order to sue for wrongful termination. While logically it makes sense that a "termination" is an integral part of a "wrongful termination," there are exceptions to every rule. Earlier cases seemed to require an actual or constructive discharge to give rise to a claim for wrongful discharge in violation of public policy. Foley v. Interactive Data Corp., (1988) 47 Cal. 3d 654. Tameny Claims More recent cases seem to suggest otherwise. More recent caselaw provides that Tameny's claims may be maintained where the plaintiff was demoted or suspended without pay for a reason that violated public policy: "[A]n employee can maintain a tort claim against his or her employer where disciplinary action has been taken against the employee in retaliation for the employee's ‘whistle-blowing’ activities, even though the ultimate sanction of discharge has not been imposed." Garcia v. Rockwell Int'l Corp. (1986) 187 CA3d 1556, 1562 (disapproved on other grounds by Gantt v. Sentry Ins. (1992) 1 C4th 1083); see also Anderson v. Pacific Bell (1988) 204 CA3d 277, 283. Thus, technically speaking, one can maintain a Tameny claim based upon some adverse employment action other than termination, but whether or not one should is an entirely different story. What to Do If Wrongful Termination is Suspected Folks who are experiencing difficulties at work and are contemplating a wrongful termination lawsuit against their employer would ... Read more

FEHA’s Strong Stance Against Religious Discrimination

The California Fair Employment and Housing Act (FEHA) is a powerful guardian against discrimination, expressly prohibiting discrimination based on an individual's religious creed, religious observance, and beliefs. This blog explores the significance of FEHA's commitment to preventing religious discrimination in the workplace. FEHA's Fundamental Principle One of the key tenets of this legislation is the explicit prohibition of discrimination based on an individual's religion. Expansive Definition of Religion FEHA takes a broad approach to the concept of religion. Its protection goes beyond traditional organized religions. A particular belief, observance, or practice is protected by the FEHA if it is sincerely held and occupies in the life of its possessor a place parallel to that filled by the God of those religions admittedly qualifying for the protection. The worker's beliefs, observances, and practices must occupy a place of importance parallel to that of traditionally recognized religions. A three-part test applies: A religion addresses fundamental and ultimate questions having to do with deep and imponderable matters (e.g., the meaning and purpose of life, theories of humankind's nature or its place in the universe, matters of human life and death, or the exercise of faith); A religion is comprehensive, consisting of a belief system as opposed to an isolated teaching; and A religion can be recognized by the presence of certain formal and external signs. Accommodating Religious Practices FEHA places an affirmative obligation on employers to reasonably accommodate the religious practices of their employees, provided that such accommodations do not create undue hardship ... 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