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 Los Angeles 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.

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  • labor lawyers

Exploring California Labor Code Section 1171.5: Understanding Workplace Standards

California's labor laws are complex, and among them, Cal. Lab. Code § 1171.5 holds significant importance. This statute outlines essential principles governing employment relations in the state. In this discussion, we'll delve into the details of Cal. Lab. Code § 1171.5, highlighting its key provisions and how it impacts both employers and employees. Additionally, we'll emphasize the importance of seeking guidance from labor lawyers to navigate this legal terrain effectively. Understanding California Labor Code Section 1171.5: Cal. Lab. Code § 1171.5 sets out foundational values of fairness in the California labor landscape. Let's examine its core components: 1. Establishing Fair Employment Practices Cal. Lab. Code § 1171.5 underscores California's commitment to fair wages, non-discrimination, and safe workplaces. It sets standards for equitable employment practices, reflecting the state's dedication to fostering fairness for all workers. 2. Ensuring Equal Pay and Non-Discrimination A key aspect of Cal. Lab. Code § 1171.5 is its requirement for equal pay for equal work, regardless of immigration status. This provision emphasizes California's stance on pay equity and its intolerance of workplace discrimination. 3. Prioritizing Worker Safety Cal. Lab. Code § 1171.5 safeguards employees' rights to organize, bargain collectively, and participate in union activities free from retaliation or discrimination. It upholds principles of worker empowerment and collective action in labor relations. Implications for Employers: Compliance with Cal. Lab. Code § 1171.5 is essential for employers to mitigate legal risks and foster a positive work environment. Adhering to fair employment practices and safety regulations ensures compliance and protects ... Read more

The Right to Compensation: Navigating “Off-the-Clock” Work for Non-exempt Employees

Ensuring legal compensation for hours worked is a fundamental aspect of employment, and California law is explicit about the rights of non-exempt employees. In this blog post, we'll delve into the legal precedent set by Morillion v. Royal Packing Co., (2000) 22 Cal. 4th 575, highlighting the obligation of employers to compensate non-exempt employees for "off-the-clock" work, even when it occurs before punching in or after punching out on a time clock. Understanding "Off-the-Clock" Work Legal Foundation Morillion v. Royal Packing Co., (2000) 22 Cal. 4th 575 stands for a crucial legal principle regarding non-exempt employees. It emphasizes that employers are obligated to compensate employees for work performed outside of their regular working hours, even if it occurs before clocking in or after clocking out. Employer Knowledge The key criterion in determining liability is whether the employer knew or should have known that employees were working during these "off-the-clock" hours. This knowledge imposes a responsibility on employers to ensure proper compensation for all hours worked. Legal Precedent: Morillion v. Royal Packing Co. Morillion v. Royal Packing Co., (2000) 22 Cal. 4th 575 addressed the issue of compensating non-exempt employees for time spent commuting on employer-provided transportation. The court ruled that this time was compensable because the employer had control over the employees during the commute. While the case focused on commute time, its broader implication is that employers must compensate non-exempt employees for any work-related activities outside of standard working hours if the employer is aware or should be aware ... 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
$250 ThousandEmployment Law: Disability 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: Religious Discrimination
$100 ThousandEmployment: Failure to Accommodate
$100 ThousandEmployment: Wrongful Termination
$100 ThousandPersonal Injury: Bicycle Collision
$100 ThousandPersonal Injury: Pedestrian Collision