Indian Wells Employment Attorneys

The trial attorneys of the Akopyan Law Firm A.P.C. are prepared to be fierce advocates for the rights of Indian Wells residents, whether they are employees or employers. If your cause is just and pertains to employment law, we encourage you to reach out to us to explore how we can lend our expertise and support to your legal needs. We are dedicated to ensuring that justice prevails in all matters related to employment law, and we stand ready to provide our legal services to the residents of Indian Wells.

About Indian Wells, California

Indian Wells is city located in Riverside County.  Indian Wells covers fifteen square miles but is home to roughly 5,000 residents.  Indian Wells covers zip code 92210. Incorporated in 1967, it lies in between the cities of Palm Desert and La Quinta. The residents voted to incorporate to avoid being annexed by neighboring cities.

We Can Help Indian Wells Residents With:

Featured Articles:

Pregnancy Discrimination in the Workplace

Employers in California are subject to state and federal laws prohibiting pregnancy discrimination in the workplace. What is the Law Governing Pregnancy Discrimination in the Workplace? Title VII of the Civil Rights Act of 1964 ("Title VII") and the California Fair Employment and Housing Act prohibit employment discrimination on the basis of pregnancy. Both the FEHA and Title VII protect employees from discrimination based on an array of traits and characteristics that are part of an individual's sex and gender, which is defined to include pregnancy, childbirth, breastfeeding, or medical conditions related to pregnancy, childbirth, or breastfeeding. What Are the Elements of Prima Facie Discrimination? "To establish a prima facie case of discrimination under FEHA, a plaintiff must show they were a member of a protected class; they were qualified for the position or were performing competently in the position they held; they suffered an adverse employment action, such as termination, demotion, or denial of an available job; and some other circumstance suggested discriminatory motive." Khoiny v. Dignity Health (2022) 76 Cal.App.5th 390, 397. Similarly, to make out a prima facie case of discrimination under Title VII, the plaintiff may demonstrate that "(1) he or she belongs to a protected class; (2) he or she was qualified for the position; (3) he or she were subject to an adverse employment action; and (4) similarly situated persons outside his protected class were treated more favorably. Crowe v. Wormuth (9th Cir. 2023) 74 F.4th 1011, 1035–1036. Contact Akopyan Law Firm, A.P.C. for ... Read more

Is Granting Medical Leave the Same Thing as Providing Reasonable Accommodation?

The short answer is that it can be one and the same but does not necessarily have to be the same. As with most legal questions, the answer is "it all depends on the facts." Many employers incorrectly conflate the granting of medical leave with the provision of reasonable accommodation. While there are some circumstances where the granting of medical leave can be a reasonable accommodation, there are still many others where they are not, and this is exactly where many employers get into trouble with the law. In order to appreciate the distinction between these distinct yet overlapping requirements, it is important to consider the source of each: The Requirement to Provide Medical Leave The federal Family and Medical Leave Act ("FMLA") provides job security to an employee who is absent from work because of, among other things, the employee's own serious health condition or to care for specified family members with serious health conditions. Eligible employees of covered employers are entitled to 12 workweeks of leave for defined reasons in a 12-month leave year. The California Family Rights Act ("CFRA") like the FMLA, provides for 12 workweeks of leave in a 12-month leave year for among other things, an employee's own serious health condition, or to care for a child, parent, grandparent, grandchild, sibling, spouse, domestic partner, or designated person with a serious health condition. Therefore, under both state and federal law, when a covered employee has a serious health condition, his or her employer may have the ... Read more

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Millions of Dollars Recovered For Our Clients

Check Out Our Case Results

$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
$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