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:

Overtime Laws for Motion Picture Industry Work Hours

The motion picture industry is renowned for its creativity but behind the scenes, labor regulations play a crucial role in ensuring employee well-being. Maximum Work Hours Regulatory Framework: Industrial Welfare Commission Wage Order No. 12 applies to the motion picture industry. The motion picture industry broadly includes any industry, business, or establishment operated for the purpose of the motion picture or television film production, or primarily allied with theatrical or television, motion picture productions, including but not limited to motion pictures for entertainment, commercial, religious, or educational purposes, whether made by film, tape, or otherwise. Industrial Welfare Commission Wage Order No. 12 which can be found at 8 Cal Code of Regs § 11120, provides that employees in the motion picture industry may work a maximum of 16 hours in one day, including meal periods. Flexibility for Production Needs: The 16-hour limit provides flexibility for dynamic production schedules, accommodating the unique demands of the industry. Safety Considerations What’s Included: The maximum limit includes meal periods, emphasizing the importance of breaks for employee rest and nourishment. The Importance of Rest: The regulation recognizes the physically and mentally demanding nature of the industry, prioritizing rest and well-being. Legal Protection and Enforcement Employee Rights: Employees have rights under these regulations, empowering them to advocate for fair treatment. Enforcement: The California Division of Labor Standards Enforcement oversees compliance, ensuring penalties for non-compliance. Additionally, an employee can maintain legal action directly against his or her employer. In the dynamic world of the motion picture industry, ... Read more

Championing Equality: The ADEA’s Mission Against Age Discrimination

In response to pervasive age discrimination in the workplace, Congress enacted the Age Discrimination in Employment Act (ADEA). The ADEA is a crucial piece of legislation with a clear purpose: to address the challenges faced by older workers in securing new employment and dismantle arbitrary age limits that once prevailed. The Historical Context The ADEA emerged as a response to prevalent age discrimination, aiming to eliminate barriers faced by older workers in obtaining new employment. Older individuals often encounter hurdles leading to long-term unemployment, impacting skills, morale, and employer acceptability. Eliminating Arbitrary Age Limits A primary focus of the ADEA was to eradicate arbitrary age limits hindering professional growth. Congress aimed to create a level playing field, allowing individuals to be evaluated based on abilities rather than age-related biases. Congressional Recognition of Risks Faced by Older Workers The ADEA acknowledges the vulnerability of older workers to long-term unemployment and its adverse consequences, including the deterioration of skills and morale. The legislation takes a proactive approach, encouraging collaboration among employers and workers to navigate the impact of age on employment. ADEA's Core Purpose At its core, the ADEA promotes employment based on abilities rather than age. Its fundamental objective is to prohibit arbitrary age discrimination in employment decisions, fostering a workplace culture where age-related biases do not influence hiring, promotion, or termination. The ADEA stands as a beacon of equality, addressing age discrimination and championing fairness in the professional landscape. By promoting a workplace culture that values individuals based on their ... 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