La Mirada Employment Lawyers

The Akopyan Law Firm A.P.C. stands ready to fight for the rights of workers in La Mirada dealing with discrimination, harassment, retaliation, wrongful termination, or other illegal conduct in the workplace. The firm also stands ready to provide small businesses in La Mirada economical and efficient solutions to problems involving employment law.  Our substantial experience in approaching employment disputes from both sides gives us rare insight into the mindset of the opponent, which truly goes a long way to achieving the best possible outcome.

About La Mirada, California

La Mirada  is located in southeast Los Angeles County.  It is home to approximately 50,000 residents.  It covers approximately eight square miles and encompasses the following zip codes: 90637, 90638, 90639. The City of La Mirada was once part of the Los Nietos diseño, but through inheritance the original territory was broken up into other smaller pieces. One of these pieces was Rancho Los Coyotes, now known as present-day cities of Cerritos, La Mirada, Stanton, and Buena Park. This rancho was handed down through family and eventually Andrés Pico owned it by marriage. Pico sold a portion of his land to Abel Stearns who used it to graze his cattle and sheep until drought and flooding forced him to sell.  Andrew McNally purchased 2,300 acres from the Abel Stearns Rancho Trust in 1888 for $115,000 and became the last private owner. Andrew McNally was a successful businessman from Chicago who co-founded the Rand McNally Publishing Company. McNally came to California in 1880 and was influential in establishing the town of Altadena. With the land he purchased from the Abel Stearns Rancho Trust, McNally wanted to create a new community of gentleman’s ranches by selling 20 acre parcels. A few parcels did sell, but an economic downturn stopped McNally from realizing his dream so he used the remaining land for agriculture. In 1901 Andrew McNally turned over The McNally Olive Oil Company and Windermere Ranch to his daughter, Nannie, and her husband, Edwin Neff.  The Neffs appointed Robert McGill as the head accountant of the companies, which flourished for 40 years under his care. The Windermere Ranch grew lemons and grapefruit, but it was olive oil that made the ranch famous. The citrus packing plant and olive oil building were located off of Stage Road where the Santa Fe rail line shipped the finest olive oil and citrus fruit throughout the United States. After Robert McGill’s death in 1939, William “Bill” Neff and his wife, Mina, moved back to La Mirada to assume supervision of the property.  As a nature lover, Bill Neff stocked the property with ducks, chickens and geese to encourage other wild animals to nest in the trees. He and Jack George constructed dams across the La Mirada Creek to form large resting ponds for migrating birds. World War II brought change to the ranch and Neff family. In 1953 the Neff family sold 2,218 acres of their property to Jack Spears of Pioneer Land and Realty Company of Los Angeles for $4,500,000 and retained 10 acres surrounding the Neff house. In 1954, Louis M. Halper took control of the land for $8,000,000. Construction moved swiftly and by 1956, 13 tracts, 7,800 homes, had been built and the majority were sold. As families moved into the new development, shopping centers, places of worship, and roads were built to sustain the growing community. Following three elections, two of which failed, the City of La Mirada was incorporated on March 23, 1960 becoming Los Angeles County’s 68th city under the name Mirada Hills. Wanting to return to the original name, Andrew McNally gave the land, “Proposition T”  was introduced in the November election of 1960 to change the city’s name back to La Mirada. Prop T was approved by 80% and became the first city in the county to change its name by its citizens. By 1965, most of the unincorporated area surrounding the new City had been annexed. The City continues to offer many advantages to its residents: a variety of single-family housing, excellent parks and recreational centers, a low crime rate, and quality senior housing. La Mirada places a strong emphasis on City beautification, with well maintained parkways, streets and parks. With offices in Los Angeles, San Bernardino, Orange, and Riverside the Akopyan Law Firm A.P.C. is just minutes away from La Mirada. Our employment lawyers stand ready to provide world-class services and top-notch representation to the residents of La Mirada.

Your Search For The Best La Mirada Employment Attorneys Is Over

Finding the right labor lawyer in La Mirada can indeed be a challenging task, given the many firms and varying approaches in the legal industry. When it comes to employment law cases, it’s essential to choose an attorney who is aligned with your goals and committed to achieving the best possible outcome for your specific case. An online search for “employment lawyer La Mirada” or “wrongful termination attorney in La Mirada” often results in a multitude of paid advertisements from lawyers with different practices and priorities. While some lawyers may prioritize quick settlements, the Akopyan Law Firm, A.P.C. takes a different approach. Our La Mirada, California labor lawyers are dedicated to advocating for our clients, regardless of the complexity or scope of the case. We believe in the importance of quality over quantity and limit our practice to ensure that we can provide personalized, first-class service to every client who entrusts us with their case. We pride ourselves on building strong relationships with our clients, often extending beyond the duration of the case. The testimonials and excellent results achieved by our clients attest to our commitment to passionately fighting for their rights. If you are seeking employment lawyers in La Mirada, we invite you to contact us for a complimentary case evaluation. Our goal is to provide top-notch representation and deliver optimal outcomes for our clients. Your rights and interests are our priority, and we look forward to the opportunity to serve you effectively.

We Can Help La Mirada Residents With:

Featured Articles:

My Employer Fired Me Because I Refused to Sign a Non-Compete. Can I Sue for Wrongful Termination?

The relationship between employers and employees is governed by a complex interplay of legal rights and obligations. When an employer terminates an employee for refusing to sign a non-compete agreement, it raises important questions about the legality of such actions. Understanding Non-Compete Agreements 1. Nature of Non-Compete Agreements: A non-compete agreement is a contractual arrangement wherein an employee agrees not to engage in competitive activities with their former employer for a specified period and within a defined geographical area after leaving the company. 2. Legal Considerations: Non-compete agreements are subject to legal scrutiny, and their enforceability varies across jurisdictions. In California, non-compete agreements are disfavored and are subject to very strict limitations under state law. California’s Public Policy Against Non-Competes In California there is a strong public policy against the restraint of people from engaging in a lawful profession, trade, or business of any kind. This fundamental public policy is reflected in California Business and Professions Code Section §16600 which states as follows: "(a) Except as provided in this chapter, every contract by which anyone is restrained from engaging in a lawful profession, trade, or business of any kind is to that extent void. (b)(1) This section shall be read broadly, in accordance with Edwards v. Arthur Andersen LLP (2008) 44 Cal.4th 937, to void the application of any noncompete agreement in an employment context, or any noncompete clause in an employment contract, no matter how narrowly tailored, that does not satisfy an exception in this chapter. (2) This subdivision ... Read more

Does the Voluntary Submission to Acts of Sexual Harassment Prevent Victims From Suing For Sexual Harassment?

Sexual harassment, as per California state law, is defined under the Fair Employment and Housing Act (FEHA). It is described as unwanted and sexually suggestive behavior or actions that create a hostile or intimidating environment. This could include unwelcome sexual advances, assault, battery, stalking, or credible threats of violence. It's also important to note that sexual harassment is considered a form of discrimination based on sex/gender, including pregnancy, childbirth, or related medical conditions. Furthermore, quid pro quo sexual harassment occurs when a term of employment is conditioned on submission to unwelcome sexual advances. Both employers and employees are prohibited from harassing any worker, employee, applicant, volunteer, or independent contractor. It's worth noting that these laws apply not only to inappropriate conduct motivated by sex or gender but also to any unlawful reasons. In this blog post, we will explore this intricate issue, delving into the legal nuances and considerations surrounding consent, power dynamics, and the right to a harassment-free workplace. Meritor Sav. Bank, FSB v. Vinson, (1986) 477 U.S. 57 In the seminal case of Meritor Sav. Bank, FSB v. Vinson, (1986) 477 U.S. 57 a bank employee sued the bank and her supervisor at the bank, claiming that during her employment at the bank she had been subjected to sexual harassment by the supervisor in violation of Title VII of the Civil Rights Act of 1964. At the trial, the parties presented conflicting testimony about the existence of a sexual relationship between the employee and the supervisor. The District ... 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