Lake Forest Employment Lawyers
The Akopyan Law Firm A.P.C. is dedicated to advocating for the rights of workers in Lake Forest who are facing issues such as discrimination, harassment, retaliation, wrongful termination, or other unlawful workplace conduct. We also offer practical and cost-effective solutions to employment law challenges for small businesses in the Lake Forest area. Our extensive experience in handling employment disputes from both the employee and employer perspectives gives us valuable insight into our opponents’ mindset. This insight is instrumental in working towards the best possible outcomes for our clients. If you are a Lake Forest resident dealing with employment-related legal issues or a small business seeking guidance on employment law matters, please reach out to our firm. We are well-prepared to provide exceptional legal representation and help you navigate the complexities of employment law.
About Lake Forest, California
Lake Forest is a city located in Orange County. It is home to more than 85,000 residents. It covers approximately sixteen square miles and encompasses the following zip codes: 92609, 92610, 92630, 92679. Lake Forest incorporated as a city on December 20, 1991. Prior to incorporation, the community had been known as El Toro. Lake Forest has two lakes from which the city gets its name. The lakes are man-made, and condominiums and custom homes ranging from large to small line their shores. Lake Forest, California, has a relatively recent history compared to some other cities in the region. It began as a master-planned community in the latter half of the 20th century. Here is an overview of its history:
1. Early Settlement: Before the development of Lake Forest, the area was primarily used for agriculture and ranching. It was part of the larger Rancho Cañada de los Alisos, a Mexican land grant dating back to the early 19th century. The land changed hands multiple times over the years.
2. Formation of El Toro: In the late 1800s, the area that would become Lake Forest was known as El Toro, a small community centered around agriculture and the El Toro School. The name “El Toro” is Spanish for “The Bull,” which was significant due to the local cattle ranching.
3. Industrialization: In the 1940s and 1950s, the area underwent industrialization and urbanization, with the establishment of the El Toro Marine Corps Air Station (MCAS El Toro) during World War II. The military presence in the region played a significant role in its development.
4. Master-Planned Community: In the 1960s, the Irvine Company, a prominent Southern California land developer, began planning a large-scale residential community in the area. This community was named Lake Forest, and it was designed to provide housing for the growing population of Orange County.
5. Incorporation: Lake Forest was officially incorporated as a city on December 20, 1991. This marked the city’s transition from a planned community to a self-governing municipality.
6. Growth and Development: Lake Forest experienced significant growth in the late 20th century and early 21st century. New residential neighborhoods, commercial centers, and recreational facilities were developed to accommodate the increasing population.
7. Education and Recreation: The city is home to a number of public and private schools, as well as parks, golf courses, and recreational areas. The Serrano Adobe, a historic structure dating back to the 1860s, serves as a local cultural and historical site.
8. Economy: Lake Forest has a diverse economy, with a mix of retail, manufacturing, technology, and service industries. The city is also known for the presence of several corporate headquarters and business parks.
Today, Lake Forest is a vibrant suburban community located in Orange County, California. It offers a wide range of amenities, schools, and recreational opportunities for its residents, making it an attractive place to live in Southern California. Its history reflects the growth and development of the region as it evolved from agricultural and military roots to a modern, thriving city.
Ways To Locate The Best Lake Forest Employment Attorneys
Finding the best wrongful termination labor lawyer in Lake Forest can indeed be a challenging task, given the diverse approaches of different firms and attorneys. Not every employment lawyer is a suitable fit for every case, and some may opt for quick settlements over a prolonged legal battle, potentially sacrificing full value resolutions. When you conduct an internet search for “employment lawyer Lake Forest” or “wrongful termination attorney in Lake Forest,” you’re likely to encounter a multitude of lawyers eager to take the path of least resistance. However, the Akopyan Law Firm, stands apart with a distinct commitment to achieving the best possible outcome for each client, regardless of the complexity of the fight it may entail. Our unwavering dedication to delivering quality legal work necessitates that we limit our practice to ensure every case receives the attention it deserves. Importantly, we treat every employee who becomes our client like family. Our pride lies not just in the first-class personal service we provide but in the lasting relationships we build with our clients. These relationships often extend beyond the life of the case, reflecting our genuine concern for our clients’ well-being. The results speak for themselves, as our Lake Forest employment lawyers consistently achieve excellent outcomes for our clients. These successes are a testament to our passionate advocacy on behalf of those we serve. If you are seeking employment lawyers in Lake Forest, we encourage you to reach out to us today for a complimentary case evaluation. With offices conveniently located in Orange, Burbank, and Riverside, the Akopyan Law Firm, A.P.C., is just minutes away from Lake Forest. Our employment lawyers are prepared to provide world-class services and top-notch representation to Lake Forest residents. When you choose us, you’re not just securing legal counsel; you’re gaining dedicated allies committed to safeguarding your rights and achieving the best possible results for your case.
The Akopyan Law Firm, A.P.C. Can Help Lake Forest Residents With:
Featured Employment Case
Featherstone v. S. California Permanente Med. Grp., 10 Cal. App. 5th 1150, 217 Cal. Rptr. 3d 258 (2017)
An employee brought an action against her employer to challenge employer’s refusal to rescind employee’s resignation under the Fair Employment and Housing Act (FEHA) and public policy. The Superior Court granted summary judgment for the employer. On appeal the Court of Appealheld that: (1) the employer’s refusal to allow the employee to rescind her resignation was not an adverse employment action under the FEHA; (2) the employer was not on notice of any temporary mental disability triggering a duty to accommodate; and (3) the employer had no duty under FEHA to engage in an interactive process with employee. The Court held, among other things that: For an employee to create a genuine issue of fact precluding summary judgment for the employer on the employee’s discrimination claim, the employee’s evidence must relate to the motivation of the decision makers and prove, by nonspeculative evidence, an actual causal link between prohibited motivation and termination. To show that an employer’s reason for termination is pretextual in violation of the Fair Employment and Housing Act (FEHA) or public policy, an employee cannot simply show that the employer’s decision was wrong or mistaken, since the factual dispute at issue is whether discriminatory animus motivated the employer, not whether the employer is wise, shrewd, prudent, or competent. To show that an employer’s reason for termination is pretextual in violation of the Fair Employment and Housing Act (FEHA) or public policy, as required to overcome the employer’s summary judgment motion, the employee must demonstrate such weaknesses, implausibilities, inconsistencies, incoherencies, or contradictions in the employer’s proffered legitimate reasons for its action that a reasonable factfinder could rationally find them unworthy of credence, and hence infer that the employer did not act for the asserted nondiscriminatory reasons. Where an employment discrimination case has been decided on summary judgment, if the employer presents admissible evidence either that one or more of plaintiff’s prima facie elements is lacking, or that the adverse employment action was based on legitimate, nondiscriminatory factors, the employer will be entitled to summary judgment unless the plaintiff produces admissible evidence which raises a triable issue of fact material to the defendant’s showing.
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