Newport Beach Employment Lawyers

The Akopyan Law Firm A.P.C. is fully prepared to champion the rights of Newport Beach employees facing issues such as workplace discrimination, harassment, retaliation, wrongful termination, or any other unlawful workplace practices. Furthermore, our firm is poised to offer cost-effective and practical resolutions to employment law challenges for small businesses in Newport Beach. Our extensive experience in addressing employment disputes from both the employee and employer perspectives provides us with a unique understanding of our adversaries’ viewpoints, which significantly contributes to achieving the most favorable outcomes.

About Newport Beach, California

Newport Beach is a picturesque coastal city located in Orange County.  It is home to more than 85,000 residents but during the summer months, the population grows to more than 100,000 with 20,000 to 100,000 tourists daily.  It covers more than fifty square miles and encompasses the following zip codes: 92657, 92658, 92659, 92660, 92661, 92662, and 92663.   Newport Beach is known for its fine residential areas, modern shopping facilities, strong business community and quality school system. It surrounds Newport Bay where approximately 4,300 boats of all types are docked within the 21-square-mile harbor area. The bay area and the City’s eight miles of ocean beach offer outstanding fishing, swimming, surfing, and aquatic sports activities. The City of Newport Beach was incorporated September 1, 1906 and the current City Charter was adopted in 1954.  The City has a rich history:

Native Inhabitants: Before European settlement, the area was inhabited by the Acjachemen and Tongva Native American tribes, who thrived along the coast.

Spanish and Mexican Period: During the Spanish and Mexican periods, the land that is now Newport Beach was part of various land grants. The area was used primarily for cattle ranching.

American Ownership: After the Mexican-American War and California’s admission to the United States in 1850, the landownership patterns changed, and the area was gradually subdivided.

Early Settlement: Newport Beach’s development as a community began in the late 19th century. It was named after the thriving harbor, which was ideal for shipping and trade.

Newport Harbor: Newport Harbor has always been central to the city’s identity. It is one of the largest recreational boat harbors on the U.S. West Coast and provides opportunities for sailing, fishing, and water sports.

Balboa Peninsula: The Balboa Peninsula, a narrow strip of land separating the harbor from the Pacific Ocean, has been a focal point of Newport Beach. It is known for the historic Balboa Pavilion and the Balboa Fun Zone.

Cultural and Recreational Attractions: Newport Beach offers a range of cultural and recreational attractions. The Newport Beach Film Festival and the Newport Beach Christmas Boat Parade are notable events.

Education: Newport Beach is served by the Newport-Mesa Unified School District, with several public and private schools within the city.

Economy: The city’s economy has a strong foundation in tourism, real estate, and marine-related industries. Luxury homes, upscale retail, and dining options contribute to its affluent reputation.

Environmental Conservation: Newport Beach places a strong emphasis on environmental conservation. The Newport Beach Environmental Nature Center and the Upper Newport Bay Nature Preserve are dedicated to preserving local ecosystems.

John Wayne Airport: The nearby John Wayne Airport serves as a convenient transportation hub for residents and visitors.

Fashion Island: Fashion Island, a high-end shopping center, offers upscale shopping, dining, and entertainment options.

Community Engagement: Newport Beach has a strong sense of community, with active residents and numerous civic organizations.

Beaches: The city’s beaches, including Newport Beach, Corona del Mar State Beach, and Crystal Cove State Park, draw visitors from all over for sunbathing, swimming, surfing, and tidepool exploration.

Newport Beach’s history is intertwined with its picturesque coastal setting and has evolved from a seaside community to an upscale destination known for its recreational amenities, beautiful beaches, and affluent lifestyle.

Your Search For The Best Newport Beach Employment Attorneys Is Over

Selecting the right labor lawyer in Newport Beach can indeed be a challenging task, given the myriad of options available. Newport Beach boasts numerous law firms, each with its own distinctive approach and philosophy. It’s important to recognize that not every employee attorney in Newport Beach is suitable for every case. Some employment lawyers may lean towards quick and straightforward, low-value settlements, while others may be more inclined to engage in a protracted legal battle that ultimately leads to a full-value resolution.

When conducting an internet search for “employment lawyer Newport Beach” or “wrongful termination attorney in Newport Beach,” you’re likely to encounter numerous paid advertisements from lawyers who may prefer the easier approach.

The objective of the Newport Beach, California labor lawyers at the Akopyan Law Firm is to secure the best possible outcome for each client, regardless of the level of complexity or effort required. Our commitment to delivering high-quality legal services necessitates that we limit our practice to a certain number of cases, ensuring that every employee who becomes our client receives personalized attention and care. We take great pride in providing top-tier personal service, and we encourage you to explore what our clients have to say about their experiences with us.

The relationships we cultivate with our clients often extend beyond the duration of their cases. Our Newport Beach employment lawyers approach each case with passion and dedication, as attested by the excellent results we have consistently achieved. If you are in search of employment lawyers in Newport Beach, please don’t hesitate to reach out to us today for a complimentary case evaluation. Your legal needs are our priority, and we stand ready to provide world-class service to the residents of Newport Beach. With offices located just minutes away from Newport Beach, we are fully prepared to offer top-notch representation.

We Can Handle Employment Law Cases For Newport Beach Residents Involving:

 Avvo Rating 10 Superb

   

Featured Employment Case

Aragon v. Republic Silver State Disposal Inc., 292 F.3d 654 (9th Cir. 2002), as amended (July 18, 2002)
A white male employee brought a Title VII action against his employer, alleging racial discrimination, after he was laid off. The United States District Court granted summary judgment in favor of employer. The employee appealed. The Court of Appeals held that: (1) evidence was sufficient to show that employee was qualified for his job, as required to establish employee’s prima facie claim; (2) evidence was sufficient to show that other similarly situated non-white employees were treated more favorably that employee, as required to establish prima facie claim; (3) employer’s assertions, that it laid off employee due to seasonal downturn and due to employee’s poor job performance, constituted legitimate, nondiscriminatory reasons for lay off; and (4) employee could not establish that employer’s reasons were pretextual.  The Court of Appeal explained that because Aragon presented enough evidence to establish a prima facie case of racial discrimination, the district court erred by granting summary judgment to Republic at the prima facie stage of the burden-shifting analysis. It noted further that: Aragon, despite being white, is a member of a protected class. It is well-established that Title VII applies to any racial group, whether minority or majority. E.g., McDonald v. Santa Fe Trail Trans. Co., 427 U.S. 273, 278–79, 96 S.Ct. 2574, 49 L.Ed.2d 493 (1976). 6 Second, Aragon must show that he was qualified for his position as a casual pitcher. The district court found that Aragon’s evidence on this point fell short of that necessary to establish a prima facie case—namely, Aragon “failed to show that he was doing his job well enough to eliminate the possibility that he was laid off for inadequate job performance.” Aragon v. Republic Silver State Disposal, Inc., No. CV–S–99–1461–PMP(LRL) (D. Nev. April 12, 2001). The district court’s analysis seems to conflate the minimal inference needed to establish a prima facie case with the specific, substantial showing Aragon must make at the third stage of the McDonnell Douglas inquiry to demonstrate that Republic’s reasons for laying him off were pretextual. Here, Argon presented evidence that there were no formal write-ups for poor performance or disciplinary notices against him. He asserted that his performance was equal to his coworkers and that his trucks brought in an average amount of garbage by weight. He also presented a Notice of Injury, signed by a Republic supervisor, as evidence of why he stopped *660 working early during one of his shifts. Finally, when he was laid off, McLemore told Aragon that he could check back in December to see about being rehired, which, Argon argues, demonstrates that his performance was satisfactory. We have held that an employee’s own statement that he was performing at a level equal to that of other employees is not enough to raise a genuine issue of material fact. Bradley, 104 F.3d at 270 (“[A]n employee’s subjective personal judgments of [his] competence alone do not raise a genuine issue of material fact.”). However, this holding did not pertain to the minimal showing needed to establish a prima facie case; rather, it spoke to the employee’s lack of specific and substantial evidence showing that the employer’s reasons for terminating him were false or discriminatory. Id. Because we are still at the prima facie stage, Aragon’s self-assessment of his performance is relevant, and, in any case, it is not the only evidence he presented. We are satisfied that Aragon has met his minimal prima facie burden of establishing that he was qualified for the casual pitcher position. Third, being laid off from one’s position certainly constitutes an adverse employment action. E.g., Coleman v. Quaker Oats Co., 232 F.3d 1271, 1281 (9th Cir.2000). Fourth, Aragon must present evidence that similarly situated non-white individuals were treated more favorably. In the context of a lay-off, Aragon need not show that he was replaced by a member of a different race; rather, he must show that his lay off “ ‘occurred under circumstances giving rise to an inference of discrimination.’ ” Coleman, 232 F.3d at 1281 (quoting Rose v. Wells Fargo & Co., 902 F.2d 1417, 1421 (9th Cir.1990)). Aragon can establish this inference “by showing the employer had a continuing need for [his] skills and services in that [his] various duties were still being performed, or by showing that others not in [his] protected class were treated more favorably.” Id. (citation and quotation marks omitted); see also McGuinness v. Lincoln Hall, 263 F.3d 49, 53–54 (2d Cir.2001) (explaining minimal showing necessary to establish co-workers were similarly situated).

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