Norwalk Employment Attorneys

The trial attorneys at the Akopyan Law Firm A.P.C. are prepared to provide strong legal representation for both employers and employees in Norwalk, California.

Norwalk, California

Norwalk is located in southeast Los Angeles.  Norwalk is home to more than 100,000 residents.  It covers approximately ten square miles, and encompasses the following zip codes: 90650, 90651, 90652, and 90670. Norwalk is the 58th most densely-populated city in California. Founded in the late 19th century, Norwalk was incorporated as a city in 1957. It is located 17 miles southeast of downtown Los Angeles and is part of the Greater Los Angeles area. Norwalk is a member of the Gateway Cities Council of Governments. Norwalk’s sister cities are Morelia, Michoacán, and Hermosillo, Sonora, in Mexico. The area known as “Norwalk” was first home to the Shoshonean Native American tribe. They survived primarily on honey, an array of berries, acorns, sage, squirrels, rabbits and birds. Their huts were part of the Sejat Indian village. In the late 1760s, settlers and missions flourished under Spanish rule with the famous El Camino Real trail traversing the area. Manuel Nieto, a Spanish soldier, received a Spanish land grant (Rancho Los Nietos) in 1784 that included Norwalk. After the Mexican–American War in 1848, the Rancho and mining days ended. Portions of the land were subdivided and made available for sale when California was admitted into the union of the United States. Word of this land development reached the Sproul Brothers in Oregon. They recalled the fertile land and huge sycamore trees they saw during an earlier visit to the Southern California area. In 1869, Atwood Sproul, on behalf of his brother, Gilbert, purchased 463 acres of land at $11 an acre in an area known as Corazón de los Valles, or “Heart of the Valleys”. By 1873, railroads were being built in the area and the Sprouls deeded 23 acres stipulating a “passenger stop” clause in the deed. Three days after the Anaheim Branch Railroad crossed the “North-walk” for the first time, Gilbert Sproul surveyed a town site. In 1874, the name was recorded officially as Norwalk. While a majority of the Norwalk countryside remained undeveloped during the 1880s, the Norwalk Station allowed potential residents the opportunity to visit the “country” from across the nation. What are known as the “first families” to Norwalk (including the Sprouls, the Dewitts, the Settles, and the Orrs) settled in the area in the years before 1900 D.D. Johnston pioneered the first school system in Norwalk in 1880. Johnston was also responsible for the first real industry in town, a cheese factory, by furnishing Tom Lumbard with the money in 1882. Norwalk’s prosperity was evident in the 1890s with the construction of a number of fine homes that were located in the middle of orchards, farms and dairies. Headstones for these families can be found at Little Lake Cemetery, which was founded in 1843 on the border between Norwalk and Santa Fe Springs at Lakeland Road. At the turn of the 19th century, Norwalk had become established as a dairy center. Of the 50 local families reported in the 1900 census, most were associated with farming or with the dairy industry. Norwalk was also the home of some of the largest sugar beet farms in all of Southern California during this era. Many of the dairy farmers who settled in Norwalk during the early part of the 20th century were Dutch. After the 1950s, the Hispanic population in Norwalk grew significantly as the area became increasingly residential. With offices in Los Angeles, San Bernardino, Orange, and Riverside the Akopyan Law Firm A.P.C. is just minutes away from Norwalk. Our employment lawyers stand ready to provide world-class services and top-notch representation to the residents of Norwalk.

Ways To Find The Best Employment Lawyers in Norwalk

Norwalk, owing to its strategic location, offers its residents a wide array of options when it comes to legal services. Numerous lawyers and law firms extend their offerings to the people of Norwalk, and some are so enthusiastic that they might metaphorically wish to break down your door to deliver their sales pitch. For both employers and employees in Norwalk facing substantial legal issues and real-world challenges within the realm of employment law, the primary challenge is identifying the attorney who is the best fit for their specific needs. This task can be further complicated by the constant barrage of attention-grabbing radio advertisements and clichéd posters plastered on billboards, buses, and street benches. Although many individuals turn to online searches for assistance, querying “Norwalk employment lawyer” or “wrongful termination attorney in Norwalk” often yields search results inundated with paid  advertisements from lawyers known for their billboard-sized presence. In some instances, a billboard lawyer may indeed be a sound choice. However, there are situations that demand nothing less than top-tier representation from seasoned legal counsel. At the Akopyan Law Firm, A.P.C., each attorney boasts nearly two decades of invaluable experience. Our legal team has consistently achieved favorable outcomes for both employers and employees, establishing a well-documented track record of success. Our firm’s guiding principle centers around prioritizing quality over quantity, ensuring that each case receives the utmost attention and expertise. We don’t merely expect you to take our word for it; we are more than willing to provide client references upon request. Additionally, you can peruse our online reviews to gain insight into the experiences of our clients. With offices conveniently located just minutes away from Norwalk, we are fully prepared to offer residents of Norwalk top-tier legal representation. Your legal needs are our priority, and we stand ready to provide world-class service.

We Can Take On Cases For Norwalk Residents Which Involve:

Featured Employment Case

In this action for disability discrimination and wrongful termination, the Court of Appeal affirmed a summary judgment in favor of the defendant employer. It did so largely because the plaintiff employee’s alleged disability–an inability to work under a particular supervisor because of anxiety and stress related to the supervisor’s standard oversight of job performance–is not a disability recognized in the California Fair Employment and Housing Act (FEHA; Gov. Code, § 12900 et seq.). The opinion explains in part as follows: To establish a prima facie case of mental disability discrimination under FEHA, a plaintiff must show the following elements: (1) She suffers from a mental disability; (2) she is otherwise qualified to do the job with or without reasonable accommodation; and (3) she was subjected to an adverse employment action because of the disability. (Faust v. California Portland Cement Co. (2007) 150 Cal.App.4th 864, 886, 58 Cal.Rptr.3d 729; Chin et al., Cal. Practice Guide: Employment Litigation (The Rutter Group 2014) ¶ 9:2297, pp. 9-202 to 9-203.) As we shall explain, the undisputed facts show plaintiff does not suffer from a FEHA-recognized mental disability; consequently, the trial court properly granted summary adjudication of this cause of action because plaintiff cannot establish the element of a disability. An employee’s inability to work under a particular supervisor because of anxiety and stress related to the supervisor’s standard oversight of the employee’s job performance does not constitute a disability under FEHA. (Hobson v. Raychem Corp. (1999) 73 Cal.App.4th 614, 628, 86 Cal.Rptr.2d 497 (Hobson ) [“the inability to perform one particular job, or to work under a particular supervisor, does not constitute a qualified disability” under FEHA (italics added)]; see Weiler v. Household Finance Corp. (7th Cir. 1996) 101 F.3d 519, 522, 524-525 [both Hobson and Weiler apply the narrower federal test of disability of “substantially limits” a major life activity, rather than the broader California test of simply “limits”; Hobson was disapproved on this point in Colmenares v. Braemar Country Club, Inc. (2003) 29 Cal.4th 1019, 1031, fn. 6, 130 Cal.Rptr.2d 662, 63 P.3d 220] (Colmenares ).)

Higgins-Williams v. Sutter Med. Found., 237 Cal. App. 4th 78  (2015)

 Avvo Rating 10 Superb

   

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