Oxnard Employment Attorneys

The trial attorneys of the Akopyan Law Firm A.P.C. stand ready to fight for the rights of the residents of Oxnard, regardless of whether they are employees or employers.  If your cause is just and involves employment law, give us a call to see how we can help.

Oxnard, California

Oxnard is a city in the County of Ventura. Oxnard is the most populous city in Ventura County and the 22nd-most-populous city in California. Incorporated in 1903, Oxnard lies approximately 60 miles west of downtown Los Angeles. It is at the western edge of the fertile Oxnard Plain, adjacent to agricultural fields with strawberries, lima beans and other vegetable crops. Oxnard is also a major transportation hub with Amtrak, Union Pacific, Metrolink, Greyhound, and Intercalifornias stopping there. It also has a small regional airport, Oxnard Airport (OXR). The town also has significant connections to the nearby oil fields Oxnard Oil Field and the West Montalvo Oil Field. Oxnard’s population was 202,063 in 2020. Oxnard covers approximately twelve square miles, and encompasses the following zip codes: 93030, 93031, 93032, 93033, 93034, 93035, and 93036.

Native Inhabitants: Before European settlement, the Oxnard area was inhabited by the Chumash Native American tribe. The Chumash had established thriving communities along the California coast for thousands of years.

Spanish and Mexican Period: In the late 18th century, Spanish settlers arrived in California, and the land that is now Oxnard became part of various Spanish land grants. After Mexico gained independence from Spain, the land was divided into ranchos. The Oxnard area was part of Rancho El Rio de Santa Clara o la Colonia, a land grant awarded to José Bartolomé Pico in 1837.

American Ownership: Following the Mexican-American War and the Treaty of Guadalupe Hidalgo in 1848, California became part of the United States. Landownership patterns changed, and the rancho lands were gradually sold to private individuals.

Founding of Oxnard: The modern history of Oxnard is closely associated with the Oxnard brothers, Henry T. Oxnard and Robert Oxnard. They were sugar beet farmers and industrialists from Nebraska who founded the American Beet Sugar Company. In 1897, they established the town of Oxnard as the headquarters of their sugar beet operations.

Agriculture and Sugar Beet Industry: Oxnard became a major center for the sugar beet industry in California. The American Beet Sugar Company built a sugar processing plant in the area, and sugar beet farming became a significant part of the local economy.

Development and Growth: Oxnard’s growth was boosted by the construction of the Southern Pacific Railroad, which provided transportation for agricultural products. The city was officially incorporated on June 30, 1903.

Economic Expansion: Oxnard’s economy diversified over the years to include agriculture, oil production, and manufacturing. It became known for its strawberries, lima beans, and other crops.

Japanese Immigration: Japanese immigrants played a significant role in the agricultural development of Oxnard, particularly in the strawberry industry. The Japanese community has had a lasting impact on the city’s culture.

Military Presence: During World War II, Oxnard was home to the Oxnard Army Air Field, which trained bomber crews. After the war, the base was repurposed, and some of its land became Oxnard Airport.

Port of Hueneme: The Port of Hueneme, located adjacent to Oxnard, is one of the busiest commercial ports on the U.S. West Coast. It plays a significant role in the region’s economy and trade.

Beaches and Recreation: Oxnard is known for its beautiful beaches, including Oxnard Beach, Silver Strand Beach, and Mandalay Beach. The city offers numerous recreational opportunities.

Today, Oxnard is a thriving city with a diverse population, a strong agricultural presence, and a vibrant cultural scene. Its history reflects the evolution of the region from its agricultural roots to its role as a dynamic coastal community in Southern California. The Akopyan Law Firm A.P.C. is headquartered in Los Angeles but has offices in Oxnard. Our employment lawyers stand ready to provide legal services to both employees and employers in Oxnard.

Do You Seek Out The Best Employment Lawyer in Oxnard

Oxnard, a thriving community in its own right, offers its residents a multitude of options when it comes to legal services. If you perform an online search for “Oxnard employment lawyer” or “wrongful termination attorney in Oxnard,” you’ll likely encounter numerous paid advertisements from employment lawyers hailing from various locations. The challenge lies in selecting the attorney who possesses the necessary skills and experience to handle employment trials and litigation effectively, especially when the primary basis for selection is a paid internet advertisement.

Discerning whether a particular attorney is well-versed in this field can be a daunting task when all you have to rely on is an ad. At the Akopyan Law Firm, A.P.C., each of our attorneys boasts nearly two decades of valuable experience. Our legal team has consistently delivered favorable outcomes for both employees and employers, establishing an impressive track record of success. Our firm’s guiding principle revolves around prioritizing quality over quantity, ensuring that every case receives the highest level of expertise and attention.

With offices located just minutes away from Oxnard, we are fully prepared to provide residents of Oxnard with top-tier legal representation. Your legal needs are of paramount importance to us, and we are committed to delivering world-class service.

We Can Protect The Rights Of Oxnard Residents In Cases Involving:

Featured Employment Case

Pregnant public school teachers brought these actions under 42 U.S.C. s 1983 challenging the constitutionality of mandatory maternity leave rules of the Cleveland, Ohio (No. 72—777), and Chesterfield County, Virginia (No 72—1129), School Boards. The Cleveland rule requires a pregnant school teacher to take unpaid maternity leave five months before the expected childbirth, with leave application to be made at least two weeks before her departure. Eligibility to return to work is not accorded until the next regular semester after her child is three months old. The Chesterfield County rule requires the teacher to leave work at least four months, and to give notice at least six months, before the anticipated childbirth. Re-employment is guaranteed no later than the first day of the school year after the date she is declared re-eligible. Both schemes require a physician’s certificate of physical fitness prior to the teacher’s return. Each Court of Appeals reversed the court below, one holding the Chesterfield County maternity leave rule constitutional, the other holding the Cleveland rule unconstitutional. The United States Supreme Court held: 1. The mandatory termination provisions of both maternity rules violate the Due Process Clause of the Fourteenth Amendment. (a) The arbitrary cutoff dates (which obviously come at different times of the school year for different teachers) have no valid relationship to the State’s interest in preserving continuity of instruction, as long as the teacher is required to give substantial advance notice that she is pregnant. (b) The challenged provisions are violative of due process since they create a conclusive presumption that every teacher who is four or five months pregnant is physically incapable of *633 continuing her duties, whereas any such teacher’s ability to continue past a fixed pregnancy period is an individual matter; and the school boards’ administrative convenience alone cannot suffice to validate the arbitrary rules. 2. The Cleveland three-month return provision also violates due process, being both arbitrary and irrational. It creates an irrebuttable presumption that the mother (whose good health must be medically certified) is not fit to resume work, and it is not germane to maintaining continuity of instruction, as the precise point a child will reach the relevant age will occur at a different time throughout the school year for each teacher. 3. The Chesterfield County return rule, which is free of any unnecessary presumption, comports with due process requirements.

Cleveland Bd. of Educ. v. LaFleur, 414 U.S. 632 (1974)

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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