Rialto Employment Attorneys

Our seasoned employment lawyers are prepared to enforce and protect the rights of Rialto residents.

About Rialto

Rialto is city located in San Bernardino County.  Rialto covers twenty four square miles.  Rialto lies within zip code 92376 and 92377. The City of Rialto, officially incorporated in 1911, has a rich history that dates back to the 15th century when the Serrano Indians first settled in the region. Over the course of the next five centuries, Rialto underwent various transformations, evolving from a Mexican land grant to a bustling hub for ranching and railroads. It also became a popular stop along the iconic Route 66, eventually establishing itself as a thriving population and economic center within Southern California’s Inland Empire. Today, Rialto is home to over 100,000 residents, a stark contrast to the mere 1,500 inhabitants when it gained city status a century ago. This growth represents a significant shift from its earlier days as an agricultural center just a few decades prior. One enduring relic from Rialto’s history is an adobe building from the early 19th century, located within what is now Bud Bender Park. The City of Rialto leases this house and a small portion of parkland to the Rialto Historical Society for a symbolic annual fee of $1. Rialto’s development as a townsite began in 1887 when it was laid out by the Semi-Tropic Land and Water Company, following the extension of the Santa Fe Railroad between San Bernardino and Los Angeles. In the fall of 1888, the first school was constructed, leading to the formation of the Brooke School District, which operated until 1920. The Trapp family, prominent in Rialto, purchased the initial schoolhouse in 1921, remodeled it, and inhabited it until it was tragically destroyed by fire. In 1907, the Chamber of Commerce was founded, and by 1911, Rialto was home to 40 businesses and a local newspaper. Foothill Boulevard underwent repairs in 1913 and became a section of U.S. Route 66 within the U.S. highway system. In 1914, Los Angeles’ Pacific Electric Railway completed its San Bernardino Line through Rialto, featuring a junction at Riverside Avenue for the Riverside Line. Today, the tracks above First Street are part of the Union Pacific, and the Pacific Electric depot on Riverside Avenue now houses Cuca’s Restaurant. Unfortunately, a devastating fire in the 1920s swept through downtown Rialto, resulting in the destruction of many buildings in the area.

How Rialto Residents Can Find The Best Employment Lawyer

If you’re in Rialto and need a lawyer, here are some ways to find one:

Ask Friends and Family: Talk to people you know. They might recommend a good lawyer they’ve worked with.

Online Search: Use the internet to search for lawyers. For instance, type “wrongful termination attorney Rialto” online. You’ll find a list of potential lawyers.

Billboard Ads: Sometimes, you’ll see lawyer ads on billboards. While these catch your eye, it’s essential to research the lawyer’s qualifications and experience.

No matter how you find a lawyer, make sure they have the right skills and experience for your case. Legal issues can be tricky, so having a good lawyer is crucial.

The Akopyan Law Firm, A.P.C., is a well-regarded law firm with offices near Rialto in Riverside, Orange, and Burbank. Our team of employment lawyers has nearly two decades of experience, and we’ve helped both employees and employers. We’re known for providing excellent legal services. So, if you need a lawyer in Rialto, consider us. We’re here to help.

We Can Help Rialto Residents With:

Feattured Employment Case

Soria v. Univision Radio Los Angeles, Inc., 5 Cal. App. 5th 570, 210 Cal. Rptr. 3d 59 (2016)
A former employee brought action against employer for disability discrimination, wrongful termination, and related employment claims. The Superior Court, Los Angeles County, No. BC499492, Yvette M. Palazuelos, J., granted summary judgment for employer. Employee appealed. The Court of Appeal, Perluss, P.J., held that: 1 “normal cell growth” is a “major life activity” under Fair Employment and Housing Act (FEHA); 2 fact issue existed as to whether employee’s stomach tumor limited the major life activity of “working”; 3 discrimination because of tumor’s potential to become disabling would violate FEHA; and 4 employer was deemed to “know” of employee’s disability if the employees who decided to discharge her knew of the disability. The opinion states in part as follows: FEHA prohibits an employer from, among other things, discharging a person from employment because of a medical condition or physical disability. (§ 12940, subd. (a).) The express purposes of FEHA are “to provide effective remedies that will both prevent and deter unlawful employment practices and redress the adverse effects of those practices on aggrieved persons.” (§ 12920.5.) The Legislature accordingly has mandated that the provisions of the statute “shall be construed liberally” to accomplish its purposes. (§ 12993, subd. (a).) As the Supreme Court has recognized, “[b]ecause the FEHA is remedial legislation, which declares ‘[t]he opportunity to seek, obtain and hold employment without discrimination’ to be a civil right [citation], and expresses a legislative policy that it is necessary to protect and safeguard that right [citation], the court must construe the FEHA broadly, not … restrictively.” (Robinson v. Fair Employment & Housing Com. (1992) 2 Cal.4th 226, 243, 5 Cal.Rptr.2d 782, 825 P.2d 767.) To establish a prima facie case for unlawful discrimination, a plaintiff must provide evidence that “(1) he [or she] was a member of a protected class, (2) he [or she] was qualified for the position he [or she] sought or was performing competently in the position he [or she] held, (3) he [or she] suffered an adverse employment action, such as termination, demotion, or *584 denial of an available job, and (4) some other circumstance suggests discriminatory motive.” (Guz v. Bechtel National, Inc. (2000) 24 Cal.4th 317, 355, 100 Cal.Rptr.2d 352, 8 P.3d 1089.) Under FEHA medical condition and physical disability are separate bases for improper discrimination, each with its own statutory definition. Physical disability under FEHA includes “[h]aving any physiological disease, disorder, condition, cosmetic disfigurement, or anatomical loss that” both affects one or more of the body’s major systems and “[l]imits a major life activity.” (§ 12926, subd. (m)(1).) Major life activity is “broadly construed” and includes working. (Id. subd. (m)(1)(B)(iii).) FEHA protects individuals not only from discrimination based on an existing physical disability, but also from discrimination based on a potential disability or the employer’s perception that the individual has an existing or potential disability. (§§ 12926, subd. (m)(4), (5), 12926.1, subd. (b).) FEHA defines “medical condition” as either “[a]ny health impairment related to or associated with a diagnosis of cancer or a record or history of cancer” or a genetic characteristic. (§ 12926, subd. (i); see also Cal. Code Regs., tit. 2, § 11065, subd. (d)(7) [“ ‘Medical condition’ is a term specifically defined at Government Code section 12926, to mean either: [¶] (A) any cancer-related physical or mental health impairment from a diagnosis, record or history of cancer; or [¶] (B) a ‘genetic characteristic,’ …”].) Unlike the definition of physical disability, there is no requirement that a medical condition limit a major life activity in order to be protected.”

 Avvo Rating 10 Superb

Millions of Dollars Recovered For Our Clients

Check Out Our Case Results

$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
$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
$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: Failure to Accommodate
$100 ThousandEmployment: Wrongful Termination
$100 ThousandPersonal Injury: Bicycle Collision
$100 ThousandPersonal Injury: Pedestrian Collision