Silver Lake Employment Attorneys

The trial attorneys of the Akopyan Law Firm A.P.C. stand ready to fight for the rights of the residents of Silver Lake, 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.

Silver Lake, California

Silver Lake is a neighborhood in the east-central part of Los Angeles which covers less than 3 square miles but is home to more than 30.000 residents.  The postal zip codes for Silver Lake are 90026 and 90039.  The area was originally called “Ivanhoe” before the turn of the century. A Scotsman named Hugo Reid, upon seeing the rolling green hills of the area, thought they reminded him of the hills of his homeland in Scotland. He named the area after a famous Scottish novel Ivanhoe, by Sir Walter Scott. Many of the streets in Silver Lake have Scottish names, or names that are related to characters from the novel, such as Herkimer, Rowena, Kenilworth, Ben Lomond, Hawick, St. George (as in St. George and the Dragon). The Silver Lake and adjacent Edendale and Echo Park areas were home to many early motion picture studios.  The neighborhood was later renamed for Water Board Commissioner Herman Silver, who was instrumental in the creation of the Silver Lake Reservoir in the neighborhood, one of the water storage reservoirs established as part of the controversial Los Angeles Aqueduct project in the early 1900s. This is one of ten that still remain in Los Angeles.  In recent years, Silver Lake has become known as the ground zero for the young and hip. It’s a mecca for young artistic types from all around the world, but families as well as longtime residents populate its charming hillside enclaves. The Akopyan Law Firm A.P.C. is headquartered in Los Angeles which is minutes away from Silver Lake. Our employment lawyers stand ready to provide legal services to both employees and employers in Silver Lake.

Where Are The Best Employment Lawyers in Silver Lake?

Silver Lake, the beating heart of modern urban living, offers its dynamic and diverse community a plethora of options when it comes to legal services. Just like the ever-evolving, eclectic tapestry of Silver Lake itself, the legal landscape here is brimming with choice and innovation. But in this digital age of information overload, finding the right legal ally can feel like navigating a bustling marketplace of ideas. Picture yourself scrolling through the endless possibilities with a quick online search for “Silver Lake employment lawyer” or “wrongful termination attorney in Silver Lake.” In an instant, a whirlwind of options emerges, including those flashy paid advertisements from employment lawyers scattered across the digital realm. However, choosing the perfect attorney amid this kaleidoscope of legal prowess can be a thrilling yet challenging journey. The question looms: Does this attorney truly possess the savvy and experience needed to handle employment matters with finesse, or is their online persona just another mirage in the digital desert? Enter the Akopyan Law Firm, A.P.C. – your beacon of contemporary legal excellence in the heart of Silver Lake. Our ensemble of attorneys brings nearly two decades of experience, embodying the spirit of the modern legal maven. We’ve made a name for ourselves by navigating the complex terrain of employment law, representing both employees and employers with a flair that resonates with the ever-changing rhythms of this vibrant community. But what truly sets us apart is our devotion to quality, not quantity. In a world that often prioritizes volume, we stand resolute in our commitment to delivering unparalleled excellence. Our legal virtuosos take pride in offering top-tier representation, ensuring your rights and interests are not just protected but elevated to new heights. Located just minutes away from Silver Lake, our firm is ready to help. We understand the unique dynamics and demands of Silver Lake, and our legal prowess is primed to meet the diverse needs of this trendy community. Connect with us today, and experience legal representation that aligns seamlessly with the trendsetting spirit of Silver Lake.

We Can Help Silver Lake Residents With:

Featured Employment Case

Humphrey v. Mem’l Hosps. Ass’n, 239 F.3d 1128 (9th Cir. 2001)

A medical transcriptionist with obsessive compulsive disorder (OCD) sued her former employer alleging she was terminated in violation of the Americans with Disabilities Act (ADA) and the California Fair Employment and Housing Act (FEHA). The United States District Court for the Eastern District of California, Robert E. Coyle, J., granted summary judgment for employer, and the transcriptionist appealed. The Court of Appeals, Reinhardt, Circuit Judge, held that: (1) genuine issues of material fact precluded summary judgment on ADA and FEHA claims, and (2) employer had affirmative duty to explore further arrangements to offer a reasonable accommodation.  In part the Court’s opinion stated as follows: The ADA provides that “[n]o covered entity shall discriminate against a qualified individual with a disability because of the disability….” 42 U.S.C. § 12112(a). Title I of the ADA insures full opportunities for people with disabilities in the workplace by requiring reasonable accommodation of employees’ disabilities by their employers. Under the ADA, the term “discriminate” is defined as including “not making reasonable accommodations to the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or employee, unless such covered entity can demonstrate that the accommodation would impose an undue hardship on the operation of the business of such covered entity.” 42 U.S.C. § 12112(b)(5)(A). To prevail on a claim of unlawful discharge under the ADA, the plaintiff must establish that he is a qualified individual with a disability and that the employer terminated him because of his disability. Cooper v. Neiman Marcus Group, 125 F.3d 786, 790 (1997). The ADA defines a “qualified individual with a disability” as “an individual with a disability who, with or without reasonable accommodation, can perform the essential functions of the employment position that such individual holds or desires.” 42 U.S.C. § 12111(8). A “disability” is “a physical or mental impairment that substantially limits one or more of the major life activities of such individual.”7 42 U.S.C. § 12102(2)(a). Once an employer becomes aware of the need for accommodation, that employer has a mandatory obligation under the ADA to engage in an interactive process with the employee to identify and implement appropriate reasonable accommodations. Barnett v. U.S. Air, 228 F.3d 1105, 1114 (9th Cir.2000). “An appropriate reasonable accommodation must be effective, in enabling the employee to perform the duties of the position.” Id. at 1115. The interactive process requires communication and good-faith exploration of possible accommodations between employers and individual employees, and neither side can delay or obstruct the process. Id. at 1114–15; Beck v. University of Wis. Bd. of Regents, 75 F.3d 1130, 1135 (7th Cir.1996) (“A party that obstructs or delays the interactive process is not acting in good faith. A party that fails to communicate, by way of initiation or response, may also be acting in bad faith.”). Employers, who fail to engage in the interactive process in good faith, face liability for the remedies *1138 imposed by the statute if a reasonable accommodation would have been possible. Barnett, 228 F.3d at 1116.Moreover, we have held that the duty to accommodate “is a ‘continuing’ duty that is ‘not exhausted by one effort.’ ” McAlindin, 192 F.3d at 1237.

 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