South Pasadena Employment Attorneys

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

South Pasadena, California

The City of South Pasadena is a charming community, situated only six miles from downtown Los Angeles. South Pasadena covers approximately three and a half square miles and encompasses the following zip code: 91030. Called the City of Trees, the area is known for its stunning homes, unique small businesses, and top quality schools. South Pasadena’s diverse population of about 25,000 occupies the flatlands and hillsides on the west side of the San Gabriel Valley. This small town atmosphere makes South Pasadena one of California’s most desirable locations.uth Pasadena boasts a wealth of historic architecture, with well-preserved homes and buildings from various architectural periods, including Victorian, Craftsman, Spanish Colonial Revival, and Mid-century Modern styles. Many streets are lined with beautiful old trees, adding to the city’s picturesque appeal. More than 100 acres of parks and playgrounds blanket its landscape and more than 21,000 trees adorn its streets. The quiet, historic character of its attractive neighborhoods is a testament to the preservationist efforts of residents in protecting both its architectural and natural beauty. The city enjoys a low crime rate and the benefits of a close-knit, participation-oriented community. Small, proud and independent, the City of South Pasadena has battled for a hundred years to preserve its status as a distinct and distinctive community. The city takes pride in preserving its cultural heritage. The South Pasadena Historical Museum and the Meridian Ironworks Museum offer insights into the city’s history, including its role in the development of the region. The city hosts various cultural events throughout the year, including the Eclectic Music Festival and Art Walk, which features live music, art exhibits, and food vendors. The Akopyan Law Firm A.P.C. is headquartered in Los Angeles which is minutes away from South Pasadena. Our employment lawyers stand ready to provide legal services to both employees and employers in South Pasadena.

Where Are The Best Employment Lawyers For Residents Of South Pasadena?

South Pasadena, a thriving and close-knit community, offers its residents a myriad of choices when it comes to legal representation. However, navigating this abundance of options can be a daunting task, especially in the age of ubiquitous online advertisements. A quick search for “South Pasadena employment lawyer” or “wrongful termination attorney in South Pasadena” often inundates individuals with paid advertisements from lawyers located near and far. Amid this digital deluge, discerning the true expertise and experience of an attorney can be a challenging endeavor. South Pasadena residents deserve legal counsel that transcends flashy marketing ploys. They deserve an attorney who possesses an intimate understanding of employment law and a track record of success that speaks for itself. Welcome to the Akopyan Law Firm, A.P.C. Our team of attorneys collectively boasts nearly two decades of experience, setting us apart in the competitive legal landscape. We take pride in our unwavering commitment to excellence, as evidenced by our successful representation of both employees and employers. Our approach is refreshingly straightforward: we prioritize quality over quantity. While others may cast a wide net, we focus on providing tailored, top-notch legal services that meet the unique needs of our clients. We understand that the residents of South Pasadena value substance and experience over empty advertising slogans. With offices located just minutes away from South Pasadena, we offer legal solutions that align seamlessly with the distinctive needs of South Pasadena residents. So, when the need for legal counsel arises in South Pasadena, turn to the Akopyan Law Firm, A.P.C. Experience the difference that true expertise and unwavering dedication can make. Contact us today to access top-tier legal representation that goes beyond mere online advertisements.

Our Seasoned Lawyers Can Help South Pasadena Residents With:

Featured Employment Case

Johnson v. City of Loma Linda, 24 Cal. 4th 61, 5 P.3d 874 (2000)

A discharged city employee sued the city under the Fair Employment and Housing Act (FEHA) and Title VII, and the employee filed administrative mandamus petition but failed to prosecute the petition for three years. The Superior Court dismissed the petition, based on laches, and granted summary judgment for city as to FEHA and Title VII claims. The City appealed. The Court of Appeal affirmed in part and reversed in part. The Supreme Court granted review, superseding the opinion of the Court of Appeal. The Supreme Court held that: (1) the requirement of exhaustion of judicial remedies applies to FEHA claims when an administrative process provides internal remedies and the plaintiff fails to obtain the requisite judicial review of an adverse administrative finding, disapproving of Swartzendruber, 3 Cal.App.4th 896, 5 Cal.Rptr.2d 64; (2) laches barred the petition for writ of administrative mandate; but (3) res judicata did not bar the Title VII claim.  The Court explained the issue of laches as follows: “A discharged employee’s unreasonable delay in seeking judicial review of the discharge may prejudice the employer either “because reinstatement would require discharge of a substitute employee or because the employing agency might be compelled to incur a double payment consisting of back pay to the discharged employee and salary to his replacement.” (Conti, supra, 1 Cal.3d at p. 360, 82 Cal.Rptr. 337, 461 P.2d 617.) Here, the transcript of the summary judgment hearing before the trial court discloses that although plaintiff initially argued that he no longer sought backpay and reinstatement, he ultimately acknowledged in the trial court that he was seeking both remedies. As a result of the City’s elimination of plaintiff’s former position as assistant city manager, plaintiff’s former duties were divided among other employees in the City’s restructuring of its managerial ranks. Given plaintiff’s long delay in challenging his discharge by means of a petition for writ of administrative mandate in the superior court, reinstatement at this late date would require the City to alter significantly its new management structure. An award of backpay would compel the City to make double payments: back wages to plaintiff and salaries to those employees among whom his former duties have been divided. For the reasons set forth above, we agree with the superior court and the Court of Appeal that, given the unreasonable delay in question, the doctrine of laches bars plaintiff’s petition for writ of administrative mandate brought in superior court. Accordingly, plaintiff cannot now challenge the City’s administrative finding that he was laid off for economic, not discriminatory, reasons. We next consider the effect of this now-final factual finding by the City on plaintiff’s FEHA causes of action.”

 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