Stanton Employment Lawyers
The Akopyan Law Firm A.P.C. stands ready to fight for the rights of workers in Stanton dealing with discrimination, harassment, retaliation, wrongful termination, or other illegal conduct in the workplace. The firm also stands ready to provide small businesses in Stanton economical and efficient solutions to problems involving employment law. Our substantial experience in approaching employment disputes from both sides gives us rare insight into the mindset of the opponent, which truly goes a long way to achieving the best possible outcome.
About Stanton, California
Stanton is a city located in Orange County. It is home to more than 38,000 residents. It covers approximately three square miles and encompasses the following zip code: 90680. Stanton was named for Philip A. Stanton, a Republican assemblyman for Los Angeles from 1903 to 1909. In 1908, the privately owned Pacific Electric Railway leased the Santa Ana Line and took over the service, extending its regional light-rail system. By 1928, the impressive thousand-mile system allowed the residents to conveniently travel throughout Los Angeles and Orange Counties. Passenger service to Santa Ana was discontinued in 1950, shortly after the railway was taken over by the Metropolitan Transportation Agency. Today, the easement still is owned by the Orange County Transportation Authority. It crosses the intersections of Beach Boulevard/Pacific Street and Cerritos Avenue/Western Avenue. The first City of Stanton was incorporated in 1911 and was then the largest city in Orange County by area. The main motivation for incorporation was the City of Anaheim’s plan to build a “sewage farm” to the west of their city. Former Speaker of the California State Assembly Phillip Ackley Stanton assisted in the incorporation and the city was named Stanton in his honor. In 1924, the residents voted to dis-incorporate to avoid the cost of building roads in the city. In the early 1950s, the area had experienced a post-war population boom and the neighboring cities rapidly annexed land. In May 1956, the citizens responded by re-incorporating into today’s City of Stanton. Stanton has experienced steady population growth over the years, with an increase in the number of residents and housing developments. It has evolved from a smaller community into a more suburban city.
The Best Stanton Employment Attorneys Are Nearby
Locating the right labor lawyer in Stanton can often prove to be a challenging endeavor. This thriving community boasts a multitude of law firms, each approaching their cases with varying strategies and philosophies. Not every employment attorney in Stanton is necessarily the right fit for every legal matter. Some legal professionals may prioritize quick and simple low-value settlements over engaging in a comprehensive and protracted legal battle that ultimately yields a full-value resolution. When conducting an online search for “employment lawyer Stanton” or “wrongful termination attorney in Stanton,” the results typically inundate individuals with an array of paid advertisements from numerous lawyers, all vying for attention. Amid this sea of choices, it can be challenging to distinguish which attorney possesses the requisite expertise and experience to handle intricate employment disputes effectively. This is where the Stanton, California labor lawyers at the Akopyan Law Firm set themselves apart. Our unwavering commitment is to secure the best possible outcome for each client, regardless of the size or complexity of the fight ahead. We are resolute in our dedication to delivering high-quality legal services that prioritize the rights and well-being of our clients. At the heart of our firm’s ethos lies personalized service and a tailored approach to each case. We consciously limit the number of cases we take on to ensure that every client receives the individualized attention, care, and dedication they deserve. When you become our client, you become a part of our extended family. We take great pride in the enduring relationships we forge with our clients. These connections often extend well beyond the conclusion of the legal case, underscoring the trust and confidence our clients place in us. The excellence of our Stanton employment lawyers is unequivocally confirmed by the remarkable results we have consistently achieved over the years. These outcomes are a testament to our unwavering zeal for justice and our steadfast commitment to securing favorable resolutions for our clients. If you are in search of employment lawyers in Stanton, look no further. Contact the Akopyan Law Firm today for a complimentary case evaluation. Discover the difference of having a legal advocate who fights fervently for your rights and interests. With offices in Orange, Burbank, and Riverside, the Akopyan Law Firm A.P.C. is just minutes away from Stanton, standing ready to provide world-class services and top-notch representation to the residents of this thriving community.
We Can Help Stanton Residents With:
Featured Employment Case
Crawford v. Metro. Gov’t of Nashville & Davidson Cnty., Tenn., 555 U.S. 271, 129 S. Ct. 846, 172 L. Ed. 2d 650 (2009)
A former municipal employee filed a Title VII action against her former employer alleging retaliation. The United States District Court entered summary judgment in favor of employer, and the employee appealed. The Court of Appeals for the Sixth Circuit affirmed. On grant of certiorari, the Supreme Court, Justice Souter, held that the protection of the opposition clause of the antiretaliation provision of Title VII extended to employee who spoke out about sexual harassment, not on her own initiative, but in answering questions during employer’s investigation of coworker’s complaints. The protection of the opposition clause of the antiretaliation provision of Title VII extended to a municipal employee who spoke out about discrimination in the form of sexual harassment allegedly perpetrated against her, not on her own initiative, but in answering questions during an employer’s internal investigation of employee’s coworker’s complaints of sexual harassment; the term “oppose” was undefined by Title VII, so that it carried its ordinary dictionary meaning of resisting or contending against, it did not require active or instigating behavior, and the employee’s description of the harassment to the employer gave an ostensibly disapproving account of the alleged harasser’s sexually obnoxious behavior toward her. An employee can “oppose” discrimination in the workplace, and thus, come under the protection of the antiretaliation provision of Title VII, by responding to someone else’s question about the discrimination, just as surely as by provoking the discussion, and nothing in Title VII requires a freakish rule protecting an employee who reports discrimination on her own initiative but not one who reports the same discrimination in the same words when her boss asks a question.Although there is no affirmative defense to vicarious liability of an employer under Title VII for sexual harassment perpetrated by a supervising employee if the hostile environment culminates in a tangible employment action against the employee, an employer does have a defense when no tangible employment action is taken, if it exercised reasonable care to prevent and correct promptly any discriminatory conduct and the plaintiff employee unreasonably failed to take advantage of any preventive or corrective opportunities provided by the employer or to avoid harm otherwise.
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