Tarzana Employment Lawyers

The Akopyan Law Firm A.P.C. is dedicated to protecting the rights of workers in Tarzana who suffer discrimination, harassment, retaliation, wrongful termination, or other illegal conduct in the workplace. We also stand ready to assist small businesses with all their employment law needs.

Tarzana, California

Tarzana is a suburban neighborhood in the City of Los Angeles.  It is situated in west San Fernando Valley and is home to more than 40,000 Angelenos.  It covers approximately nine square miles and encompasses the following zip codes: 91356, 91357, and 91335.  The area now known as Tarzana was occupied in 1797 by Spanish settlers and missionaries who established the San Fernando Mission. Later absorbed by Mexico, the land was surrendered to the United States in 1848 by the Treaty of Guadalupe Hidalgo following the Mexican American War. Under U.S. rule, it evolved into a series of large cattle ranches. Investors took over in the 1870s, turning grazing into large-scale wheat farm operation. Later, the area was subdivided and sold for residential development.  The neighborhood gets its name directly from Tarzan, King of the Jungle, the immortal character created by Edgar Rice Burroughs.  Burroughs took much of the money he made from his wildly successful series of Tarzan books (24 in all) and in 1919 bought a 550 acre section of land from L. A. Times founder and publisher General Harrison Gray Otis.  He then named his new holding Tarzana Ranch, after his own famous action hero.  The citizens of the community that sprung up around the ranch voted to adopt the name “Tarzana” when their town was incorporated in 1928. The Akopyan Law Firm A.P.C. has offices in Burbank which is minutes away from Tarzana.  Thus, the Akopyan Law Firm, A.P.C. offers legal services to both employees and employers in Tarzana.

Tarzana Employment Law

The employment relationship between employers and employees in Tarzana is subject to a complex framework of laws at the local, state, and federal levels. State laws that govern the workplace in Tarzana encompass a range of statutes, including, but not limited to, the California Constitution, the California Labor Code, the California Government Code, the California Fair Employment and Housing Act (FEHA), the California Family Rights Act, and the California Business & Professions Code.

In addition to state laws, federal laws also play a significant role in regulating the workplace in Tarzana. These federal regulations include, but are not limited to, the Fair Labor Standards Act, the Family and Medical Leave Act, the National Labor Relations Act, the Labor Management Relations Act, the Employee Retirement Income Security Act, Title VII of the Civil Rights Act of 1964 (Title VII), the Americans with Disabilities Act, and the Age Discrimination in Employment Act. These laws collectively establish the legal framework within which employers and employees in Tarzana must operate, ensuring that workplace rights and obligations are upheld at both the state and federal levels.

Labor Law Attorneys in Tarzana, California

Finding the right labor lawyer in Tarzana can be a challenge, as the legal landscape varies among different firms. Not every employment attorney in Tarzana is suitable for every case. Some may prioritize quick and simple settlements, opting for a resolution that may not reflect the full value of your case. At the Akopyan Law Firm, we take a different approach. Our Tarzana, California labor lawyers are dedicated to achieving the best possible outcome for each client, no matter the size or complexity of the fight required. We are committed to delivering top-quality legal services and personal attention to every case. Our practice philosophy emphasizes quality over quantity. We deliberately limit the number of cases we take on to ensure that each client receives the attention and care they deserve. When you choose us, you become part of our legal family, and we strive to build lasting relationships. Our Tarzana employment lawyers are passionate advocates for our clients, as evidenced by the excellent results we’ve achieved in numerous cases. We encourage you to read what our clients have to say about our services, as their testimonials speak to our dedication and commitment. If you’re seeking employment lawyers in Tarzana, don’t hesitate to reach out to us for a complimentary case evaluation. We’re here to provide you with top-notch legal representation, driven by our passion for justice and our clients’ well-being.

We Can Help Tarzana Employees and Employers With Cases Involving:

Featured Employment Case

Eisenberg v. Alameda Newspapers, Inc., 74 Cal. App. 4th 1359, 88 Cal. Rptr. 2d 802 (1999)

Former investigative reporter for newspaper filed suit against the newspaper, its managing editor and it editor, alleging defamation, false light, wrongful termination, breach of employment contract, breach of the covenant of good faith and fair dealing, and fraud. The Superior Court, Alameda County, No. H–179513–2, John Kraetzer, J., granted summary judgment against reporter, and he appealed. The Court of Appeal, McGuiness, P.J., held that: (1) genuine issues of material fact precluded summary judgment as to the applicability of the judicial privilege from defamation liability; (2) none of the statements at issue were defamatory; (3) reporter failed to rebut presumption of “at will” employment; (4) there was no breach of the implied covenant of good faith and fair dealing; and (5) termination of reporter did not violate his rights under the First Amendment or the Labor Law.  Employee’s term of employment, when not otherwise specified in an employment contract, written document or oral agreement, is considered a term that may be terminated “at will” by either party; thus, in the absence of any evidence of the duration or term of employment under a written or oral agreement, there is a statutory presumption that employment is terminable “at will,” and a contract of employment may be ended at any time at the option of either party.Statutory presumption of at-will employment may be rebutted only by evidence of an express or implied agreement between the parties that the employment would be terminated only “for cause.” Existence of an implied promise to discharge an employee only for good cause is generally, but not always, a question of fact for the jury. If the facts are undisputed and admit of only one conclusion, then summary judgment may be entered on issues that otherwise would be submitted to the jury. Issue of the existence of an implied-in-fact contract not to terminate except for good cause may appropriately be resolved as a matter of law given the undisputed facts of a particular case. n determining the existence of a promise of termination only “for cause,” court looks to the entire relationship of the parties, including such factors as the terms of any relevant application for employment, employee handbook or manual; the personnel policies and practices of the employer; the employee’s longevity of service; actions or communications by the employer constituting assurances of continued employment; and the practices of the industry in which the employee is engaged.

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