Shahane A. Martirosyan
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20+ years in business
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Stephan Airapetian
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20+ years in business
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Tatevik Aghamalyan
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20+ years in business
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Wrongful Termination
The law protects employees who are wrongfully terminated for reporting a safety violation, requesting a reasonable accommodation, or reporting discrimination in the workplace. We have represented multiple employees against large corporations and public entities for wrongful termination
Whistleblower Retaliation
Safety Always First! Employers often cut corners on safety to increase their profits. Employees who complain about safety violations are illegally terminated and retaliated against. We know that the contributions whistleblowers make to workers’ rights and the public’s interests are invaluable. We represent whistleblowers against large corporations and public entities to stop unsafe conduct and obtain just compensation for our clients.
Start-Up Employees
The California Labor Code requires all employees to be compensated for all hours an employer suffers or permits those employees to work. We have successfully negotiated compensation for start-up employees as well as advised start-up employees on their contracts for equity and compensation.
Have you been treated unfairly at work?
Our employment lawyers in Los Angeles are here to help.
Discrimination
It is illegal to treat employees differently or unfairly because of their physical and/or mental disability, race, gender, disability, religion, age, or national origin. We have successfully obtained just compensation for employees discriminated against because of a protected category.
Disability Discrimination – Failure to Engage in the Interactive Process or Provide Reasonable Accommodation:
Under California law, employers have a duty to engage in a good faith interactive process and provide reasonable accommodation to employees with mental and/or physical disabilities. We help employees when they face employers who fail to engage in the interactive process and fail to provide reasonable accommodation to them.
Gender Discrimination:
Gender discrimination is complicated because it is subtle. However, both men and women can be discriminated against when they are passed over for promotions, growth opportunities, or other perks of the job based on their gender. We have successfully litigated against large corporations and public entities, and we can help you understand gender discrimination and provide you with the insight you need to better navigate the workplace.
Race Discrimination:
We successfully advise and litigate on behalf of employees discriminated against on the basis of their race. Racial discrimination is prevalent within large corporations and public entities. Racial discrimination exists when an employer treats an employee less favorably because of the employee’s race. California law and federal law outlaws such conduct.
Pregnancy Discrimination:
Pregnancy discrimination exists when an employer treats a pregnant employee less favorably upon learning about the employee’s pregnancy. California law provides various forms of accommodations and leaves to pregnant employees. We have successfully helped employees when their employers refused to provide them with accommodation or refused to return them back to their prior positions
Religious Discrimination:
When an employee has a sincerely held religious belief, and said religious belief conflicts with a job requirement, and the employer does not explore available reasonable alternatives of accommodating the employee, the employee can make a claim against the employer to enforce the California law that provides for said accommodation.
Sexual Orientation Discrimination:
Under California law, employers are not allowed to treat employees differently because of their sexual orientation. We have helped employees who were mistreated because of their sexual orientation.
Reproductive Loss Leave
A reproductive loss event is any of the following:
- Miscarriage
- Stillbirth
- Failed adoption – for example, if a birth mother or legal guardian breaches or dissolves an adoption agreement, or if an adoption is not finalized for another reason
- Failed surrogacy – for example, if a surrogate breaches or dissolves a surrogacy agreement, or if an embryo transfer fails
- Unsuccessful assisted reproduction – for example, a failed intrauterine insemination or embryo transfer. An employee can take leave following their own reproductive loss event or that of another person – such as a spouse or partner – if the employee would have been the parent of the child born or adopted. It is against the law for an employer to interfere with or deny an employee’s right to take leave after a reproductive loss. We can represent employees who have been impacted by such a harm.
Reproductive Health Decision Making Discrimination:
“Reproductive health decision-making” includes but is not limited to, “a decision to use or access a particular drug, device, product, or medical service for reproductive health.” Employers are no longer allowed to discriminate, retaliate, or harass employees because of employee’s decision to use or access a particular drug, device, product, or medical service for reproductive health.
Equal Pay
All humans are created equal and must be compensated equally. Under California law, an employer must compensate equally all employees doing the same work: This means that men and women doing the same work must earn the same pay, similarly, employees of all backgrounds must earn the same compensation for the work done. California law awards three times the damages to employees.
Harassment
It is never okay to be harassed at work. Under California Law, an employer must protect all employees, including contract workers, applicants, unpaid interns, and volunteers, from verbal and physical harassment. An employer may also be responsible for the acts of nonemployees, with respect to sexual harassment. There are two types of harassment under the law: hostile work environment and quid pro quo harassment. An example of Quid Pro Quo harassment: a supervisor asks a subordinate for a sexual act and/or favors in exchange for a job benefit. Hostile work environment is sexual harassment when a similarly situated woman would be offended by the conduct in the workplace. Employees have the right to report any form of harassment to their employers. Employers have a duty to investigate and prevent harassment in the workplace.
Sexual Harassment:
Our compassionate legal team understands that it can be difficult for individuals who have experienced sexual harassment at work to cope with their trauma and various job repercussions. If you are afraid to speak up about sexual harassment at work, we can help you navigate the workplace to ensure the harassment stops and the perpetrators are held accountable.
Wage and Hour Violations
Unscrupulous employers sometimes take advantage of their employees by using various tactics to avoid paying minimum wage and overtime. If you are not compensated for all hours that you work, then please contact our employment law attorneys in Los Angeles so we can help you seek fair compensation.
- Overtime Wage Violations:
Absent very strict exceptions, every employee is entitled to overtime wage compensation. Overtime wage compensation includes time and a half for the ninth through twelfth hours, and double the wages for any hour worked after the twelfth hour. - Minimum Wage Violations:
California Minimum Wage laws are strict and afford for liquidated damages. We have helped multiple employees recover unpaid minimum wages, liquidated damages which is double of the unpaid minimum wage, interest and penalties. We represent employees of all backgrounds, against small, medium, or large size companies. All employees deserve to be paid minimum wage and we help them recover every dollar owed to them. - Unpaid Overtime Wages to Salespersons:
It is not often that salespersons are exempt from overtime wage compensation. Many employers pay employees salary wages, and fail to properly compensate the employees for overtime wages. Salespersons are exempt from overtime compensation when they work as outside salesperson or inside sales when more than half (1/2) of that employee’s compensation represents commissions.
Contents Outline
Wrongful Termination
The law protects employees who are wrongfully terminated for reporting a safety violation, requesting a reasonable accommodation, or reporting discrimination in the workplace. We have represented multiple employees against large corporations and public entities for wrongful termination
Whistleblower Retaliation
Safety Always First! Employers often cut corners on safety to increase their profits. Employees who complain about safety violations are illegally terminated and retaliated against. We know that the contributions whistleblowers make to workers’ rights and the public’s interests are invaluable. We represent whistleblowers against large corporations and public entities to stop unsafe conduct and obtain just compensation for our clients.
Start-Up Employees
The California Labor Code requires all employees to be compensated for all hours an employer suffers or permits those employees to work. We have successfully negotiated compensation for start-up employees as well as advised start-up employees on their contracts for equity and compensation.
Discrimination
It is illegal to treat employees differently or unfairly because of their physical and/or mental disability, race, gender, disability, religion, age, or national origin. We have successfully obtained just compensation for employees discriminated against because of a protected category.
Disability Discrimination – Failure to Engage in the Interactive Process or Provide Reasonable Accommodation:
Under California law, employers have a duty to engage in a good faith interactive process and provide reasonable accommodation to employees with mental and/or physical disabilities. We help employees when they face employers who fail to engage in the interactive process and fail to provide reasonable accommodation to them.
Gender Discrimination:
Gender discrimination is complicated because it is subtle. However, both men and women can be discriminated against when they are passed over for promotions, growth opportunities, or other perks of the job based on their gender. We have successfully litigated against large corporations and public entities, and we can help you understand gender discrimination and provide you with the insight you need to better navigate the workplace.
Race Discrimination:
We successfully advise and litigate on behalf of employees discriminated against on the basis of their race. Racial discrimination is prevalent within large corporations and public entities. Racial discrimination exists when an employer treats an employee less favorably because of the employee’s race. California law and federal law outlaws such conduct.
Pregnancy Discrimination:
Pregnancy discrimination exists when an employer treats a pregnant employee less favorably upon learning about the employee’s pregnancy. California law provides various forms of accommodations and leaves to pregnant employees. We have successfully helped employees when their employers refused to provide them with accommodation or refused to return them back to their prior positions
Religious Discrimination:
When an employee has a sincerely held religious belief, and said religious belief conflicts with a job requirement, and the employer does not explore available reasonable alternatives of accommodating the employee, the employee can make a claim against the employer to enforce the California law that provides for said accommodation.
Sexual Orientation Discrimination:
Under California law, employers are not allowed to treat employees differently because of their sexual orientation. We have helped employees who were mistreated because of their sexual orientation.
Have you been treated unfairly at work?
Our employment lawyers in Los Angeles are here to help.
Reproductive Loss Leave
A reproductive loss event is any of the following:
- Miscarriage
- Stillbirth
- Failed adoption – for example, if a birth mother or legal guardian breaches or dissolves an adoption agreement, or if an adoption is not finalized for another reason
- Failed surrogacy – for example, if a surrogate breaches or dissolves a surrogacy agreement, or if an embryo transfer fails
- Unsuccessful assisted reproduction – for example, a failed intrauterine insemination or embryo transfer. An employee can take leave following their own reproductive loss event or that of another person – such as a spouse or partner – if the employee would have been the parent of the child born or adopted. It is against the law for an employer to interfere with or deny an employee’s right to take leave after a reproductive loss. We can represent employees who have been impacted by such a harm.
Reproductive Health Decision Making Discrimination:
“Reproductive health decision-making” includes but is not limited to, “a decision to use or access a particular drug, device, product, or medical service for reproductive health.” Employers are no longer allowed to discriminate, retaliate, or harass employees because of employee’s decision to use or access a particular drug, device, product, or medical service for reproductive health.
Harassment
It is never okay to be harassed at work. Under California Law, an employer must protect all employees, including contract workers, applicants, unpaid interns, and volunteers, from verbal and physical harassment. An employer may also be responsible for the acts of nonemployees, with respect to sexual harassment. There are two types of harassment under the law: hostile work environment and quid pro quo harassment. An example of Quid Pro Quo harassment: a supervisor asks a subordinate for a sexual act and/or favors in exchange for a job benefit. Hostile work environment is sexual harassment when a similarly situated woman would be offended by the conduct in the workplace. Employees have the right to report any form of harassment to their employers. Employers have a duty to investigate and prevent harassment in the workplace.
Sexual Harassment:
Our compassionate legal team understands that it can be difficult for individuals who have experienced sexual harassment at work to cope with their trauma and various job repercussions. If you are afraid to speak up about sexual harassment at work, we can help you navigate the workplace to ensure the harassment stops and the perpetrators are held accountable.
Wage and Hour Violations
Unscrupulous employers sometimes take advantage of their employees by using various tactics to avoid paying minimum wage and overtime. If you are not compensated for all hours that you work, then please contact our employment law attorneys in Los Angeles so we can help you seek fair compensation.
- Overtime Wage Violations:
Absent very strict exceptions, every employee is entitled to overtime wage compensation. Overtime wage compensation includes time and a half for the ninth through twelfth hours, and double the wages for any hour worked after the twelfth hour. - Minimum Wage Violations:
California Minimum Wage laws are strict and afford for liquidated damages. We have helped multiple employees recover unpaid minimum wages, liquidated damages which is double of the unpaid minimum wage, interest and penalties. We represent employees of all backgrounds, against small, medium, or large size companies. All employees deserve to be paid minimum wage and we help them recover every dollar owed to them. - Unpaid Overtime Wages to Salespersons:
It is not often that salespersons are exempt from overtime wage compensation. Many employers pay employees salary wages, and fail to properly compensate the employees for overtime wages. Salespersons are exempt from overtime compensation when they work as outside salesperson or inside sales when more than half (1/2) of that employee’s compensation represents commissions.
Tell Us About Your Case
Once we receive your form, we’ll contact you to schedule your free case consultation. During this initial meeting, you’ll have the opportunity to discuss your case in detail.
- For Personal Injury Cases, tell us about your physical injuries, any financial losses, and the emotional challenges you’ve faced due to the accident.
- For Employment Cases, share details about workplace issues such as wrongful termination, discrimination, harassment, unpaid wages, or other employment-related concerns.
Our legal team will explain your options and guide you on the next steps. If we choose to work together, you’ll experience personalized legal representation from attorneys who truly care about your well-being and your case’s success.
Tell Us About Your Case
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