Adishian Law Group, P.C. founder Chris Adishian answers why Adishian Law Group practices real estate law.


Our firm practices real estate because I’ve always had an interest in real estate as a young adult and that interest just grew over time. Fortunately, along the way I had two great instructors, one was Marvin Starr, who was an attorney and actually the co-author of the main treatise on California law, governing real estate.
Another was Bill Coskran at Loyola Law School who was a fantastic real estate attorney, as well as a professor.

When I graduated from law school, I went to work at Arthur Andersen, and during my time there I worked on a number of large real estate companies tax matters. And then at Montgomery Securities, after Arthur Andersen, we did a lot of public market financing and M&A in the real estate space, mostly related to hotels and timeshare companies. After I started my law firm, I became a fully licensed California real estate broker. So through our affiliated company, Adishian Capital, our clients can get full brokerage services and full property management services. And taken together, they have a law firm and a property management firm, real estate brokerage, to have relationship continuity across all their real estate activities in California.

Adishian Law Group, P.C. founder Chris Adishian answers why Adishian Law Group practices business law.


Well, business law is an actual area of interest for me. Growing up, I was in a family where both parents ran small businesses and when I went on to school at Berkeley, my major was in mathematical economics with a minor in business administration from the Haas School of Business.

And then early in my career after law school even, I started at Arthur Andersen, which at the time was the world’s largest accounting firm. And then after Arthur Andersen I worked at Montgomery Securities doing public market financing and M&A transactions in the hotel and timeshare industry.
So we’ve been around business pretty much my whole life and we love using our skills and knowledge and experience to advance our client’s business interest.

Adishian Law Group, P.C. founder Chris Adishian explains why business owners should hire a general counsel even if they’re not in litigation.


Our most successful clients are committed to constantly improving their decision-making process. They understand that two great equalizers in life are time and the ability to make decisions.

And they also understand that the compounded effect of good decision making over time dwarfs the cost of any professional advisors, and likewise, they understand that the compounded effect of bad decision making can be fatal to your business.
So hopefully, having us on their team, we’re helping our clients stay on the path of making good decisions and more importantly having a good decision-making process, day in and day out, as they run and grow their businesses.

Adishian Law Group, P.C. founder and California Attorney Chris Adishian answers the question: “Are perceived whistleblowers protected under California law?”


Under the California Whistleblower Statute 1102.5, actual whistleblowers, people who actually blew the whistle, are protected, and so are perceived whistleblowers. For example, if management believes that an employee blew the whistle on some violation, but the employee actually did not, and they mistakenly fired the employee because they believed the employee had made the report, that employee has protection under the Retaliation Statute under the Whistleblower Statute.

Adishian Law Group, P.C. founder and California Attorney Chris Adishian explains the recent change in California’s Whistleblower Statute, California Labor Code 1102.5.


As of January 1st, 2014, there was a significant change in the California Whistleblower Statute which is California Labor Code 1102.5, and the real significant change is it changed the definition of who is a whistleblower, and entitled to protection. Prior to January 1st, 2014, in order to be a whistleblower under the statute, you had to make a disclosure of a violation or alleged violation to a government agency or a law enforcement agency. But after January 1st, 2014, the whistleblower can be entitled to protection. The employee only needs to make the disclosure to his manager or someone with authority at the company for investigating alleged violations.

Adishian Law Group, P.C. founder and California Attorney Chris Adishian discusses why Adishian Law Group represents both plaintiffs and defendants, and why he believes clients are better served with attorneys who have experience litigating on “both sides.”


In our employment practice, we do represent both plaintiffs and defendants. It is a little bit unusual in employment law, because many firms market themselves as a pure plaintiff’s firm, representing only employees, or a pure defense firm, representing only management and companies. However, we believe having the dual experience of representing both employees and employers is a significant value to our clients in terms of preventing litigation, and litigating, evaluating, and resolving the claims, whether in a particular case we’re representing a plaintiff or a defendant.

Adishian Law Group, P.C. founder and California Attorney Chris Adishian explains “What is a Mediator’s proposal?”


Over the last few years we’re finding that more and more cases at mediation are resolving through the mediator’s proposal. In essence, the mediator’s proposal means the parties have not been able to resolve the dispute on their own with the aid of the mediator during the day of mediation. So mediator’s proposal can take several forms, but basically it means at the end of the day, there’s a stalemate. The parties have not settled, and they authorize in the power of the mediator to make a proposal as to what he or she thinks might settle the case. The mediator will then give that figure to both sides on a double blind basis. If both sides accept the mediator’s proposal, then the case is settled. But if either side does not accept the mediator’s proposal, then the case is not settled, and the parties proceed on the path to trial.

Watch Adishian Law Group, P.C. founder and California Attorney Chris Adishian provide an answer to the question:  “What is mediation?”


Mediation is a form of dispute resolution, it’s often confused with arbitration. They have a certain similarity in that it is in a form of alternative dispute resolution. And also, many of the same firms and practitioners who offer arbitration services, also offer mediation services. But in practice they’re very different. Unlike arbitration, mediation is voluntary. The parties elect to go to mediation to work with a third party mediator to try to resolve their disputes. And unlike an arbitrator, a mediator cannot impose a decision on the parties. So, if the parties don’t want to settle, they don’t have to settle, and if they don’t settle at mediation, then they just continue on the path to litigation. Now, in practice, many employment matters settle at mediation, usually after a fair amount of litigation, but not all of them.

Watch Adishian Law Group, P.C. founder and California Attorney Chris Adishian answer the question “What is arbitration?”


Arbitration is a dispute resolution process created under federal and state statute whereby the parties can agree by contract to bypass the civil court system. This is significant because if you have an arbitration agreement that’s enforceable, that means an arbitrator and not a jury will hear your case and decide your case. Well, it has some similarities to a civil trial, there’s important differences.

Number one, there’s no jury.

Number two, the arbitrator’s decision is virtually unappealable, except in very limited circumstances.

Now, in California employment context, arbitration agreements have to meet very specific criteria in order to be enforceable. However, if they are enforceable, the courts generally will have the parties go to arbitration. And arbitration generally is considered a more favorable forum for employers than for employees, in terms of resolving employment disputes. So, if you have been terminated, the first thing you’re going to want to look at is, do you have an arbitration agreement with your employer, and is that arbitration agreement enforceable?

Watch Adishian Law Group, P.C. founder and California Attorney Chris Adishian explain FEHA, the California Fair Employment & Housing Act.


The department of fair employment and housing (DFEH) is the state agency charged with enforcing the anti-discrimination statutes (FEHA) of the State of California. We’re often asked, what type of discrimination is prohibited under the FEHA statutes? Well, the statute prohibits discrimination of the bases of race, religious creed, color, national origin, ancestry, physical disability, mental disability, medical condition, genetic information, marital status, sex, gender, gender identity, gender expression, age, sexual orientation, and military and veteran status of any person is prohibited under the statute. If you feel that you’ve been terminated from your job, or denied certain benefits of your employment on the basis of any of these criteria, then you may have a valid cause of action for discrimination under California law.