Success Is the Only Option

Dan Baldwin • Apr 30, 2024
a woman is on the cover of the orange county attorney journal

Contact

Joe Nazarian

Pathway Law Firm, PC

7545 Irvine Center Drive

Irvine, CA 92618

(310) 414-3899

www.pathwayfirm.com



"Failure is not an option” is a phrase made popular in recent motion pictures, but attorney Joe Nazarian and his team take a more aggressive and a more positive approach with “success is the only option” as their corporate philosophy. “Speaking for myself and my team, we don’t back down—period. We never give up and we’ll fight as a powerful voice for our client regardless of what the case is about. We’ll do everything that it takes. That’s my bias and that’s my commitment.” 


Nazarian founded Pathway Law Firm, PC, a personal injury firm in 2010. He is licensed to practice in California, Texas, Washington DC, and his license in Arizona currently pending approval. With offices throughout the state of California, and Texas, Nazarian is planning an expansion into the Valley of the Sun market of Phoenix. The firm employs approximately 35 people, including Nazarian and three attorneys. He has plans for expanding their practice areas to Mass Torts and Employee Rights. 

Nazarian credits the success and rapid growth of his firm to an approach that places full emphasis on each client as a person. His team focuses on investing time with each client and his or her family, spending hours in serious and personal communication. Rather than just relying on an initial conversation, his attorneys truly dig into each case, getting to the “nitty gritty” of each situation so they can engage in real conversation to develop the best, most-efficient course of action.


The firm also has a technological advantage. While many firms are mired in the past, Nazarian embraces the future in a dramatic and effective way. He custom-built a software system that helps his staff keep the client’s case well organized, up-to-date, and thoroughly prepped for the next step in the process of their case. The system is fully accessible to each client, who not only can communicate with their attorney through this system, they can upload documents, pictures, reports and other materials important to their case. The client is able to be fully informed of their case 24/7. Nazarian says, “Ultimately, our firm’s approach is rooted in integrity, empathy, and a steadfast commitment to achieving the best possible outcomes for our clients. We understand the challenges they face—because my family went through many of those challenges too—and we are dedicated to helping them navigate through difficult times with dignity and respect. A lot of other firms look at cases as dollar signs; we look at a case in terms of how can we actually help this person. What can we do to make a difference in their life?”


Joe Nazarian, Founder and Managing Partner of Pathway Law Firm


Taking It Downtown

A typical case, and one that proves the team’s diligence, involved a nine-year old who was jay walking when hit by a vehicle. The driver immediately fled the scene making this a hit-and-run incident. The frightening incident was witnessed by their client’s mother and her sibling. The girl was lifeless when an ambulance arrived. Miraculously, the first responders resuscitated her and she was airlifted to the local children’s hospital. Their client spent nine months in Children’s Hospital and other rehab facilities having to relearn how to learn how to walk, talk, eat, and function as a healthy human being.


Nazarian and his team hired investigators who canvased the area, speaking to local business owners, residents and others in the neighborhood. Eventually they discovered a video of the incident from which they were able to find the hit and run driver who was later arrested. Additionally, their investigation revealed that the exact stretch of the road where this took place had multiple prior and subsequent vehicle and pedestrian accidents. It was a dangerous city street for drivers, passengers and pedestrians.


They took the case to the city where the responsible officials deflected and denied that the city had any responsibility. Through the course of litigation, investigations, and expert witnesses they proved that the city knew the area was dangerous. The attorneys recovered enough money for their client so that her medical needs were covered and her life moving back toward normality. 


Nazarian’s willingness to “go downtown” with cities, insurance companies, organizations, and other attorney firms is an essential core element of their business profile. A significant portion of the firm’s clients are Hispanic and a lot of them are immigrants. They’re in a completely new environment and they’re scared of a lot of different things. They face, and often have a palpable fear of repercussions-based misconceptions and faulty knowledge. More than just a resource, Nazarian’s firm is in effect a much-needed legal support system.


“The greater majority of our clients are from the Hispanic Community, usually those who immigrated to the U.S. for a better life for themselves and their family. If they get injured, in order to ensure they do not get taken advantage of by the system, insurance companies, and so on, we step in. I’m nice until I’m not. Mutual respect goes a long way. I don’t like when others try and take advantage of a situation or people and that’s when Mr. Nice turns into Mr. Not-So-Nice. But if that’s what it takes to get justice for my client, that’s the way I have to approach the situation,” he says.



An Inciting Incident Incites a Career

Nazarian focuses Pathway Law Firm, PC on many cases other firms simply don’t want because they think they are “small cases” or that the liability is difficult. “Most firms want the ‘stars to align’ when taking on a case and shy away from difficult situation where they will have to go to battle with an insurance company and their attorneys. We leave no stone unturned. We will invest the money into a case where necessary to ensure we do the best for our clients,” Nazarian says.


Nazarian saw some of the struggles that his family and other families faced when he his dad, three brothers and his grandparents moved to the U.S. He saw firsthand how the language barrier and the differences in the cultures often threw them back. The transition was challenging for them to acclimate and develop an understanding of a wide range of new things.


In 2005, he learned early the importance of legal representation in society and also that it would be his calling in life to be one of those representatives while attending his cousin’s high school graduation ceremony. A peaceful assembly was disrupted when his father, for no reason other than looking Middle Eastern and speaking English with an accent, was brutally attacked. He was savagely punched in the mouth by another guest who used brass knuckles to emphasize his point. As Nazarian’s father fell to the ground, the back of his head hit the hard concrete floor causing a brain aneurysm. 


Since immigrating to the U.S., Nazarian’s father owned his own business. He worked seven days a week from morning to night and on his feet all day to provide a better life for his family. After this attack he was unable to work for a considerable time before he was able to back up and running. Medical bills mounted. His business suffered. But he never complained. He pushed forward, got better and back to work—even though it was extremely difficult. The work ethic and the drive the man showed was an inspiration and something Nazarian always looked up to. 


When the case came before the District Attorney, the man decided not to press criminal charges against the attacker. The family refused to sit idly by. They spoke to many different attorneys and each one turned them away for many different reasons. At last, they found an attorney who stood by their side and helped them go after the attacker. Nazarian cites a number of questions this attorney asked that have guided his own path. Can you get the actual attorney on the phone with a simple phone call? Can you talk to him or her about what the path that they see for your case? Ask whatever questions that you might have? Have fast have access to that person? Or are you talking to an assistant that entire time? What path are they leading you down? Are they leading you down the path of quickest resolution, which makes the most sense for the law firm? Because they’ll turn a quick profit? Or are they leading you down the path that’s best for number one, your physical and mental recovery? And number two, the resolution that’s going to make you whole you and your family? 


“This attorney was there for us whenever we had those and a lot of other questions. He told us the good, bad and the ugly. He did not let the system and my father’s attacker’s attorney take advantage of us or the system. He, just like my father, did not back down. From this experience I knew that I too wanted to be able to help those that are in need not to get taken advantage of,” Nazarian says.


Those experiences helped develop Nazarian’s management philosophy. The basis is just to get things done for the client, to do what is best for them, and often, their families and their personal and professional well-being. The attorneys are always available to their clients and are always fully up-to-date on the needs of those clients. He maintains an open-door policy with his employees. “My team has been with me from day one. We don’t have turnover in our office. Our environment is such that everyone is on the same mission—do right by the client.”


Maintaining that commitment will be an ongoing challenge in a rapidly changing legal, political and economic environment. Of the biggest challenges Nazarian sees in upcoming years is the attempt to cap attorney’s fees on a contingency basis in California. It’s completely the two biggest proponents behind it are some of the insurance companies and the car manufacturers, who are concerned about the lemon law aspect of things, Nazarian says. “They’re misinforming the public in such a way that it’s going to actually be a deterrent for attorneys to take on cases. It’s not going to make economic sense for attorneys to jump in and fight for people who were injured, but not significantly. It’s not going to give an attorney the incentive to take on a quote-unquote ‘smaller case.’ And all that’s going do is just give more opportunity to these insurance companies to take advantage of innocent people. They’re not going to compensate victims fairly. So that’s one of the biggest challenges that I see that’s going to be coming up for all attorneys who are working on contingency. It’s not just personal injury attorneys who will be negatively affected. Even in employment cases and Social Security, disability and things of that nature will be hit. You can count on it that we will be on the right side of that battle.”



Meanwhile, Outside the Office…

Nazarian grew up in San Diego. He met his future wife in 2018 and they were married in the leap year of 2020, “just before the world essentially shut down,” he says. “She is the guiding light that has illuminated every path we’ve walked, both personally and professionally. Her support has been the cornerstones of our success.”


They welcomed twins, a boy and a girl, into their world in October of last year. “Zak and Gemma are a blessing and they have further driven me to cherish the values my parents instilled in me and strive to instill the same in them such that they too can make an impact,” he says.


He enjoys spending time with friends and family and appreciating the beautiful weather of southern California. Nazarian enjoys running outside and lifting weights in a local gym. He believes that a healthy body and mind are essential to being an effective attorney and family man.


“I continue to dedicate myself to building Pathway Law Firm and continue my efforts to only represent and protect the interests of real people and their families, not multi-billion-dollar insurance companies. I want Pathway Law Firm to outlive us all and be something Americans nationwide know they can trust and turn to when they need our help.”


» Education

  • William Mitchell College of Law, 2009
  • University of California – Riverside, 2005


» Memberships & Associations

  • American Association for Justice Member, 2015 - Present
  • Consumer Attorneys Association of Los Angeles Member, 2010 - Present


» Awards

  • Super Lawyers – Rising Star, 2015 - 2018
  • Top 40 Under 40 – National Trial Lawyers, 2017 - 2019
  • Million Dollars Advocates Forum
  • Multi-Million Dollar Advocates Forum


» Bar Admissions 

  • California State Bar, 2010
  • Texas State Bar, 2017
  • District of Columbia Bar, 2020
  • Arizona State Bar (Pending)


» Professional Associations

  • Consumer Attorneys Association of Los Angeles,
    2010 - Present
  • American Association of Justice, 2010 - Present
  • Los Angeles Trial Lawyers’ Charities, 2010 - Present


» Languages

  • English
  • Spanish
  • Farsi


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30 Apr, 2024
By Dan Baldwin 30 Apr, 2024
Contact Dan Greene, Esq. Sevens Legal, A.P.C. 3555 Fourth Avenue San Diego, CA 92103 dan@sevenslegal.com www.sevenslegal.com (619) 297-2800 (office) 
By Kim M. Keenan, Esq. 30 Apr, 2024
If only leadership were one-size-fits-all. The truth is, there is no cookie-cutter methodology to effective, empowering and essential leadership qualities. Yet effective conflict management strategies are often recognized in retrospect, guiding us to reverse-engineer our paths to success. So, as goals change, so must the leadership strategy designed to move an organization in the desired direction. Here, we’ll explore three leadership keys that are applicable to both an organization and its people. First, culture should be a top-down phenomenon. My experience in an organization where the entire leadership team went to annual conferences with multiple opportunities for professional growth is a testament to this. These multiday conferences required the top staff to attend several trainings per day with curriculums designed to bolster particular skill sets with overlapping issues for the whole team. What stood out is that the CEO always attended and always sat at the front of the seminar. If you’re wondering why the CEO always sat at the front, his answer was simple: “If I can take back just one new action, principle or methodology, the whole conference would pay for itself.” Imagine that you are watching this person and seeing how he innovates and improves the organization with intentionality every day. It normalizes change and the recognition of the need for adaptability. Secondly, almost every challenge in the workplace involves some form of conflict. Whether it’s interdepartmental disputes or friction with outside forces, every challenge carries an element of disagreement. When there is a difference of opinion on how to resolve a conflict between team members, what is the culture for dispute resolution? Who sets the tone? It’s not just about settling disputes; it’s about establishing a process that’s as productive as the outcomes it aims to achieve. Ironically, we expect people to resolve disputes, internal and external, even though they have absolutely no training, no experience and no frame of reference for how to resolve a dispute. Think of it this way. If there were a huge fire in a building, everyone inside would know to walk swiftly to safety. But there is one group of people who would run toward the fire: highly trained professionals who know what to do in the event of a fire. Yes, you guessed it. Trained fire professionals would employ the quickest, safest way to extinguish the fire. Similarly, there are people who use these skills in the corporate setting to resolve disputes, soothe clients and save the day. But how many of these people are trained to use their natural talent to keep the organization moving forward? Imagine a workplace where many of the professionals revel in their ability to resolve conflict consistent with the goals of the company rather than personal ego, power trips or misdirection. Just as work is not static, neither is the ability to assess a situation and make the appropriate adjustments. By investing in conflict resolution training, we set up the organization for success with leaders equipped to recognize when it’s time to collaborate or adjust for the overall benefit of the team. The shift in the focus from individual leadership to collaboration and execution will enable and support a culture of best practices. Finally, every new leadership tool requires a check-in. Is it working? More importantly, does it need refinement so it can be a more effective tool for the organization? Adjusting training and rollout—transitioning from a conflict avoidance stance to one of proactive conflict management leadership—can mean the difference between a culture that thrives and one that stumbles.
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