The kinds of cases we manage extend beyond traditional work concerns and consist of areas like realty and building lawsuits. We frequently help in cases where employment law intersects with real estate and building matters. For example:

Construction-Related Employment Issues: These cases may involve disputes over employment agreement for building workers, wage and hour infractions in the building and construction market, workplace safety concerns, or wrongful termination. Realty Development and Employment Law: In cases where property developers or business are associated with jobs that need hiring and managing a labor force, employment lawyers with experience in realty can assist browse problems connected to agreements, labor law compliance, and staff member relations within the context of property development.

When conflicts occur in genuine estate or construction deals, our group of Los Angeles work attorneys have considerable experience litigating those concerns.

Types of Los Angeles Employment Law Cases

We all should have to operate in an environment totally free of discrimination and harassment. Unfortunately, the significant variety of grievances of discrimination and harassment that are submitted every year shows this is still a big problem. At Yadegar, Minoofar & Soleymani LLP (YMS), we represent staff members versus their employers in matters where the employee has actually been a victim of:

Workplace Harassment

Workplace harassment describes any unwelcome or offensive habits, comments, actions, or conduct directed at an employee based upon safeguarded attributes such as age, sex, race, religion, nationwide origin, disability, or color. This habits develops a hostile or challenging work environment, hindering the person’s ability to perform their job effectively.

Sexual Harassment

Any unwanted and inappropriate behavior job of a sexual nature that takes place within a professional environment. It encompasses actions such as unwanted advances, remarks, ask for sexual favors, or other verbal or job physical conduct that develops an uncomfortable, hostile, or challenging atmosphere for the sexual harassment victim.

Pregnancy Discrimination

The unjust treatment of workers based upon their pregnancy, childbirth, or related medical conditions. This type of pregnancy discrimination can manifest as rejection to employ or promote pregnant individuals, wrongful termination due to pregnancy, rejection of affordable accommodations for pregnancy-related requirements, etc.

Disability Discrimination

Disability discrimination is the unfair treatment of workers or job candidates based on their special needs or viewed disability. This kind of discrimination violates the fundamental principle that individuals with disabilities must have equal opportunities in employment.

Racial Discrimination

The unfair treatment of individuals based on race, ethnic culture, or related characteristics. It involves actions or policies that downside, isolate, or marginalize employees due to the fact that of their racial background, typically causing a hostile or uncomfortable work environment-for instance, biased employing practices, unequal pay, rejection of promos, offensive remarks, or exclusion from chances.

Religious Discrimination

When workers are unfairly treated based on their religions or practices-it takes place when an employer takes unfavorable actions versus an employee, such as hiring, firing, promotion, or project choices, since of their spiritual affiliation or job observances.

National Origin Discrimination

This type of discrimination breaks equivalent work chance laws and can manifest through numerous actions, such as unfavorable job projects, job unequal pay, comments, or rejection of chances due to an individual’s country of origin, ethnic culture, accent, or perceived citizenship.

Wrongful Termination

Wrongful termination is when a company ends an employee’s employment in violation of employment laws, employment agreement, or public law.

Workplace Retaliation

Adverse actions taken by companies against workers who participate in secured activities, such as reporting discrimination, harassment, unlawful practices, or participating in investigations. These retaliatory actions can include termination, demotion, decreased hours, negative performance evaluations, or other forms of mistreatment.