Los Angeles Employment Lawyers

The types of cases we manage extend beyond traditional work concerns and include locations like realty and construction lawsuits. We typically assist in cases where work law intersects with realty and building matters. For example:

Construction-Related Employment Issues: These cases might include disputes over employment contracts for building and construction employees, wage and hour infractions in the building market, workplace security concerns, or wrongful termination.
Real Estate Development and Employment Law: In cases where property developers or business are included in projects that need hiring and handling a workforce, work lawyers with experience in realty can help navigate issues associated with contracts, labor law compliance, and staff member relations within the context of realty advancement.

When disputes emerge in property or construction transactions, our group of Los Angeles work attorneys have considerable experience litigating those problems.

Kinds Of Los Angeles Employment Law Cases

We all deserve to operate in an environment devoid of discrimination and harassment. Unfortunately, the substantial number of grievances of discrimination and that are filed every year proves this is still a huge issue. At Yadegar, Minoofar & Soleymani LLP (YMS), we represent workers against their employers in matters where the staff member has been a victim of:

Workplace Harassment

Workplace harassment refers to any undesirable or offensive habits, comments, actions, employment or carry out directed at a worker based upon secured qualities such as age, sex, race, religion, employment nationwide origin, disability, or color. This behavior produces a hostile or intimidating work environment, interfering with the individual’s capability to perform their task efficiently.

Unwanted sexual advances

Any unwanted and improper habits of a sexual nature that happens within a professional environment. It encompasses actions such as unwanted advances, remarks, requests for sexual favors, or employment other spoken or physical conduct that develops an unpleasant, hostile, or challenging environment for the sexual harassment victim.

Pregnancy Discrimination

The unjust treatment of staff members based on their pregnancy, childbirth, or related medical conditions. This kind of pregnancy discrimination can manifest as rejection to work with or promote pregnant people, wrongful termination due to pregnancy, rejection of sensible accommodations for pregnancy-related requirements, etc.

Disability Discrimination

Disability discrimination is the unreasonable treatment of employees or task candidates based on their disability or perceived impairment. This kind of discrimination breaches the essential principle that people with disabilities ought to have equal opportunities in work.

Racial Discrimination

The unjust treatment of people based on race, ethnic culture, or associated attributes. It involves actions or policies that disadvantage, isolate, or marginalize workers since of their racial background, typically causing a hostile or unpleasant work environment-for circumstances, employment prejudiced hiring practices, unequal pay, denial of promos, employment offending remarks, or exemption from opportunities.

Religious Discrimination

When staff members are unfairly dealt with based upon their faiths or practices-it happens when an employer takes unfavorable actions versus a worker, such as employing, firing, promo, or project decisions, employment since of their spiritual association or observances.

National Origin Discrimination

This kind of discrimination violates equivalent job opportunity laws and can manifest through numerous actions, such as undesirable job tasks, unequal pay, bad comments, or denial of chances due to an individual’s nation of origin, ethnicity, accent, or viewed nationality.

Wrongful Termination

Wrongful termination is when a company ends a staff member’s employment in violation of employment laws, employment work agreements, or public policy.

Workplace Retaliation

Adverse actions taken by companies against employees who take part in protected activities, such as reporting discrimination, harassment, prohibited practices, or participating in examinations. These vindictive actions can include termination, demotion, decreased hours, negative efficiency examinations, or other forms of mistreatment.