The kinds of cases we deal with extend beyond conventional employment problems and consist of areas like real estate and building lawsuits. We typically help in cases where employment law intersects with real estate and construction matters. For example:

Construction-Related Employment Issues: These cases might include conflicts over work agreements for construction employees, wage and hour violations in the building and construction industry, workplace security issues, or wrongful termination. Real Estate Development and Employment Law: In cases where real estate designers or companies are involved in tasks that require hiring and managing a workforce, employment attorneys with experience in real estate can assist browse concerns related to contracts, labor law compliance, and worker relations within the context of realty development.

When disagreements emerge in genuine estate or construction transactions, our team of Los Angeles employment attorneys have considerable experience litigating those concerns.

Types of Los Angeles Employment Law Cases

All of us should have to work in an environment without discrimination and harassment. Unfortunately, the substantial variety of problems of discrimination and harassment that are filed every year proves this is still a huge problem. At Yadegar, Minoofar & Soleymani LLP (YMS), we represent workers against their companies in matters where the worker has been a victim of:

Workplace Harassment

Workplace harassment refers to any unwelcome or offending behavior, remarks, actions, or conduct directed at an employee based upon secured qualities such as age, sex, race, religious beliefs, nationwide origin, impairment, or job color. This behavior produces a hostile or challenging workplace, interfering with the person's ability to perform their job efficiently.

Unwanted sexual advances

Any unwelcome and inappropriate habits of a sexual nature that takes place within an expert environment. It includes actions such as undesirable advances, remarks, ask for Job sexual favors, or other verbal or physical conduct that creates an uneasy, hostile, or intimidating environment for the unwanted sexual advances victim.

Pregnancy Discrimination

The unfair treatment of employees based on their pregnancy, giving birth, or related medical conditions. This type of pregnancy discrimination can manifest as refusal to work with or promote pregnant individuals, wrongful termination due to pregnancy, of sensible accommodations for pregnancy-related needs, etc.

Disability Discrimination

Disability discrimination is the unfair treatment of staff members or job applicants based upon their special needs or viewed disability. This type of discrimination breaks the fundamental concept that people with impairments ought to have equivalent opportunities in work.

Racial Discrimination

The unfair treatment of individuals based upon race, ethnicity, or related characteristics. It includes actions or policies that disadvantage, isolate, or marginalize employees since of their racial background, frequently causing a hostile or uncomfortable work environment-for circumstances, biased employing practices, unequal pay, rejection of promos, offending remarks, or exclusion from opportunities.

Religious Discrimination

When staff members are unfairly dealt with based on their faiths or practices-it takes place when a company takes unfavorable actions versus an employee, such as working with, shooting, promo, or project choices, due to the fact that of their spiritual association or observances.

National Origin Discrimination

This kind of discrimination breaches equivalent work opportunity laws and can manifest through different actions, such as unfavorable job tasks, unequal pay, bad remarks, or denial of chances due to an individual's native land, ethnic culture, accent, or viewed nationality.

Wrongful Termination

Wrongful termination is when an employer ends a worker's employment in violation of work laws, employment agreement, or public law.

Workplace Retaliation

Adverse actions taken by companies against staff members who engage in protected activities, such as reporting discrimination, harassment, illegal practices, or taking part in examinations. These vindictive actions can include termination, job demotion, minimized hours, unfavorable efficiency examinations, or other forms of mistreatment.