The types of cases we handle extend beyond traditional employment concerns and consist of locations like real estate and construction litigation. We often help in cases where work law intersects with realty and building matters. For example:

Construction-Related Employment Issues: These cases may include conflicts over employment agreement for building and construction employees, wage and hour violations in the building market, workplace safety concerns, or wrongful termination. Realty Development and Employment Law: In cases where genuine estate developers or are associated with jobs that need hiring and managing a workforce, employment legal representatives with experience in real estate can assist browse problems connected to agreements, labor law compliance, and employee relations within the context of genuine estate development.

When disagreements develop in real estate or building and construction transactions, our group of Los Angeles employment attorneys have significant experience litigating those issues.

Kinds Of Los Angeles Employment Law Cases

All of us deserve to operate in an environment devoid of discrimination and harassment. Unfortunately, the substantial number of complaints of discrimination and harassment that are submitted 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 worker has actually been a victim of:

Workplace Harassment

Workplace harassment refers to any unwanted or offending habits, remarks, actions, or carry out directed at a worker based on protected qualities such as age, sex, race, religion, national origin, special needs, or color. This habits develops a hostile or intimidating workplace, disrupting the individual's capability to perform their task effectively.

Sexual Harassment

Any unwanted and unsuitable habits of a sexual nature that takes place within a professional environment. It incorporates actions such as unwanted advances, remarks, demands for sexual favors, or other spoken or physical conduct that develops an unpleasant, hostile, or challenging atmosphere for the sexual harassment victim.

Pregnancy Discrimination

The unjustified treatment of employees based upon their pregnancy, giving birth, or related medical conditions. This kind of pregnancy discrimination can manifest as rejection to hire or promote pregnant people, wrongful termination due to pregnancy, rejection of affordable accommodations for pregnancy-related requirements, and so on.

Disability Discrimination

Disability discrimination is the unreasonable treatment of workers or task candidates based on their special needs or perceived impairment. This type of discrimination breaks the essential principle that individuals with specials needs must have level playing fields in employment.

Racial Discrimination

The unfair treatment of people based upon race, ethnicity, or related characteristics. It involves actions or policies that drawback, isolate, or marginalize employees because of their racial background, typically leading to a hostile or uneasy work environment-for instance, biased working with practices, unequal pay, rejection of promos, offensive remarks, or exemption from chances.

Religious Discrimination

When staff members are unfairly treated based on their faiths or practices-it happens when an employer takes adverse actions against a staff member, such as employing, shooting, promo, or task decisions, due to the fact that of their spiritual association or observances.

National Origin Discrimination

This kind of discrimination breaches equivalent job opportunity laws and can manifest through different actions, such as unfavorable job assignments, unequal pay, negative comments, or denial of chances due to a person's native land, ethnic culture, accent, or perceived citizenship.

Wrongful Termination

Wrongful termination is when a company ends a worker's employment in infraction of employment laws, employment agreement, or employment public law.

Workplace Retaliation

Adverse actions taken by companies versus workers who participate in protected activities, such as reporting discrimination, harassment, illegal practices, or getting involved in examinations. These vindictive actions can consist of termination, demotion, minimized hours, unfavorable performance examinations, or other forms of mistreatment.