The types of cases we manage extend beyond traditional work issues and consist of areas like real estate and construction lawsuits. We often assist in cases where employment law intersects with genuine estate and building and construction matters. For instance:

Construction-Related Employment Issues: These cases might involve conflicts over employment agreement for building workers, wage and hour violations in the building industry, work environment security issues, or wrongful termination. Realty Development and Employment Law: In cases where realty designers or companies are associated with projects that require hiring and managing a labor force, employment attorneys with experience in property can help navigate concerns related to contracts, labor law compliance, and staff member relations within the context of realty advancement.

When conflicts emerge in property or building and construction deals, our group of Los Angeles work lawyers have significant experience prosecuting those concerns.

Types of Los Angeles Employment Law Cases

We all deserve to operate in an environment complimentary of discrimination and harassment. Unfortunately, the considerable number of complaints of discrimination and harassment that are filed every year shows this is still a big problem. At Yadegar, Minoofar & Soleymani LLP (YMS), we represent workers versus their companies in matters where the worker has been a victim of:

Workplace Harassment

Workplace harassment refers to any unwelcome or offensive behavior, remarks, actions, or carry out directed at an employee based upon secured characteristics such as age, sex, race, religion, national origin, special needs, or color. This behavior develops a hostile or challenging work environment, disrupting the person's ability to perform their task successfully.

Unwanted sexual advances

Any unwelcome and improper habits of a sexual nature that occurs within a professional environment. It includes actions such as unwanted advances, comments, demands for sexual favors, or other verbal or physical conduct that produces an uncomfortable, hostile, or intimidating environment for the sexual harassment victim.

Pregnancy Discrimination

The unfair treatment of staff members based upon their pregnancy, childbirth, or associated medical conditions. This kind of pregnancy discrimination can manifest as refusal to work with or promote pregnant people, wrongful termination due to pregnancy, denial of affordable accommodations for pregnancy-related needs, and so on.

Disability Discrimination

Disability discrimination is the unfair treatment of employees or job applicants based upon their disability or perceived disability. This kind of discrimination breaches the essential principle that people with impairments must have equal chances in work.

Racial Discrimination

The unjust treatment of people based on race, ethnicity, or related characteristics. It involves actions or policies that disadvantage, isolate, or marginalize employees due to the fact that of their racial background, frequently resulting in a hostile or uncomfortable work environment-for instance, biased working with practices, unequal pay, rejection of promotions, offensive remarks, or exemption from chances.

Religious Discrimination

When staff members are unjustly treated based on their spiritual beliefs or employment practices-it happens when a company takes adverse actions versus an employee, such as employing, shooting, promotion, or assignment decisions, due to the fact that of their spiritual affiliation or observances.

National Origin Discrimination

This kind of discrimination breaches equal laws and can manifest through numerous actions, such as unfavorable job tasks, unequal pay, employment bad comments, or rejection of opportunities due to an individual's native land, ethnic background, accent, or perceived citizenship.

Wrongful Termination

Wrongful termination is when an employer terminates a worker's employment in offense of employment laws, employment agreement, or public policy.

Workplace Retaliation

Adverse actions taken by companies against employees who engage in protected activities, such as reporting discrimination, harassment, unlawful practices, or taking part in examinations. These vindictive actions can consist of termination, demotion, minimized hours, unfavorable efficiency evaluations, or other types of mistreatment.