The types of cases we deal with extend beyond conventional work concerns and include areas like realty and building litigation. We frequently help in cases where employment law intersects with genuine estate and building matters. For example:

Employment Issues: These cases might involve conflicts over work contracts for building and construction employees, wage and hour infractions in the building industry, workplace security concerns, or wrongful termination. Realty Development and Employment Law: In cases where realty designers or business are associated with jobs that need hiring and handling a workforce, work lawyers with experience in genuine estate can assist navigate issues associated with agreements, labor law compliance, and employee relations within the context of property development.

When disputes develop in property or building and construction deals, our team of Los Angeles work attorneys have substantial experience litigating those problems.

Types of Los Angeles Employment Law Cases

We all should have to operate in an environment without discrimination and harassment. Unfortunately, the substantial number 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 staff member has actually been a victim of:

Workplace Harassment

Workplace harassment describes any undesirable or offending habits, comments, employment actions, or employment conduct directed at a staff member based on secured qualities such as age, sex, race, faith, nationwide origin, special needs, or color. This habits develops a hostile or intimidating work environment, interfering with the person's capability to perform their task efficiently.

Unwanted sexual advances

Any unwelcome and unsuitable habits of a sexual nature that happens within an expert environment. It includes actions such as undesirable advances, comments, ask for sexual favors, or other spoken or physical conduct that creates an uneasy, hostile, employment or intimidating atmosphere for the sexual harassment victim.

Pregnancy Discrimination

The unjustified treatment of staff members based on their pregnancy, childbirth, or related medical conditions. This type 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 staff members or job candidates based upon their disability or viewed disability. This kind of discrimination breaches the essential principle that people with impairments need to have equivalent chances in employment.

Racial Discrimination

The unreasonable treatment of people based upon race, ethnic background, or related characteristics. It includes actions or policies that downside, isolate, or marginalize staff members because of their racial background, typically causing a hostile or unpleasant work environment-for circumstances, prejudiced hiring practices, unequal pay, denial of promos, offensive remarks, or exclusion from chances.

Religious Discrimination

When staff members are unfairly dealt with based upon their faiths or practices-it takes place when a company takes adverse actions against a staff member, such as employing, shooting, promo, or assignment choices, due to the fact that of their spiritual association or observances.

National Origin Discrimination

This type of discrimination breaks equal job opportunity laws and can manifest through different actions, such as unfavorable task tasks, unequal pay, derogatory remarks, or denial of opportunities due to an individual's country of origin, ethnicity, accent, or perceived nationality.

Wrongful Termination

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

Workplace Retaliation

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