Los Angeles Employment Lawyers

The types of cases we beyond traditional work issues and consist of locations like property and construction litigation. We typically help in cases where employment law intersects with realty and building matters. For example:

Construction-Related Employment Issues: These cases may include disagreements over employment agreements for construction workers, wage and hour infractions in the construction industry, office safety issues, or wrongful termination.
Real Estate Development and Employment Law: In cases where realty designers or companies are associated with tasks that need hiring and employment handling a labor force, work attorneys with experience in property can assist browse problems related to agreements, labor law compliance, and worker relations within the context of realty development.

When disagreements arise in property or construction transactions, our group of Los Angeles work lawyers have considerable experience prosecuting those issues.

Kinds Of Los Angeles Employment Law Cases

All of us should have to operate in an environment devoid of discrimination and harassment. Unfortunately, the significant number of complaints of discrimination and harassment that are filed every year proves this is still a big problem. 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 behavior, comments, actions, or perform directed at a worker based upon secured characteristics such as age, sex, race, faith, nationwide origin, impairment, or color. This behavior creates a hostile or challenging workplace, disrupting the individual’s capability to perform their task successfully.

Unwanted sexual advances

Any undesirable and unsuitable behavior of a sexual nature that occurs within an expert environment. It encompasses actions such as unwanted advances, remarks, ask for sexual favors, or other spoken or employment physical conduct that creates an uneasy, hostile, or intimidating environment for the unwanted sexual advances victim.

Pregnancy Discrimination

The unjustified treatment of staff members based upon their pregnancy, giving birth, or related medical conditions. This kind of pregnancy discrimination can manifest as rejection to work with or promote pregnant individuals, wrongful termination due to pregnancy, denial of sensible accommodations for pregnancy-related requirements, etc.

Disability Discrimination

Disability discrimination is the unfair treatment of employees or job applicants based upon their impairment or viewed impairment. This kind of discrimination violates the fundamental principle that people with disabilities need to have equal opportunities in work.

Racial Discrimination

The unreasonable treatment of individuals based on race, ethnic background, or associated characteristics. It involves actions or policies that disadvantage, isolate, or marginalize staff members since of their racial background, typically leading to a hostile or uncomfortable work environment-for instance, prejudiced working with practices, unequal pay, rejection of promotions, offending remarks, or exemption from chances.

Religious Discrimination

When workers are unjustly treated based upon their faiths or practices-it occurs when an employer takes adverse actions against an employee, such as hiring, shooting, promo, or task choices, due to the fact that of their religious association or observances.

National Origin Discrimination

This kind of discrimination breaches equal job opportunity laws and can manifest through various actions, such as undesirable task tasks, unequal pay, bad remarks, or denial of opportunities due to a person’s native land, ethnicity, accent, or viewed citizenship.

Wrongful Termination

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

Workplace Retaliation

Adverse actions taken by employers versus staff members who take part in secured activities, such as reporting discrimination, harassment, illegal practices, or taking part in investigations. These vindictive actions can consist of termination, demotion, minimized hours, unfavorable performance assessments, or other types of mistreatment.