Los Angeles Employment Lawyers

The types of cases we manage extend beyond conventional work issues and include areas like realty and job building lawsuits. We frequently assist in cases where employment law intersects with genuine estate and building matters. For instance:

Construction-Related Employment Issues: These cases may include disputes over employment contracts for building and construction workers, job wage and hour offenses in the building industry, work environment security concerns, or wrongful termination.
Realty Development and Employment Law: In cases where property designers or business are involved in projects that need hiring and managing a labor force, work attorneys with experience in realty can assist browse problems associated with agreements, labor law compliance, and worker relations within the context of realty advancement.

When disputes develop in property or building transactions, our group of Los Angeles work attorneys have considerable experience prosecuting those issues.

Types of Los Angeles Employment Law Cases

All of us are worthy of to operate in an environment devoid of discrimination and harassment. Unfortunately, the substantial variety of complaints of discrimination and harassment that are filed every year shows this is still a big issue. At Yadegar, Minoofar & Soleymani LLP (YMS), we represent workers against their companies in matters where the employee has been a victim of:

Workplace Harassment

Workplace harassment refers to any unwelcome or offending behavior, remarks, actions, or perform directed at a staff member based on safeguarded characteristics such as age, sex, race, religion, nationwide origin, impairment, or color. This behavior creates a hostile or challenging workplace, interfering with the individual’s capability to perform their job effectively.

Unwanted sexual advances

Any unwanted and improper behavior of a sexual nature that takes place within a professional environment. It encompasses actions such as undesirable advances, remarks, demands for sexual favors, or other spoken or physical conduct that produces an unpleasant, hostile, or intimidating environment for the unwanted sexual advances victim.

Pregnancy Discrimination

The unfair treatment of employees based on their pregnancy, childbirth, or associated medical conditions. This type of pregnancy discrimination can manifest as rejection to hire or promote pregnant individuals, wrongful termination due to pregnancy, denial of reasonable lodgings for pregnancy-related needs, and so on.

Disability Discrimination

Disability discrimination is the unfair treatment of staff members or job applicants based upon their impairment or perceived impairment. This type of discrimination violates the fundamental principle that people with disabilities must have level playing fields in work.

Racial Discrimination

The unreasonable treatment of individuals based on race, ethnic culture, or associated qualities. It involves actions or policies that downside, isolate, or marginalize employees since of their racial background, often resulting in a hostile or uncomfortable work environment-for circumstances, biased employing practices, unequal pay, denial of promotions, offending remarks, job or exclusion from opportunities.

Religious Discrimination

When staff members are based upon their religions or job practices-it takes place when an employer takes adverse actions against an employee, such as employing, firing, promo, job or project choices, because of their spiritual association or observances.

National Origin Discrimination

This kind of discrimination violates equal work chance laws and can manifest through various actions, such as unfavorable task tasks, unequal pay, bad comments, or rejection of chances due to a person’s native land, ethnic background, accent, or viewed nationality.

Wrongful Termination

Wrongful termination is when a company ends an employee’s work in infraction of work laws, employment agreement, or public policy.

Workplace Retaliation

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