Los Angeles Employment Lawyers

The kinds of cases we deal with extend beyond standard employment issues and consist of locations like realty and building litigation. We frequently help in cases where work law intersects with real estate and building matters. For instance:

Construction-Related Employment Issues: These cases might include disputes over employment agreement for construction workers, wage and employment hour infractions in the construction market, work environment safety concerns, or wrongful termination.
Realty Development and Employment Law: In cases where property developers or companies are associated with jobs that require hiring and managing a workforce, work legal representatives with experience in realty can assist browse issues associated with agreements, labor law compliance, and employment employee relations within the context of property advancement.

When conflicts develop in property or building deals, our group of Los Angeles employment lawyers have substantial experience prosecuting those problems.

Types of Los Angeles Employment Law Cases

All of us are worthy of to work in an environment without discrimination and harassment. Unfortunately, the substantial variety of problems of discrimination and harassment that are submitted every year shows this is still a huge 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, remarks, actions, or perform directed at an employee based on safeguarded characteristics such as age, sex, race, faith, nationwide origin, disability, or color. This habits develops a hostile or intimidating work environment, disrupting the person’s capability to perform their task successfully.

Unwanted sexual advances

Any unwelcome and employment improper behavior of a sexual nature that occurs within an expert environment. It encompasses actions such as undesirable advances, comments, ask for sexual favors, or other verbal or physical conduct that creates an unpleasant, hostile, or intimidating atmosphere for the unwanted sexual advances victim.

Pregnancy Discrimination

The unjust treatment of workers based on their pregnancy, employment childbirth, or associated medical conditions. This kind of pregnancy discrimination can manifest as rejection to work with or promote pregnant people, wrongful termination due to pregnancy, denial of reasonable lodgings for pregnancy-related needs, etc.

Disability Discrimination

Disability discrimination is the unfair treatment of staff members or job applicants based upon their special needs or perceived special needs. This kind of discrimination breaches the essential concept that people with impairments should have equivalent chances in employment.

Racial Discrimination

The unreasonable treatment of individuals based on race, ethnic culture, or related qualities. It includes actions or policies that disadvantage, isolate, or marginalize employees since of their racial background, often leading to a hostile or uncomfortable work environment-for circumstances, biased working with practices, unequal pay, denial of promos, offensive remarks, or exemption from chances.

Religious Discrimination

When staff members are unfairly dealt with based upon their faiths or practices-it occurs when a company takes unfavorable actions versus an employee, such as working with, shooting, promo, or project choices, since of their religious affiliation or observances.

National Origin Discrimination

This kind of discrimination breaks equivalent job opportunity laws and can manifest through numerous actions, such as unfavorable job projects, unequal pay, derogatory remarks, or denial of chances due to a person’s native land, ethnicity, accent, or viewed citizenship.

Wrongful Termination

Wrongful termination is when a company terminates an employee’s employment in of employment laws, employment agreement, or public law.

Workplace Retaliation

Adverse actions taken by companies against staff members who take part in secured activities, such as reporting discrimination, harassment, prohibited practices, or taking part in examinations. These vindictive actions can include termination, employment demotion, decreased hours, unfavorable performance assessments, or employment other forms of mistreatment.