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The types of cases we manage extend beyond conventional work concerns and include areas like property and building and construction litigation. We typically assist in cases where employment law intersects with realty and construction matters. For instance:

Construction-Related Employment Issues: These cases might involve conflicts over employment contracts for building workers, wage and hour offenses in the building and construction market, office security issues, or wrongful termination. Realty Development and Employment Law: In cases where realty developers or business are involved in projects that require hiring and managing a workforce, work lawyers with experience in property can help navigate issues related to agreements, job labor law compliance, and employee relations within the context of realty advancement.

When disputes emerge in property or building and construction transactions, our group of Los Angeles employment lawyers have considerable experience litigating those problems.

Types of Los Angeles Employment Law Cases

We all should have to operate in an environment devoid of discrimination and harassment. Unfortunately, the substantial number of problems of discrimination and harassment that are submitted every year proves this is still a huge problem. At Yadegar, Minoofar & Soleymani LLP (YMS), we represent staff members versus their companies in matters where the worker has been a victim of:

Workplace Harassment

Workplace harassment describes any undesirable or offending habits, remarks, actions, or perform directed at a worker based on safeguarded qualities such as age, sex, race, religion, nationwide origin, job special needs, or color. This behavior develops a hostile or intimidating workplace, interfering with the person's capability to perform their job effectively.

Sexual Harassment

Any unwelcome and improper habits of a sexual nature that occurs within a professional environment. It encompasses actions such as undesirable advances, comments, demands for sexual favors, or other spoken or physical conduct that develops an unpleasant, hostile, job or intimidating environment for the unwanted sexual advances victim.

Pregnancy Discrimination

The unjustified treatment of employees based on their pregnancy, giving birth, or related medical conditions. This type of pregnancy discrimination can manifest as rejection to hire or promote pregnant people, wrongful termination due to pregnancy, denial of sensible accommodations 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 job perceived impairment. This kind of discrimination breaches the fundamental concept that people with impairments need to have equivalent chances in employment.

Racial Discrimination

The unfair treatment of individuals based on race, ethnic background, or related characteristics. It involves actions or policies that drawback, isolate, or marginalize staff members since of their racial background, frequently resulting in a hostile or unpleasant work environment-for circumstances, biased employing practices, unequal pay, denial of promos, offensive remarks, or from opportunities.

Religious Discrimination

When workers are unfairly dealt with based on their religions or practices-it occurs when an employer takes negative actions versus a worker, such as employing, shooting, promotion, or project choices, due to the fact that of their religious association or job observances.

National Origin Discrimination

This type of discrimination breaches equivalent job opportunity laws and can manifest through various actions, such as undesirable task assignments, unequal pay, negative comments, or denial of opportunities due to an individual's country of origin, ethnicity, accent, or viewed citizenship.

Wrongful Termination

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

Workplace Retaliation

Adverse actions taken by companies versus workers who participate in protected activities, such as reporting discrimination, harassment, job prohibited practices, or taking part in examinations. These vindictive actions can include termination, demotion, minimized hours, unfavorable efficiency evaluations, job or other types of mistreatment.