Los Angeles Employment Lawyers

The types of cases we manage extend beyond conventional employment issues and consist of areas like property and construction lawsuits. We typically assist in cases where employment law intersects with real estate and construction matters. For instance:

Construction-Related Employment Issues: These cases may include conflicts over employment agreement for building employees, wage and hour infractions in the construction market, workplace safety concerns, or wrongful termination.
Property Development and Employment Law: In cases where property designers or business are included in jobs that need hiring and handling a workforce, employment attorneys with experience in realty can assist navigate concerns associated with agreements, labor law compliance, and staff member relations within the context of realty development.

When conflicts occur in genuine estate or building and construction deals, our team of Los Angeles employment attorneys have significant experience litigating those issues.

Types of Los Angeles Employment Law Cases

All of us deserve to work in an environment devoid of discrimination and harassment. Unfortunately, the substantial number of problems of discrimination and harassment that are submitted every year shows this is still a big problem. At Yadegar, Minoofar & Soleymani LLP (YMS), we represent employees against their companies in matters where the worker has actually been a victim of:

Workplace Harassment

Workplace harassment describes any unwelcome or offending habits, remarks, actions, or conduct directed at an employee based on safeguarded characteristics such as age, sex, race, religious beliefs, nationwide origin, impairment, or color. This habits develops a hostile or intimidating workplace, disrupting the individual’s ability to perform their job efficiently.

Unwanted sexual advances

Any unwelcome and improper habits of a sexual nature that takes place within a professional environment. It includes actions such as undesirable advances, comments, demands for sexual favors, or other verbal or physical conduct that creates an uncomfortable, hostile, or intimidating environment for the sexual harassment victim.

Pregnancy Discrimination

The unjustified treatment of employees based on their pregnancy, childbirth, or associated medical conditions. This type of pregnancy discrimination can manifest as refusal to work with or promote pregnant individuals, wrongful termination due to pregnancy, rejection of sensible lodgings for employment pregnancy-related requirements, etc.

Disability Discrimination

Disability discrimination is the unjust treatment of employees or job candidates based on their disability or perceived special needs. This type of discrimination violates the basic principle that people with impairments ought to have level playing fields in work.

Racial Discrimination

The unjust treatment of people based upon race, ethnicity, or associated attributes. It includes actions or policies that drawback, isolate, or marginalize workers since of their racial background, frequently causing a hostile or uneasy work environment-for instance, prejudiced working with practices, unequal pay, rejection of promos, offending remarks, or exemption from chances.

Religious Discrimination

When staff members are with based upon their faiths or practices-it takes place when an employer takes negative actions against a worker, such as employing, firing, promo, or task choices, because of their religious association or observances.

National Origin Discrimination

This kind of discrimination violates equivalent job opportunity laws and can manifest through numerous actions, such as undesirable job tasks, unequal pay, derogatory remarks, or rejection of opportunities due to a person’s nation of origin, ethnic culture, accent, or perceived citizenship.

Wrongful Termination

Wrongful termination is when an employer terminates a staff member’s work in offense of employment laws, employment agreement, or public law.

Workplace Retaliation

Adverse actions taken by employers against staff members who engage in protected activities, employment such as reporting discrimination, harassment, illegal practices, or taking part in examinations. These vindictive actions can include termination, demotion, lowered hours, unfavorable efficiency examinations, or other kinds of mistreatment.