Los Angeles Employment Lawyers

The types of cases we deal with extend beyond standard employment issues and consist of locations like genuine estate and building lawsuits. We often help in cases where work law intersects with realty and construction matters. For example:

Construction-Related Employment Issues: These cases might include disagreements over employment agreement for construction employees, wage and hour infractions in the building industry, workplace safety concerns, or wrongful termination.
Realty Development and Employment Law: In cases where realty designers or business are associated with projects that need hiring and managing a workforce, work legal representatives with experience in property can assist browse problems associated with contracts, labor law compliance, and worker relations within the context of realty development.

When disagreements emerge in property or building deals, our team of Los Angeles work lawyers have significant experience prosecuting those concerns.

Types of Los Angeles Employment Law Cases

We all are worthy of to operate in an environment totally free of discrimination and harassment. Unfortunately, the significant variety of complaints of discrimination and harassment that are submitted every year proves this is still a big issue. At Yadegar, Minoofar & Soleymani LLP (YMS), we represent staff members versus their companies in matters where the employee has actually been a victim of:

Workplace Harassment

Workplace harassment describes any unwelcome or offending habits, comments, actions, or conduct directed at a staff member based upon safeguarded qualities such as age, sex, race, religion, nationwide origin, special needs, or color. This behavior develops a hostile or intimidating workplace, disrupting the individual’s ability to perform their job effectively.

Sexual Harassment

Any undesirable and of a sexual nature that occurs within a professional environment. It incorporates actions such as undesirable advances, remarks, ask for sexual favors, or other spoken or physical conduct that creates an uneasy, hostile, or challenging atmosphere for the sexual harassment victim.

Pregnancy Discrimination

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

Disability Discrimination

Disability discrimination is the unjust treatment of workers or job candidates based upon their disability or viewed impairment. This type of discrimination breaches the basic principle that people with specials needs should have level playing fields in work.

Racial Discrimination

The unreasonable treatment of individuals based on race, ethnic background, or associated characteristics. It includes actions or policies that disadvantage, isolate, or employment marginalize workers because of their racial background, typically causing a hostile or unpleasant work environment-for circumstances, prejudiced hiring practices, unequal pay, rejection of promotions, offensive remarks, or exclusion from opportunities.

Religious Discrimination

When employees are unfairly treated based on their faiths or practices-it happens when a company takes adverse actions against a staff member, such as working with, firing, promo, or task choices, due to the fact that of their spiritual affiliation or observances.

National Origin Discrimination

This kind of discrimination breaches equivalent work chance laws and can manifest through different actions, such as unfavorable task assignments, unequal pay, negative comments, or denial of chances due to a person’s native land, ethnicity, employment accent, or perceived nationality.

Wrongful Termination

Wrongful termination is when a company terminates a worker’s employment in infraction of work laws, employment contracts, or public policy.

Workplace Retaliation

Adverse actions taken by employers against workers who engage in safeguarded activities, such as reporting discrimination, harassment, unlawful practices, or taking part in investigations. These retaliatory actions can include termination, demotion, reduced hours, unfavorable performance evaluations, or other forms of mistreatment.