The types of cases we manage extend beyond conventional employment concerns and include areas like genuine estate and building and construction lawsuits. We frequently help in cases where work law intersects with realty and building matters. For example:

Construction-Related Employment Issues: These cases may include conflicts over work agreements for building and construction workers, wage and hour infractions in the building industry, office security issues, or wrongful termination. Realty Development and Employment Law: In cases where realty developers or business are included in tasks that require hiring and handling a workforce, employment attorneys with experience in realty can help navigate problems associated with contracts, job labor law compliance, and staff member relations within the context of realty advancement.

When conflicts arise in property or building and construction deals, our group of Los Angeles work lawyers have substantial experience litigating those issues.

Types of Los Angeles Employment Law Cases

All of us should have to operate in an environment without discrimination and harassment. Unfortunately, the significant variety of problems of discrimination and harassment that are submitted every year proves this is still a huge issue. At Yadegar, Minoofar & Soleymani LLP (YMS), we represent employees against their employers in matters where the worker has been a victim of:

Workplace Harassment

Workplace harassment describes any undesirable or offensive behavior, comments, actions, or carry out directed at an employee based on protected qualities such as age, sex, race, faith, national origin, disability, or color. This behavior creates a hostile or challenging workplace, interfering with the person's capability to perform their job successfully.

Sexual Harassment

Any unwanted and unsuitable behavior of a sexual nature that takes place within a professional environment. It incorporates actions such as unwanted advances, comments, ask for sexual favors, or other spoken or physical conduct that produces an uncomfortable, hostile, or challenging environment for the unwanted sexual advances victim.

Pregnancy Discrimination

The unjust treatment of staff members based upon their pregnancy, giving birth, or job associated medical conditions. This kind of pregnancy discrimination can manifest as rejection to work with or promote pregnant individuals, wrongful termination due to pregnancy, denial of affordable accommodations for pregnancy-related requirements, and so on.

Disability Discrimination

Disability discrimination is the unreasonable treatment of workers or task candidates based upon their impairment or viewed impairment. This type of discrimination violates the essential principle that people with specials needs should have level playing fields in employment.

Racial Discrimination

The unfair treatment of people based upon race, ethnic background, or related attributes. It includes actions or policies that downside, isolate, or marginalize staff members since of their racial background, job typically resulting in a hostile or unpleasant work environment-for instance, biased employing practices, unequal pay, rejection of promotions, offending remarks, or exemption from opportunities.

Religious Discrimination

When employees are with based on their spiritual beliefs or practices-it takes place when a company takes adverse actions against a worker, such as employing, shooting, promotion, or task decisions, because of their religious association or observances.

National Origin Discrimination

This kind of discrimination breaks equivalent job opportunity laws and can manifest through various actions, such as unfavorable job assignments, unequal pay, negative remarks, or denial of chances due to a person's country of origin, ethnicity, accent, or viewed citizenship.

Wrongful Termination

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

Workplace Retaliation

Adverse actions taken by companies against staff members who take part in secured activities, such as reporting discrimination, harassment, unlawful practices, or getting involved in examinations. These retaliatory actions can consist of termination, demotion, minimized hours, unfavorable performance evaluations, or other kinds of mistreatment.