The kinds of cases we handle extend beyond conventional work issues and consist of locations like realty and building and construction litigation. We often assist in cases where work law intersects with real estate and construction matters. For example:

Construction-Related Employment Issues: These cases might involve conflicts over employment agreement for construction workers, wage and hour violations in the building industry, work environment security concerns, or wrongful termination. Property Development and Employment Law: In cases where genuine estate designers or business are included in jobs that need hiring and handling a workforce, work lawyers with experience in genuine estate can assist navigate issues associated with contracts, labor law compliance, and staff member relations within the context of realty advancement.

When conflicts arise in realty or building transactions, our group of Los Angeles work lawyers have significant experience litigating those problems.

Types of Los Angeles Employment Law Cases

All of us are worthy of to operate in an environment complimentary of discrimination and harassment. Unfortunately, the considerable number of complaints of discrimination and harassment that are submitted every year shows this is still a huge issue. At Yadegar, Minoofar & Soleymani LLP (YMS), we represent staff members against their employers in matters where the staff member has been a victim of:

Workplace Harassment

Workplace harassment describes any unwelcome or offensive behavior, comments, actions, or carry out directed at a staff member based on safeguarded qualities such as age, sex, race, religious beliefs, national origin, disability, or color. This behavior creates a hostile or challenging work environment, hindering the person's capability to perform their task successfully.

Sexual Harassment

Any undesirable and unsuitable habits of a sexual nature that occurs within an expert environment. It incorporates actions such as unwanted advances, remarks, requests for sexual favors, or employment other spoken or physical conduct that creates an uncomfortable, hostile, or challenging atmosphere for the sexual harassment victim.

Pregnancy Discrimination

The unfair treatment of workers based upon their pregnancy, giving birth, or associated medical conditions. This type of pregnancy discrimination can manifest as rejection to hire 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 employees or task candidates based on their disability or viewed special needs. This type of discrimination violates the essential principle that individuals with impairments should have equal opportunities in work.

Racial Discrimination

The unfair treatment of individuals based on race, ethnic background, or associated attributes. It involves actions or policies that disadvantage, isolate, or marginalize workers due to the fact that of their racial background, frequently causing a hostile or uncomfortable work environment-for circumstances, biased employing practices, unequal pay, rejection of promotions, offensive remarks, or exclusion from chances.

Religious Discrimination

When workers are unfairly dealt with based upon their faiths or practices-it occurs when an employer takes negative actions versus an employee, such as working with, firing, promotion, or assignment decisions, due to the fact that of their religious affiliation or observances.

National Origin Discrimination

This kind of discrimination violates equivalent job opportunity laws and can manifest through numerous actions, such as unfavorable task projects, unequal pay, derogatory comments, or denial of chances due to an individual's native land, ethnic culture, accent, or viewed citizenship.

Wrongful Termination

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

Workplace Retaliation

taken by employers versus workers who engage in safeguarded activities, such as reporting discrimination, harassment, unlawful practices, or participating in investigations. These retaliatory actions can include termination, demotion, lowered hours, negative performance assessments, or other forms of mistreatment.