Los Angeles Employment Lawyers

The kinds of cases we handle extend beyond traditional employment concerns and include areas like property and building and construction lawsuits. We frequently help in cases where employment law intersects with genuine estate and construction matters. For instance:

Construction-Related Employment Issues: These cases may involve disputes over work contracts for building employees, wage and hour infractions in the construction market, work environment safety issues, or wrongful termination.
Realty Development and Employment Law: In cases where genuine estate designers or companies are included in tasks that require hiring and handling a workforce, employment legal representatives with experience in realty can help navigate problems related to contracts, labor law compliance, and staff member relations within the context of genuine estate advancement.

When disputes arise in real estate or building deals, our group of Los Angeles employment lawyers have substantial experience litigating those problems.

Kinds Of Los Angeles Employment Law Cases

All of us deserve to work in an environment complimentary of 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 versus their employers in matters where the employee has actually been a victim of:

Workplace Harassment

Workplace harassment refers to any unwelcome or offending behavior, comments, actions, or conduct directed at an employee based on secured characteristics such as age, sex, race, religion, national origin, impairment, or color. This habits develops a hostile or intimidating workplace, employment interfering with the person’s capability to perform their job effectively.

Unwanted sexual advances

Any undesirable and inappropriate habits of a sexual nature that occurs within an expert environment. It encompasses actions such as unwanted advances, remarks, requests for sexual favors, or employment other verbal or physical conduct that produces an uneasy, hostile, or intimidating atmosphere for the sexual harassment victim.

Pregnancy Discrimination

The unjust treatment of workers based upon their pregnancy, childbirth, or related medical conditions. This kind of pregnancy discrimination can manifest as refusal to work with or promote pregnant individuals, wrongful termination due to pregnancy, rejection of affordable accommodations for pregnancy-related requirements, and so on.

Disability Discrimination

Disability discrimination is the unreasonable treatment of workers or task applicants based on their disability or perceived impairment. This kind of discrimination breaks the fundamental principle that people with impairments must have level playing fields in employment.

Racial Discrimination

The unfair treatment of people based on race, ethnicity, or related characteristics. It includes actions or policies that downside, isolate, or marginalize employees due to the fact that of their racial background, often causing a hostile or uneasy work circumstances, employment biased working with practices, unequal pay, denial of promos, offensive remarks, or exemption from chances.

Religious Discrimination

When employees are unjustly dealt with based on their religious beliefs or practices-it happens when an employer takes unfavorable actions versus an employee, such as hiring, firing, promotion, or assignment choices, since of their spiritual association or observances.

National Origin Discrimination

This kind of discrimination violates equivalent work chance laws and can manifest through various actions, such as unfavorable task assignments, unequal pay, bad remarks, or rejection of chances due to a person’s native land, ethnicity, accent, or perceived nationality.

Wrongful Termination

Wrongful termination is when an employer ends a worker’s work in offense of work laws, employment agreements, or employment public law.

Workplace Retaliation

Adverse actions taken by companies versus staff members who take part in safeguarded activities, such as reporting discrimination, harassment, illegal practices, or taking part in investigations. These retaliatory actions can include termination, demotion, decreased hours, negative efficiency examinations, or other forms of mistreatment.