The kinds of cases we manage extend beyond conventional work problems and include areas like property and construction litigation. We often assist in cases where work law intersects with realty and building matters. For example:

Construction-Related Employment Issues: These cases may include conflicts over employment contracts for building and construction employees, wage and hour violations in the building market, office security concerns, or wrongful termination. Real Estate Development and Employment Law: In cases where genuine estate designers or companies are associated with jobs that need hiring and handling a workforce, employment legal representatives with experience in realty can assist browse issues related to contracts, labor law compliance, and staff member relations within the context of property advancement.

When disputes develop in property or construction transactions, our group of Los Angeles work attorneys have significant experience litigating those concerns.

Types of Los Angeles Employment Law Cases

All of us deserve to operate in an environment devoid of discrimination and harassment. Unfortunately, the substantial variety of grievances of discrimination and harassment that are filed 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 employee has been a victim of:

Workplace Harassment

Workplace harassment describes any unwanted or offensive habits, remarks, actions, or perform directed at a staff member based on secured characteristics such as age, sex, race, religious beliefs, national origin, impairment, or color. This behavior produces a hostile or challenging work environment, hindering the individual's ability to perform their job efficiently.

sexual advances

Any unwanted and inappropriate habits of a sexual nature that takes place within a professional environment. It includes actions such as unwanted advances, comments, demands for sexual favors, or other verbal or physical conduct that produces an uneasy, hostile, or wiki.eqoarevival.com intimidating environment for the unwanted sexual advances victim.

Pregnancy Discrimination

The unfair treatment of workers based upon their pregnancy, giving birth, or related medical conditions. This kind of pregnancy discrimination can manifest as refusal to hire or promote pregnant people, wrongful termination due to pregnancy, denial of sensible accommodations for pregnancy-related requirements, and so on.

Disability Discrimination

Disability discrimination is the unfair treatment of workers or job candidates based on their impairment or viewed impairment. This type of discrimination breaks the essential principle that individuals with impairments need to have level playing fields in employment.

Racial Discrimination

The unreasonable treatment of individuals based on race, ethnicity, or associated characteristics. It includes actions or policies that downside, isolate, or marginalize employees due to the fact that of their racial background, frequently causing a hostile or uncomfortable work environment-for circumstances, biased hiring practices, unequal pay, denial of promos, offending remarks, or exemption from opportunities.

Religious Discrimination

When employees are unjustly dealt with based upon their faiths or practices-it occurs when a company takes unfavorable actions versus a staff member, such as hiring, shooting, promotion, or assignment decisions, because of their spiritual affiliation or observances.

National Origin Discrimination

This kind of discrimination breaches equivalent employment opportunity laws and can manifest through various actions, such as undesirable job tasks, unequal pay, negative comments, or rejection of opportunities due to a person's native land, ethnic culture, accent, or viewed nationality.

Wrongful Termination

Wrongful termination is when a company ends a staff member's work in infraction of work laws, work contracts, or public policy.

Workplace Retaliation

Adverse actions taken by employers against employees who engage in secured activities, such as reporting discrimination, harassment, prohibited practices, or participating in investigations. These retaliatory actions can include termination, demotion, lowered hours, negative efficiency assessments, or other forms of mistreatment.