The types of cases we deal with extend beyond conventional employment issues and include areas like genuine estate and building and construction litigation. We typically assist in cases where work law intersects with real estate and construction matters. For instance:

Construction-Related Employment Issues: These cases may involve disputes over work agreements for construction workers, wage and hour offenses in the building industry, office security concerns, or wrongful termination. Real Estate Development and Employment Law: In cases where realty designers or business are associated with projects that need hiring and managing a workforce, employment attorneys with experience in genuine estate can assist navigate issues associated with contracts, labor law compliance, and employee relations within the context of property development.

When disagreements occur in real estate or building and construction deals, our team of Los Angeles work lawyers have substantial experience prosecuting those concerns.

Kinds Of Los Angeles Employment Law Cases

We all deserve to work in an environment without discrimination and harassment. Unfortunately, the significant variety of problems of discrimination and harassment that are submitted every year shows this is still a huge issue. At Yadegar, Minoofar & Soleymani LLP (YMS), we represent workers versus their companies in matters where the worker has actually been a victim of:

Workplace Harassment

Workplace harassment refers to any unwanted or offending habits, remarks, actions, or perform directed at a staff member based on protected qualities such as age, sex, race, religion, nationwide origin, special needs, or color. This behavior develops a hostile or intimidating workplace, interfering with the individual's ability to perform their task effectively.

Unwanted sexual advances

Any unwanted and inappropriate habits of a sexual nature that happens within an expert environment. It includes actions such as unwanted advances, remarks, demands for sexual favors, or other spoken or physical conduct that develops an unpleasant, hostile, or intimidating environment for the sexual harassment victim.

Pregnancy Discrimination

The unjustified treatment of workers based on their pregnancy, giving birth, or associated medical conditions. This type of pregnancy discrimination can manifest as refusal to hire or employment promote pregnant individuals, wrongful termination due to pregnancy, denial of affordable accommodations for pregnancy-related needs, etc.

Disability Discrimination

Disability discrimination is the unfair treatment of staff members or task applicants based upon their impairment or viewed special needs. This type of discrimination breaches the essential concept that people with specials needs must have level playing fields in work.

Racial Discrimination

The unfair treatment of people based upon race, ethnic culture, or associated attributes. It includes actions or that disadvantage, isolate, or marginalize staff members because of their racial background, frequently resulting in a hostile or uncomfortable work environment-for circumstances, prejudiced employing practices, unequal pay, rejection of promos, offensive remarks, or employment exemption from opportunities.

Religious Discrimination

When employees are unjustly treated based upon their religions or practices-it occurs when a company takes unfavorable actions versus an employee, such as hiring, shooting, promo, or task choices, because of their religious affiliation or observances.

National Origin Discrimination

This type of discrimination violates equivalent employment chance laws and can manifest through numerous actions, such as undesirable job assignments, unequal pay, derogatory comments, or denial of chances due to a person's nation of origin, ethnic background, accent, or viewed citizenship.

Wrongful Termination

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

Workplace Retaliation

Adverse actions taken by employers against workers who engage in safeguarded activities, such as reporting discrimination, harassment, illegal practices, or participating in investigations. These retaliatory actions can include termination, demotion, minimized hours, negative performance evaluations, or other forms of mistreatment.