The types of cases we handle extend beyond conventional work concerns and consist of areas like realty and construction lawsuits. We often assist in cases where work law intersects with real estate and building matters. For example:

Construction-Related Employment Issues: These cases might include disagreements over employment agreement for construction employees, wage and hour infractions in the building and construction market, office safety concerns, or job wrongful termination. Realty Development and Employment Law: In cases where property designers or business are involved in jobs that need hiring and handling a labor force, work legal representatives with experience in property can help browse issues associated with agreements, labor law compliance, and employee relations within the context of property development.

When conflicts arise in property or building deals, job our team of Los Angeles employment lawyers have significant experience prosecuting those concerns.

Kinds Of Los Angeles Employment Law Cases

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

Workplace Harassment

Workplace harassment refers to any unwelcome or offensive behavior, comments, actions, or conduct directed at an employee based on protected qualities such as age, sex, race, religious beliefs, job nationwide origin, disability, or color. This behavior develops a hostile or intimidating workplace, hindering the person's capability to perform their task effectively.

Sexual Harassment

Any unwanted and improper habits of a sexual nature that happens within an expert environment. It incorporates actions such as undesirable advances, remarks, job ask for sexual favors, job or other verbal or physical conduct that develops an uncomfortable, hostile, or challenging environment for job the sexual harassment victim.

Pregnancy Discrimination

The unjustified treatment of employees based on their pregnancy, giving birth, or associated medical conditions. This type of pregnancy discrimination can manifest as refusal to employ or promote pregnant individuals, wrongful termination due to pregnancy, rejection of reasonable lodgings for job pregnancy-related needs, and so on.

Disability Discrimination

Disability discrimination is the unfair treatment of staff members or job candidates based upon their disability or viewed disability. This kind of discrimination breaches the fundamental concept that individuals with disabilities should have level playing fields in employment.

Racial Discrimination

The unreasonable treatment of individuals based upon race, ethnic background, or associated characteristics. It involves 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 environment-for circumstances, prejudiced hiring practices, unequal pay, denial of promos, offending remarks, or exclusion from opportunities.

Religious Discrimination

When workers are unjustly treated based on their spiritual beliefs or practices-it takes place when a company takes adverse actions versus an employee, such as working with, firing, promo, or assignment choices, since of their religious association or .

National Origin Discrimination

This kind of discrimination breaches equal job opportunity laws and can manifest through various actions, such as undesirable job tasks, unequal pay, bad remarks, or denial of chances due to an individual's country of origin, ethnic background, accent, or perceived nationality.

Wrongful Termination

Wrongful termination is when a company ends a worker's employment in violation of employment laws, employment agreement, or public law.

Workplace Retaliation

Adverse actions taken by employers versus workers who take part in secured activities, such as reporting discrimination, harassment, prohibited practices, or taking part in investigations. These retaliatory actions can include termination, demotion, decreased hours, unfavorable performance assessments, or other kinds of mistreatment.