The kinds of cases we manage extend beyond standard employment concerns and include areas like realty and construction lawsuits. We frequently assist in cases where work law intersects with realty and construction matters. For instance:

Construction-Related Employment Issues: These cases may include disputes over employment agreement for building and construction workers, wage and hour violations in the building and construction industry, workplace security issues, or wrongful termination. Real Estate Development and Employment Law: In cases where genuine estate designers or companies are associated with tasks that need hiring and managing a labor force, work legal representatives with experience in genuine estate can help navigate problems related to agreements, labor law compliance, and worker relations within the context of realty advancement.

When disputes emerge in realty or building and construction deals, our team of Los Angeles work lawyers have considerable experience prosecuting those concerns.

Kinds Of Los Angeles Employment Law Cases

All of us are worthy of to work in an environment without discrimination and harassment. Unfortunately, the significant number of grievances of discrimination and harassment that are filed every year proves this is still a big issue. At Yadegar, Minoofar & Soleymani LLP (YMS), we represent workers against their companies in matters where the staff member has actually been a victim of:

Workplace Harassment

Workplace harassment refers to any unwanted or offending behavior, comments, actions, or conduct directed at an employee based upon secured attributes such as age, sex, race, religion, national origin, impairment, or color. This behavior produces a hostile or challenging workplace, interfering with the individual's ability to perform their task successfully.

Sexual Harassment

Any unwelcome and job inappropriate behavior of a sexual nature that takes place within a professional environment. It incorporates actions such as undesirable advances, remarks, ask for sexual favors, or other verbal or physical conduct that develops an unpleasant, hostile, or intimidating atmosphere for job the unwanted sexual advances victim.

Pregnancy Discrimination

The unfair treatment of employees based on their pregnancy, giving birth, or related medical conditions. This kind of pregnancy discrimination can manifest as rejection to employ or promote pregnant people, wrongful termination due to pregnancy, denial of affordable lodgings for pregnancy-related requirements, and so on.

Disability Discrimination

Disability discrimination is the unfair treatment of staff members or job applicants based on their or viewed impairment. This type of discrimination breaks the essential concept that people with impairments must have equivalent chances in employment.

Racial Discrimination

The unreasonable treatment of people based upon race, ethnic culture, or job associated attributes. It includes actions or policies that disadvantage, isolate, or marginalize staff members because of their racial background, frequently leading to a hostile or uncomfortable work environment-for circumstances, biased hiring practices, unequal pay, denial of promos, job 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 against a staff member, such as hiring, shooting, promotion, or assignment choices, due to the fact that of their religious affiliation or observances.

National Origin Discrimination

This kind of discrimination breaches equal job opportunity laws and can manifest through different actions, such as unfavorable job projects, unequal pay, job bad remarks, or denial of chances due to a person's country of origin, ethnic culture, accent, or perceived citizenship.

Wrongful Termination

Wrongful termination is when a company terminates a worker's employment in offense of employment laws, employment agreement, or job public policy.

Workplace Retaliation

Adverse actions taken by employers versus workers who engage in protected activities, such as reporting discrimination, harassment, prohibited practices, or participating in investigations. These retaliatory actions can consist of termination, demotion, lowered hours, job negative performance evaluations, or other kinds of mistreatment.