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1 Los Angeles Employment Lawyers

The types of cases we deal with extend beyond standard work issues and consist of locations like real estate and construction litigation. We typically assist in cases where employment law intersects with property and building matters. For example:

Construction-Related Employment Issues: These cases might involve conflicts over employment agreements for construction employees, wage and hour violations in the construction industry, office safety concerns, or wrongful termination. Real Estate Development and Employment Law: In cases where property developers or companies are involved in projects that require hiring and managing a labor force, employment attorneys with experience in property can assist navigate issues connected to contracts, compliance, and worker relations within the context of realty development.

When conflicts develop in property or building deals, our group of Los Angeles work lawyers have substantial experience prosecuting those problems.

Types of Los Angeles Employment Law Cases

All of us are worthy of to work in an environment devoid of discrimination and harassment. Unfortunately, the significant number of problems of discrimination and harassment that are filed every year shows this is still a huge issue. At Yadegar, Minoofar & Soleymani LLP (YMS), we represent workers against their employers in matters where the worker has actually been a victim of:

Workplace Harassment

Workplace harassment refers to any unwanted or offensive behavior, remarks, actions, or conduct directed at a staff member based upon secured qualities such as age, sex, race, faith, nationwide origin, disability, or color. This behavior develops a hostile or intimidating work environment, disrupting the person's ability to perform their job successfully.

Unwanted sexual advances

Any unwelcome and improper behavior of a sexual nature that takes place within an expert environment. It encompasses actions such as unwanted advances, remarks, demands for sexual favors, or other spoken or physical conduct that produces an unpleasant, hostile, or intimidating environment for the unwanted sexual advances victim.

Pregnancy Discrimination

The unjustified treatment of employees based upon their pregnancy, giving birth, or associated medical conditions. This kind of pregnancy discrimination can manifest as refusal to hire or promote pregnant people, wrongful termination due to pregnancy, rejection of reasonable accommodations for pregnancy-related needs, etc.

Disability Discrimination

Disability discrimination is the unreasonable treatment of staff members or task applicants based upon their disability or viewed disability. This kind of discrimination violates the fundamental principle that people with impairments must have equal opportunities in work.

Racial Discrimination

The unfair treatment of people based on race, ethnic background, or related attributes. It involves actions or policies that downside, isolate, or marginalize staff members because of their racial background, job frequently causing a hostile or unpleasant work environment-for circumstances, biased working with practices, unequal pay, denial of promos, offending remarks, or exemption from opportunities.

Religious Discrimination

When staff members are unfairly treated based on their religions or practices-it takes place when a company takes negative actions versus a worker, such as hiring, firing, promotion, or assignment choices, because of their religious affiliation or observances.

National Origin Discrimination

This type of discrimination violates equivalent job opportunity laws and can manifest through various actions, such as undesirable job assignments, unequal pay, negative comments, or denial of opportunities due to a person's native land, ethnicity, accent, or perceived citizenship.

Wrongful Termination

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

Workplace Retaliation

Adverse actions taken by companies versus workers who take part in safeguarded activities, such as reporting discrimination, harassment, prohibited practices, or getting involved in investigations. These retaliatory actions can include termination, demotion, lowered hours, unfavorable efficiency assessments, or other types of mistreatment.