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

Construction-Related Employment Issues: These cases may include conflicts over employment contracts for building and construction employees, wage and employment hour violations in the building industry, office safety concerns, or wrongful termination.
Real Estate Development and Employment Law: In cases where realty developers or business are involved in jobs that need hiring and managing a workforce, employment legal representatives with experience in realty can assist navigate problems associated with agreements, labor law compliance, and worker relations within the context of realty advancement.

When disputes develop in realty or building deals, our group of Los Angeles employment attorneys have considerable experience litigating those problems.

Types of Los Angeles Employment Law Cases

We all are worthy of to work in an environment totally free of discrimination and harassment. Unfortunately, the considerable variety of complaints of discrimination and harassment that are submitted every year shows this is still a big problem. At Yadegar, Minoofar & Soleymani LLP (YMS), we represent staff members versus their employers in matters where the employee has been a victim of:

Workplace Harassment

Workplace harassment refers to any unwanted or offensive behavior, comments, actions, or conduct directed at an employee based upon secured attributes such as age, sex, race, religious beliefs, national origin, disability, or color. This habits produces a hostile or intimidating workplace, hindering the person's capability to perform their job effectively.

Sexual Harassment

Any unwanted and unsuitable behavior of a sexual nature that occurs within a professional environment. It encompasses actions such as unwanted advances, comments, ask for sexual favors, or other verbal or physical conduct that develops an unpleasant, hostile, or challenging atmosphere for the unwanted sexual advances victim.

Pregnancy Discrimination

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

Disability Discrimination

Disability discrimination is the unfair treatment of staff members or task applicants based on their special needs or perceived impairment. This type of discrimination breaches the fundamental principle that people with impairments must have equal chances in work.

Racial Discrimination

The unreasonable treatment of individuals based on race, ethnicity, or associated attributes. It involves actions or policies that drawback, isolate, or marginalize employees due to the fact that of their racial background, often causing a hostile or uncomfortable work environment-for circumstances, prejudiced hiring practices, unequal pay, denial of promotions, employment offending remarks, or exemption from chances.

Religious Discrimination

When workers are unfairly treated based on their religious beliefs or employment practices-it happens when an employer takes unfavorable actions versus a worker, such as employing, shooting, promotion, or project decisions, since of their religious affiliation or observances.

National Origin Discrimination

This kind of discrimination breaches equivalent work opportunity laws and can manifest through numerous actions, such as undesirable task tasks, unequal pay, bad remarks, or denial of opportunities due to a person's native land, ethnic background, accent, or viewed nationality.

Wrongful Termination

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

Workplace Retaliation

Adverse actions taken by employers against staff members who take part in secured activities, such as reporting discrimination, harassment, employment illegal practices, or participating in examinations. These vindictive actions can consist of termination, demotion, minimized hours, negative performance evaluations, or other forms of mistreatment.