Los Angeles Employment Lawyers

The types of cases we handle extend beyond standard work problems and include areas like realty and construction litigation. We frequently assist in cases where work law intersects with real estate and building matters. For instance:

Construction-Related Employment Issues: These cases might involve disputes over work agreements for employment building and construction employees, wage and hour infractions in the construction industry, office security concerns, or wrongful termination.
Realty Development and Employment Law: In cases where property developers or business are associated with projects that need hiring and handling a labor force, work legal representatives with experience in real estate can assist browse problems related to agreements, labor law compliance, and employee relations within the context of property development.

When disagreements develop in property or construction deals, our team of Los Angeles work lawyers have substantial experience litigating those issues.

Kinds Of Los Angeles Employment Law Cases

All of us should have to operate in an environment without discrimination and harassment. Unfortunately, employment the considerable number of grievances of discrimination and harassment that are submitted every year shows this is still a huge problem. At Yadegar, Minoofar & Soleymani LLP (YMS), employment we represent staff members versus their employers in matters where the staff member has been a victim of:

Workplace Harassment

Workplace harassment refers to any unwelcome or offending behavior, comments, actions, or conduct directed at a worker based on secured qualities such as age, employment sex, race, faith, national origin, disability, or color. This habits creates a hostile or challenging workplace, hindering the person’s ability to perform their job efficiently.

Sexual Harassment

Any unwelcome and improper habits of a sexual nature that takes place within a professional environment. It incorporates actions such as unwanted advances, comments, ask for sexual favors, or other spoken or physical conduct that develops an uneasy, hostile, or intimidating environment for the sexual harassment victim.

Pregnancy Discrimination

The unfair treatment of workers based upon their pregnancy, childbirth, or associated medical conditions. This kind of pregnancy discrimination can manifest as rejection to employ or promote pregnant individuals, wrongful termination due to pregnancy, rejection of sensible lodgings for pregnancy-related needs, etc.

Disability Discrimination

Disability discrimination is the unfair treatment of employees or task candidates based on their special needs or viewed special needs. This type of discrimination violates the fundamental concept that individuals with specials needs must have equivalent chances in work.

Racial Discrimination

The unjust treatment of people based upon race, ethnic background, or related attributes. It includes actions or policies that disadvantage, isolate, or marginalize workers because of their racial background, typically causing a hostile or unpleasant work environment-for circumstances, prejudiced hiring practices, pay, employment denial of promotions, offending remarks, or exemption from opportunities.

Religious Discrimination

When workers are unfairly dealt with based upon their religious beliefs or practices-it takes place when an employer takes unfavorable actions against an employee, such as hiring, firing, promotion, or task decisions, since of their religious affiliation or observances.

National Origin Discrimination

This kind of discrimination violates equal employment chance laws and can manifest through various actions, such as unfavorable task assignments, unequal pay, negative comments, or denial of chances due to an individual’s native land, ethnicity, accent, or viewed citizenship.

Wrongful Termination

Wrongful termination is when an employer terminates a staff member’s work in infraction of employment laws, work contracts, or public policy.

Workplace Retaliation

Adverse actions taken by employers versus workers who participate in secured activities, such as reporting discrimination, harassment, unlawful practices, or getting involved in investigations. These vindictive actions can include termination, demotion, minimized hours, unfavorable efficiency evaluations, or other forms of mistreatment.