The kinds of cases we handle extend beyond standard employment issues and include areas like realty and construction litigation. We typically assist in cases where employment law intersects with property and building matters. For instance:

Construction-Related Employment Issues: These cases may involve conflicts over employment agreement for building and workers, wage and hour offenses in the building and job construction market, workplace safety issues, or wrongful termination. Real Estate Development and Employment Law: In cases where realty developers or companies are involved in jobs that need hiring and managing a labor force, employment attorneys with experience in property can help browse issues connected to agreements, labor law compliance, and worker relations within the context of property development.

When disputes arise in property or construction deals, our team of Los Angeles employment lawyers have substantial experience prosecuting those issues.

Kinds Of Los Angeles Employment Law Cases

All of us should have to operate in an environment totally free of discrimination and harassment. Unfortunately, the significant variety of problems of discrimination and harassment that are filed every year proves this is still a big problem. At Yadegar, Minoofar & Soleymani LLP (YMS), we represent staff members versus their employers in matters where the staff member has been a victim of:

Workplace Harassment

Workplace harassment describes any unwelcome or offensive habits, remarks, actions, or carry out directed at a worker based on protected characteristics such as age, sex, race, religion, national origin, disability, or color. This habits produces a hostile or intimidating work environment, interfering with the individual's ability to perform their job effectively.

Unwanted sexual advances

Any unwanted and improper behavior of a sexual nature that happens within a professional environment. It incorporates actions such as unwanted advances, comments, requests for sexual favors, or other spoken or physical conduct that produces an uneasy, hostile, or intimidating atmosphere for 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 work with or promote pregnant people, wrongful termination due to pregnancy, denial of affordable accommodations for pregnancy-related requirements, and so on.

Disability Discrimination

Disability discrimination is the unfair treatment of staff members or task candidates based on their special needs or viewed special needs. This kind of discrimination breaches the fundamental concept that people with disabilities must have level playing fields in employment.

Racial Discrimination

The unfair treatment of people based upon race, ethnicity, or associated characteristics. It includes actions or policies that drawback, isolate, or marginalize employees because of their racial background, often resulting in a hostile or uneasy work environment-for instance, prejudiced hiring practices, unequal pay, rejection of promotions, offending remarks, or exclusion from chances.

Religious Discrimination

When workers are unjustly treated based on their spiritual beliefs or practices-it takes place when an employer takes negative actions against a worker, such as hiring, firing, promotion, or assignment decisions, because of their religious association or observances.

National Origin Discrimination

This kind of discrimination breaches equal work opportunity laws and can manifest through various actions, such as unfavorable job tasks, unequal pay, negative comments, or rejection of chances due to a person's nation of origin, ethnic culture, accent, or perceived citizenship.

Wrongful Termination

Wrongful termination is when a company terminates a staff member's work in violation of work laws, work agreements, or job public law.

Workplace Retaliation

Adverse actions taken by companies against staff members who take part in safeguarded activities, such as reporting discrimination, harassment, illegal practices, or taking part in investigations. These vindictive actions can consist of termination, demotion, reduced hours, negative performance assessments, or other kinds of mistreatment.