Los Angeles Employment Lawyers

The types of cases we deal with extend beyond conventional employment concerns and consist of areas like property and building and construction lawsuits. We often help in cases where work law intersects with realty and construction matters. For example:

Construction-Related Employment Issues: These cases might include disagreements over work agreements for construction employees, wage and hour violations in the construction market, work environment safety issues, or wrongful termination.
Property Development and Employment Law: In cases where realty developers or companies are included in jobs that need hiring and managing a labor force, employment attorneys with experience in real estate can assist navigate concerns associated with agreements, labor law compliance, and worker relations within the context of realty advancement.

When disputes develop in realty or construction deals, our group of Los Angeles work lawyers have substantial experience prosecuting those issues.

Kinds Of Los Angeles Employment Law Cases

We all should have to operate in an environment complimentary of discrimination and harassment. Unfortunately, the significant variety of grievances of discrimination and harassment that are filed every year proves this is still a huge problem. At Yadegar, job Minoofar & Soleymani LLP (YMS), we represent employees against their companies in matters where the worker has actually been a victim of:

Workplace Harassment

Workplace harassment refers to any undesirable or offending habits, remarks, actions, or perform directed at a staff member based on safeguarded qualities such as age, sex, race, faith, nationwide origin, special needs, or color. This habits creates a hostile or challenging work environment, interfering with the person’s capability to perform their job effectively.

Unwanted sexual advances

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

Pregnancy Discrimination

The unjustified treatment of employees based on their pregnancy, childbirth, or associated medical conditions. This type of pregnancy discrimination can manifest as rejection to employ or promote pregnant people, wrongful termination due to pregnancy, rejection of affordable accommodations for pregnancy-related needs, and so on.

Disability Discrimination

Disability discrimination is the unfair treatment of workers or job applicants based on their disability or viewed special needs. This kind of discrimination breaks the basic concept that individuals with disabilities should have equal opportunities in employment.

Racial Discrimination

The unfair treatment of people based upon race, ethnic culture, or associated qualities. It involves actions or policies that drawback, job isolate, or marginalize workers because of their racial background, typically leading to a hostile or uneasy work environment-for instance, prejudiced employing practices, unequal pay, denial of promotions, offensive remarks, or exemption from chances.

Religious Discrimination

When staff members are with based on their religious beliefs or practices-it happens when an employer takes negative actions versus an employee, such as hiring, shooting, promotion, or project decisions, because of their religious affiliation or observances.

National Origin Discrimination

This kind of discrimination violates equal job opportunity laws and can manifest through various actions, such as unfavorable job projects, unequal pay, negative remarks, or rejection of opportunities due to an individual’s country of origin, ethnicity, accent, or perceived nationality.

Wrongful Termination

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

Workplace Retaliation

Adverse actions taken by employers versus staff members who engage in secured activities, such as reporting discrimination, harassment, unlawful practices, or taking part in investigations. These vindictive actions can consist of termination, demotion, reduced hours, unfavorable performance evaluations, or other kinds of mistreatment.