Los Angeles Employment Lawyers

The kinds of cases we manage extend beyond conventional employment issues and consist of areas like genuine estate and building lawsuits. We typically assist in cases where work law intersects with property and construction matters. For example:

Construction-Related Employment Issues: These cases may include disputes over work contracts for building and construction workers, wage and hour violations in the construction market, workplace security concerns, or wrongful termination.
Property Development and Employment Law: In cases where genuine estate developers or companies are associated with jobs that require hiring and managing a workforce, employment attorneys with experience in realty can assist navigate issues connected to agreements, labor law compliance, and staff member relations within the context of real estate development.

When in realty or building transactions, our group of Los Angeles employment attorneys have substantial experience litigating those problems.

Kinds Of Los Angeles Employment Law Cases

All of us should have to operate in an environment without discrimination and harassment. Unfortunately, the significant variety of complaints of discrimination and harassment that are filed every year proves this is still a big issue. At Yadegar, Minoofar & Soleymani LLP (YMS), we represent employees versus their companies in matters where the employee has actually been a victim of:

Workplace Harassment

Workplace harassment describes any unwelcome or offensive behavior, comments, actions, or perform directed at an employee based on protected attributes such as age, sex, race, religion, national origin, disability, or color. This behavior produces a hostile or intimidating workplace, disrupting the person’s capability to perform their task effectively.

Sexual Harassment

Any unwelcome and inappropriate behavior of a sexual nature that occurs within a professional environment. It includes actions such as unwanted advances, comments, ask for sexual favors, or other verbal or physical conduct that creates an unpleasant, hostile, or intimidating environment for referall.us the sexual harassment victim.

Pregnancy Discrimination

The unfair treatment of workers based on 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 affordable accommodations for pregnancy-related needs, etc.

Disability Discrimination

Disability discrimination is the unreasonable treatment of staff members or task candidates based upon their special needs or viewed impairment. This kind of discrimination breaches the essential concept that individuals with disabilities ought to have equivalent opportunities in work.

Racial Discrimination

The unfair treatment of individuals based upon race, ethnic culture, or related characteristics. It involves actions or policies that drawback, isolate, or marginalize workers since of their racial background, often resulting in a hostile or uneasy work environment-for instance, prejudiced hiring practices, unequal pay, rejection of promos, offending remarks, or exclusion from opportunities.

Religious Discrimination

When staff members are unfairly treated based on their religions or practices-it happens when a company takes negative actions against a worker, somalibidders.com such as hiring, shooting, promo, or task choices, adremcareers.com since of their spiritual association or observances.

National Origin Discrimination

This kind of discrimination violates equivalent work chance laws and can manifest through different actions, such as undesirable task tasks, unequal pay, bad comments, or rejection of opportunities due to an individual’s nation of origin, ethnicity, accent, or viewed nationality.

Wrongful Termination

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

Workplace Retaliation

Adverse actions taken by employers versus employees who participate in protected activities, such as reporting discrimination, harassment, illegal practices, or getting involved in examinations. These vindictive actions can consist of termination, demotion, minimized hours, unfavorable efficiency assessments, or other kinds of mistreatment.