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The kinds of cases we manage extend beyond traditional work issues and consist of areas like realty and construction litigation. We frequently help in cases where employment law intersects with property and construction matters. For example:

Construction-Related Employment Issues: These cases may involve disagreements over work contracts for construction workers, wage and hour offenses in the construction market, office safety concerns, or wrongful termination. Property Development and Employment Law: In cases where genuine estate developers or companies are associated with jobs that need hiring and employment managing a workforce, work attorneys with experience in realty can assist navigate concerns associated with agreements, labor law compliance, and staff member relations within the context of genuine estate development.

When disagreements develop in real estate or building and construction transactions, our group of Los Angeles work lawyers have substantial experience litigating those concerns.

Types of Los Angeles Employment Law Cases

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

Workplace Harassment

Workplace harassment refers to any unwelcome or offensive behavior, remarks, actions, or conduct directed at an employee based on protected attributes such as age, sex, race, faith, national origin, special needs, or color. This habits creates a hostile or intimidating workplace, interfering with the individual's ability to perform their job efficiently.

Sexual Harassment

Any undesirable and improper habits of a sexual nature that occurs within an expert environment. It includes actions such as undesirable advances, comments, ask for sexual favors, or other verbal or physical conduct that develops an uncomfortable, hostile, or challenging atmosphere for the sexual harassment 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 work with or promote pregnant individuals, wrongful termination due to pregnancy, denial of affordable lodgings for pregnancy-related needs, and so on.

Disability Discrimination

Disability discrimination is the unreasonable treatment of employees or task candidates based upon their disability or viewed special needs. This kind of discrimination breaches the fundamental concept that people with disabilities need to have level playing fields in employment.

Racial Discrimination

The unreasonable treatment of people based upon race, ethnic background, or related attributes. It involves actions or policies that drawback, isolate, or marginalize employees since of their racial background, typically leading to a hostile or uncomfortable work environment-for instance, biased working with practices, unequal pay, rejection of promos, offending remarks, or exclusion from opportunities.

Religious Discrimination

When employees are unfairly treated based on their religions or practices-it happens when a company takes unfavorable actions versus an employee, such as working with, firing, promo, or project decisions, because of their spiritual association or observances.

National Origin Discrimination

This kind of discrimination breaks equivalent laws and can manifest through different actions, such as undesirable task assignments, unequal pay, bad remarks, or denial of opportunities due to a person's nation of origin, ethnicity, accent, or perceived citizenship.

Wrongful Termination

Wrongful termination is when an employer terminates an employee's employment in violation of work laws, employment contracts, or public policy.

Workplace Retaliation

Adverse actions taken by companies against employees who engage in secured activities, such as reporting discrimination, harassment, unlawful practices, or getting involved in investigations. These retaliatory actions can include termination, demotion, lowered hours, unfavorable efficiency assessments, or other types of mistreatment.