Los Angeles Employment Lawyers

The types of cases we deal with extend beyond traditional employment concerns and include areas like property and building lawsuits. We typically assist in cases where employment law intersects with realty and construction matters. For example:

Construction-Related Employment Issues: These cases might include conflicts over employment agreements for building employees, wage and hour infractions in the construction industry, work environment safety issues, or wrongful termination.
Property Development and Employment Law: In cases where realty developers or business are associated with projects that require hiring and managing a labor force, work attorneys with experience in realty can help browse concerns related to agreements, labor law compliance, and staff member relations within the context of genuine estate development.

When disputes occur in realty or building transactions, our group of Los Angeles employment attorneys have significant experience litigating those concerns.

Kinds Of Los Angeles Employment Law Cases

We all should have to operate in an environment devoid of discrimination and harassment. Unfortunately, the significant variety of problems of discrimination and harassment that are submitted every year proves this is still a big issue. At Yadegar, Minoofar & Soleymani LLP (YMS), we represent staff members against their companies 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 perform directed at an employee based on protected attributes such as age, sex, race, faith, national origin, disability, or color. This habits produces a hostile or intimidating workplace, hindering the individual’s ability to perform their job efficiently.

Sexual Harassment

Any undesirable and inappropriate behavior of a sexual nature that takes place within a professional environment. It incorporates actions such as unwanted advances, comments, requests for employment sexual favors, or other verbal or physical conduct that develops an uncomfortable, hostile, or for the unwanted sexual advances victim.

Pregnancy Discrimination

The unjust treatment of employees based on their pregnancy, giving birth, or associated medical conditions. This type of pregnancy discrimination can manifest as refusal to hire or promote pregnant individuals, wrongful termination due to pregnancy, employment denial of reasonable accommodations for pregnancy-related requirements, and so on.

Disability Discrimination

Disability discrimination is the unjust treatment of workers or job applicants based on their special needs or perceived impairment. This kind of discrimination violates the essential principle that people with disabilities need to have level playing fields in employment.

Racial Discrimination

The unfair treatment of people based upon race, ethnicity, or associated attributes. It involves actions or policies that drawback, isolate, or marginalize workers because of their racial background, often leading to a hostile or unpleasant work environment-for instance, biased employing practices, unequal pay, employment denial of promos, offending remarks, or exclusion from opportunities.

Religious Discrimination

When employees are unjustly treated based upon their religions or practices-it occurs when an employer takes adverse actions versus an employee, such as working with, shooting, promo, or project decisions, because of their religious affiliation or observances.

National Origin Discrimination

This kind of discrimination violates equivalent employment chance laws and can manifest through various actions, such as unfavorable task assignments, unequal pay, bad comments, or rejection of opportunities due to a person’s native land, ethnic culture, accent, or viewed nationality.

Wrongful Termination

Wrongful termination is when a company terminates an employee’s employment in violation of work laws, employment agreement, or public policy.

Workplace Retaliation

Adverse actions taken by employers versus workers who engage in protected activities, such as reporting discrimination, harassment, illegal practices, or participating in examinations. These vindictive actions can include termination, demotion, decreased hours, unfavorable efficiency examinations, or other forms of mistreatment.