Los Angeles Employment Lawyers

The kinds of cases we handle extend beyond standard employment concerns and include locations like property and building litigation. We often assist in cases where employment law intersects with property and building matters. For example:

Construction-Related Employment Issues: These cases might include disputes over work contracts for construction workers, wage and hour offenses in the building market, office security issues, or wrongful termination.
Real Estate Development and Employment Law: In cases where property developers or companies are included in tasks that need hiring and handling a labor force, employment attorneys with experience in property can assist browse problems associated with contracts, labor law compliance, and worker relations within the context of property development.

When disputes emerge in realty or construction deals, our group of Los Angeles employment attorneys have significant experience litigating those issues.

Types of Los Angeles Employment Law Cases

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

Workplace Harassment

Workplace harassment describes any unwanted or offending behavior, comments, actions, or conduct directed at a worker based on safeguarded attributes such as age, sex, race, religion, national origin, special needs, or color. This habits produces a hostile or intimidating work environment, employment hindering the individual’s ability to perform their task effectively.

Unwanted sexual advances

Any undesirable and unsuitable behavior of a sexual nature that occurs within a professional environment. It encompasses actions such as unwanted advances, comments, ask for sexual favors, or other verbal or physical conduct that creates an uncomfortable, hostile, or intimidating environment for the unwanted sexual advances victim.

Pregnancy Discrimination

The unfair treatment of employees based on their pregnancy, childbirth, or associated medical conditions. This kind of pregnancy discrimination can manifest as rejection to employ or promote pregnant individuals, wrongful termination due to pregnancy, employment denial of reasonable lodgings for pregnancy-related needs, and so on.

Disability Discrimination

Disability discrimination is the unfair treatment of workers or task candidates based upon their special needs or perceived special needs. This kind of discrimination violates the essential concept that individuals with disabilities ought to have level playing fields in work.

Racial Discrimination

The unjust treatment of people based upon race, ethnic culture, or associated characteristics. It includes actions or policies that drawback, isolate, or marginalize staff members since of their racial background, often resulting in a hostile or unpleasant work environment-for instance, prejudiced hiring practices, unequal pay, denial of promos, offensive remarks, or exemption from opportunities.

Religious Discrimination

When staff members are unjustly dealt with based upon their religious beliefs or practices-it occurs when a company takes adverse actions against an employee, such as employing, shooting, promo, or task decisions, employment because of their spiritual affiliation or employment observances.

National Origin Discrimination

This type of discrimination breaches equivalent job opportunity laws and can manifest through numerous actions, such as undesirable task projects, unequal pay, derogatory remarks, or of opportunities due to a person’s native land, ethnicity, accent, or viewed nationality.

Wrongful Termination

Wrongful termination is when a company terminates an employee’s employment in offense of employment laws, work agreements, or public law.

Workplace Retaliation

Adverse actions taken by employers versus employees who engage in secured activities, such as reporting discrimination, harassment, unlawful practices, or taking part in examinations. These retaliatory actions can include termination, employment demotion, minimized hours, unfavorable performance assessments, or other kinds of mistreatment.