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The kinds of cases we deal with extend beyond conventional employment problems and include areas like real estate and building litigation. We frequently help in cases where employment law intersects with property and construction matters. For instance:

Construction-Related Employment Issues: These cases might involve conflicts over employment agreement for building employees, wage and hour infractions in the building and construction market, work environment safety issues, or wrongful termination.
Property Development and Employment Law: In cases where property designers or business are associated with jobs that need hiring and handling a labor force, work attorneys with experience in property can help navigate problems connected to agreements, labor law compliance, and employee relations within the context of realty development.

When disagreements occur in genuine estate or building and construction transactions, our team of Los Angeles employment lawyers have significant experience prosecuting those problems.

Kinds Of Los Angeles Employment Law Cases

We all should have to operate in an environment without discrimination and harassment. Unfortunately, the substantial number of grievances of discrimination and harassment that are filed every year shows this is still a huge problem. At Yadegar, Minoofar & Soleymani LLP (YMS), we represent employees versus their employers in matters where the employee has been a victim of:

Workplace Harassment

Workplace harassment refers to any unwelcome or offending habits, remarks, actions, or perform directed at a worker based on safeguarded characteristics such as age, sex, race, faith, national origin, impairment, or color. This behavior employment creates a hostile or intimidating workplace, interfering with the person's ability to perform their task effectively.

Unwanted sexual advances

Any unwanted and improper behavior of a sexual nature that occurs within an expert environment. It includes actions such as unwanted advances, remarks, ask for sexual favors, or other spoken or physical conduct that produces an uneasy, hostile, or challenging atmosphere for the unwanted sexual advances victim.

Pregnancy Discrimination

The unjustified treatment of workers based upon their pregnancy, childbirth, or associated medical conditions. This type of pregnancy discrimination can manifest as rejection to work with or promote pregnant people, wrongful termination due to pregnancy, rejection of reasonable accommodations for pregnancy-related requirements, etc.

Disability Discrimination

Disability discrimination is the unreasonable treatment of workers or task candidates based on their special needs or viewed disability. This type of discrimination breaches the basic principle that individuals with impairments need to have equal chances in work.

Racial Discrimination

The unjust treatment of individuals based upon race, ethnicity, or associated attributes. It includes actions or policies that drawback, isolate, or marginalize employees since of their racial background, frequently resulting in a hostile or uneasy work environment-for circumstances, biased hiring practices, unequal pay, rejection of promos, offending remarks, or exemption from chances.

Religious Discrimination

When employees are unjustly treated based on their religions or practices-it happens when an employer takes unfavorable actions versus a staff member, such as working with, firing, promo, or task decisions, due to the fact that of their religious association or observances.

National Origin Discrimination

This type of discrimination breaches equal job opportunity laws and can manifest through numerous actions, such as unfavorable job projects, unequal pay, bad comments, or denial of opportunities due to a person's native land, ethnic culture, accent, or perceived nationality.

Wrongful Termination

Wrongful termination is when a company terminates an employee's employment in infraction of employment laws, work agreements, or employment public policy.

Workplace Retaliation

Adverse actions taken by employers against staff members who take part in secured activities, such as reporting discrimination, harassment, illegal practices, or taking part in investigations. These retaliatory actions can include termination, demotion, lowered hours, negative efficiency evaluations, or other kinds of mistreatment.

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