Los Angeles Employment Lawyers

The kinds of cases we deal with extend beyond standard employment concerns and include areas like realty 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 conflicts over work contracts for construction employees, wage and hour violations in the building and construction market, office safety issues, or wrongful termination.
Realty Development and Employment Law: In cases where property developers or companies are associated with jobs that require hiring and handling a workforce, work attorneys with experience in real estate can help browse issues associated with contracts, labor law compliance, and staff member relations within the context of property development.

When conflicts arise in property or building and construction deals, our group of Los Angeles work attorneys have significant experience prosecuting those issues.

Types of Los Angeles Employment Law Cases

We all are worthy of to operate in an environment devoid of discrimination and harassment. Unfortunately, the substantial 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 versus their employers in matters where the worker has been a victim of:

Workplace Harassment

Workplace harassment describes any unwanted or offending habits, remarks, actions, or carry out directed at an employee based upon secured attributes such as age, sex, race, religious beliefs, nationwide origin, disability, or color. This behavior produces a hostile or intimidating workplace, hindering the person’s ability to perform their job effectively.

Sexual Harassment

Any unwelcome and improper habits of a sexual nature that happens within a professional environment. It includes actions such as unwanted advances, comments, requests for sexual favors, or other verbal or physical conduct that creates an uneasy, hostile, or challenging atmosphere for the sexual harassment victim.

Pregnancy Discrimination

The unjust treatment of staff members based on their pregnancy, giving birth, or associated medical conditions. This kind of pregnancy discrimination can manifest as refusal to employ or promote pregnant individuals, wrongful termination due to pregnancy, denial of affordable accommodations for pregnancy-related needs, etc.

Disability Discrimination

Disability discrimination is the unreasonable treatment of staff members or job candidates based upon their disability or viewed disability. This type of discrimination breaches the basic concept that individuals with specials needs need to have fields in work.

Racial Discrimination

The unfair treatment of individuals based upon race, ethnic background, or related attributes. It includes actions or policies that downside, isolate, or marginalize staff members since of their racial background, often causing a hostile or uncomfortable work environment-for circumstances, adremcareers.com prejudiced employing practices, unequal pay, denial of promotions, offensive remarks, or exclusion from chances.

Religious Discrimination

When staff members are unfairly dealt with based on their religions or practices-it occurs when an employer takes adverse actions versus a staff member, such as employing, shooting, promotion, or task choices, somalibidders.com since of their spiritual association or observances.

National Origin Discrimination

This kind of discrimination breaks equivalent employment chance laws and can manifest through various actions, referall.us such as undesirable job tasks, unequal pay, negative remarks, or denial of chances due to an individual’s native land, ethnicity, accent, or viewed nationality.

Wrongful Termination

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

Workplace Retaliation

Adverse actions taken by employers versus employees who participate in protected activities, such as reporting discrimination, harassment, prohibited practices, or participating in investigations. These vindictive actions can include termination, demotion, lowered hours, unfavorable performance evaluations, or other kinds of mistreatment.