Los Angeles Employment Lawyers

The types of cases we manage extend beyond traditional work problems and include locations like realty and construction lawsuits. We frequently help in cases where work law intersects with real estate and construction matters. For instance:

Construction-Related Employment Issues: These cases may involve disputes over employment agreement for building and construction workers, wage and hour offenses in the building industry, office safety concerns, or wrongful termination.
Realty Development and Employment Law: In cases where real estate developers or companies are associated with jobs that need hiring and handling a workforce, work lawyers with experience in genuine estate can help browse concerns related to contracts, labor law compliance, and staff member relations within the context of real estate development.

When disputes occur in realty or building and construction deals, our team of Los Angeles work lawyers have substantial experience prosecuting those problems.

Types of Los Angeles Employment Law Cases

All of us should have to work in an environment complimentary of discrimination and harassment. Unfortunately, the significant variety of grievances of discrimination and harassment that are submitted every year shows this is still a big issue. At Yadegar, Minoofar & Soleymani LLP (YMS), referall.us we represent staff members against their companies in matters where the employee has been a victim of:

Workplace Harassment

Workplace harassment describes any unwelcome or offending behavior, remarks, actions, or carry out directed at an employee based on secured characteristics such as age, sex, race, religion, national origin, impairment, or somalibidders.com color. This behavior develops a hostile or challenging workplace, interfering with the individual’s ability to perform their task effectively.

Unwanted sexual advances

Any unwanted and inappropriate behavior of a sexual nature that takes place within an expert environment. It encompasses actions such as unwanted advances, remarks, ask for sexual favors, or other spoken or physical conduct that creates an uncomfortable, hostile, or challenging environment for the unwanted sexual advances victim.

Pregnancy Discrimination

The of staff members based upon their pregnancy, giving birth, or related medical conditions. This kind of pregnancy discrimination can manifest as refusal to hire or promote pregnant individuals, wrongful termination due to pregnancy, denial of reasonable lodgings for pregnancy-related needs, etc.

Disability Discrimination

Disability discrimination is the unjust treatment of staff members or task applicants based on their special needs or viewed impairment. This kind of discrimination violates the fundamental principle that individuals with impairments ought to have level playing fields in employment.

Racial Discrimination

The unreasonable treatment of people based upon race, ethnic culture, or related attributes. It involves actions or policies that drawback, isolate, or marginalize employees since of their racial background, frequently leading to a hostile or uncomfortable work environment-for circumstances, biased hiring practices, unequal pay, rejection of promotions, offensive remarks, or exemption from chances.

Religious Discrimination

When workers are unfairly dealt with based on their faiths or practices-it takes place when an employer takes adverse actions versus an employee, such as hiring, firing, promo, or adremcareers.com assignment decisions, because of their religious association or observances.

National Origin Discrimination

This kind of discrimination breaks equal job opportunity laws and can manifest through different actions, such as undesirable job projects, unequal pay, bad comments, or denial of chances due to an individual’s native land, ethnicity, accent, or perceived citizenship.

Wrongful Termination

Wrongful termination is when a company ends a staff member’s work in violation of employment laws, work agreements, or public policy.

Workplace Retaliation

Adverse actions taken by employers against employees who take part in protected activities, such as reporting discrimination, harassment, prohibited practices, or getting involved in examinations. These retaliatory actions can include termination, demotion, minimized hours, negative efficiency evaluations, or other types of mistreatment.