zyrofisher

agnesseals632/zyrofisher

The types of cases we manage extend beyond standard work issues and consist of areas like property and building and construction lawsuits. We often help in cases where employment law intersects with property and construction matters. For example:

Construction-Related Employment Issues: These cases might include disagreements over employment agreement for construction workers, wage and hour offenses in the building and construction market, work environment security concerns, or wrongful termination. Realty Development and Employment Law: In cases where property designers or companies are associated with jobs that require hiring and handling a workforce, employment legal representatives with experience in genuine estate can assist navigate issues associated with contracts, labor law compliance, and employee relations within the context of realty advancement.

When disagreements develop in real estate or construction transactions, our team of Los Angeles employment lawyers have considerable experience litigating those problems.

Types of Los Angeles Employment Law Cases

We all are worthy of to operate in an environment devoid of discrimination and harassment. Unfortunately, the significant variety of grievances of discrimination and employment harassment that are submitted every year shows this is still a huge problem. At Yadegar, Minoofar & Soleymani LLP (YMS), we represent workers against their employers in matters where the employee has actually been a victim of:

Workplace Harassment

Workplace harassment describes any unwanted or offensive behavior, remarks, actions, or perform directed at a staff member based on safeguarded qualities such as age, sex, race, faith, nationwide origin, special needs, or color. This habits develops a hostile or intimidating workplace, hindering the person's ability to perform their task successfully.

Sexual Harassment

Any unwanted and improper habits of a sexual nature that takes place within a professional environment. It encompasses actions such as undesirable advances, comments, requests for sexual favors, or other spoken or physical conduct that produces an unpleasant, hostile, or challenging environment for the sexual harassment victim.

Pregnancy Discrimination

The unfair treatment of workers based upon their pregnancy, childbirth, or associated medical conditions. This kind of pregnancy discrimination can manifest as rejection to hire or promote pregnant people, wrongful termination due to pregnancy, denial of reasonable accommodations for pregnancy-related needs, etc.

Disability Discrimination

Disability discrimination is the unfair treatment of workers or job candidates based upon their or viewed impairment. This kind of discrimination violates the fundamental principle that individuals with impairments ought to have equal opportunities in work.

Racial Discrimination

The unreasonable treatment of people based upon race, ethnic culture, or associated qualities. It involves actions or policies that disadvantage, isolate, or marginalize staff members since of their racial background, frequently leading to a hostile or unpleasant work environment-for instance, biased employing practices, unequal pay, rejection of promos, offending remarks, or exemption from chances.

Religious Discrimination

When employees are unfairly dealt with based upon their faiths or practices-it occurs when a company takes adverse actions versus a staff member, such as employing, shooting, promo, or task decisions, since of their spiritual affiliation or observances.

National Origin Discrimination

This type of discrimination violates equivalent employment opportunity laws and can manifest through different actions, such as undesirable task projects, unequal pay, bad remarks, or rejection of chances due to an individual's country of origin, ethnicity, accent, or perceived nationality.

Wrongful Termination

Wrongful termination is when an employer terminates a worker's employment in offense of employment laws, work contracts, or public policy.

Workplace Retaliation

Adverse actions taken by companies against staff members who take part in safeguarded activities, such as reporting discrimination, harassment, prohibited practices, or participating in investigations. These retaliatory actions can consist of termination, demotion, lowered hours, unfavorable efficiency examinations, or other forms of mistreatment.