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The kinds of cases we handle extend beyond conventional employment concerns and consist of areas like property and construction lawsuits. We typically assist in cases where employment law intersects with property and construction matters. For example:

Construction-Related Employment Issues: These cases might include conflicts over employment agreements for building employees, wage and hour violations in the construction market, work environment safety issues, botdb.win or wrongful termination. Realty Development and Employment Law: In cases where realty designers or companies are associated with jobs that need hiring and managing a workforce, employment lawyers with experience in property can help navigate problems associated with contracts, labor law compliance, and staff member relations within the context of realty advancement.

When disagreements arise in property or construction transactions, our group of Los Angeles employment attorneys have considerable experience prosecuting those problems.

Kinds Of Los Angeles Employment Law Cases

All of us should have to work in an environment complimentary of discrimination and harassment. Unfortunately, the considerable number of problems of discrimination and harassment that are submitted every year proves this is still a big problem. At Yadegar, Minoofar & Soleymani LLP (YMS), we represent workers versus their companies in matters where the worker has been a victim of:

Workplace Harassment

Workplace harassment refers to any unwanted or offending behavior, comments, actions, or carry out directed at a worker based upon secured characteristics such as age, sex, race, religious beliefs, national origin, disability, or color. This behavior creates a hostile or intimidating work environment, interfering with the individual's capability to perform their job effectively.

Unwanted sexual advances

Any unwelcome and inappropriate behavior of a sexual nature that happens within a professional environment. It incorporates actions such as undesirable advances, remarks, ask for sexual favors, or other verbal or physical conduct that develops an uneasy, hostile, or challenging environment for the sexual harassment victim.

Pregnancy Discrimination

The unjust treatment of workers based upon their pregnancy, childbirth, 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 sensible accommodations for pregnancy-related needs, etc.

Disability Discrimination

Disability discrimination is the unfair treatment of employees or task applicants based on their special needs or perceived impairment. This kind of discrimination violates the essential principle that individuals with specials needs need to have in work.

Racial Discrimination

The unfair treatment of individuals based upon race, ethnic background, or related characteristics. It involves actions or policies that downside, isolate, or marginalize employees since of their racial background, frequently leading to a hostile or unpleasant work environment-for circumstances, biased working with practices, unequal pay, denial of promos, offensive remarks, or exclusion from chances.

Religious Discrimination

When employees are unfairly treated based upon their faiths or practices-it occurs when an employer takes adverse actions versus a staff member, such as employing, shooting, promo, or assignment choices, because of their spiritual affiliation or observances.

National Origin Discrimination

This type of discrimination breaches equivalent work opportunity laws and can manifest through various actions, such as undesirable job tasks, unequal pay, bad remarks, or denial of opportunities due to an individual's native land, ethnicity, accent, or perceived nationality.

Wrongful Termination

Wrongful termination is when an employer ends a staff member's work in infraction of employment laws, work contracts, or public law.

Workplace Retaliation

Adverse actions taken by companies against staff members who participate in secured activities, such as reporting discrimination, harassment, unlawful practices, or taking part in investigations. These retaliatory actions can consist of termination, demotion, lowered hours, negative efficiency examinations, or other types of mistreatment.