At YMS, we represent clients in all forms of civil litigation. However, our Los Angeles attorneys each focus on his or her own area of practice. These areas of practice include: labor and employment litigation, real estate and construction litigation, business litigation, and intellectual property and entertainment litigation.
At our core, we are a trial law firm and are ready to take every case to court should litigation become necessary. We have significant experience at trial and our attorneys have successfully litigated and tried cases in every forum, including federal and state courts and arbitration.
When assessing the prestige of law firms in Los Angeles, it is important to know that we have a proven track record of accomplishment and success. Our founding partner, and Los Angeles employment attorney, Navid Yadegar, has received an AV ranking (highest rating) by the reputable Martindale Hubbell. Members of our team have also been selected as American Lawyer Magazine’s “2013 Go-To Law Firm for the Top 500 Companies.”
Along with these accolades, our employment law attorneys have previously practiced at some of the largest and most prestigious law firms in Los Angeles. This includes Arnold & Porter and Proskauer Rose where they litigated “bet-the-company” cases on behalf of clients ranging from Fortune 500 companies to entrepreneurs and individuals. Our Los Angeles employment lawyers have also regularly handled multi-million dollar real estate deals across Los Angeles and the rest of California. Our labor lawyers have separated themselves from the pack and have garnered a reputation of excellence within the Los Angeles legal community.
In an employment law case, various types of damages can be sought to compensate for losses. Back pay represents the wages you would have earned without unlawful employer actions, while compensation for benefits covers losses in benefits due to such actions. When returning to your previous position isn’t possible, front pay may be awarded for future lost wages and benefits. Compensatory damages aim to redress emotional distress, pain, or non-economic harm from employer actions, while punitive damages punish severe employer misconduct and deter future misconduct. Liquidated damages, specified in contracts or mandated by law, address employer wrongdoing. Additionally, attorney’s fees and legal costs may be ordered if your case succeeds, shifting the financial burden to the employer.
Injunctive relief is a legal remedy involving a court order requiring a party to take or refrain from taking certain actions. A preliminary injunction is a temporary court order that can be issued before a full trial takes place. In contrast, a permanent injunction is issued after a trial or legal proceedings have concluded. Some common types of injunctive relief in employment law cases include:
The availability of these damages can vary based on the specifics of your case. Consulting a Los Angeles employment law attorney can help you better understand which types you can recover.
The types of cases we handle extend beyond traditional employment issues and include areas like real estate and construction litigation. We often assist in cases where employment law intersects with real estate and construction matters. For example:
When disputes arise in real estate or construction transactions, our team of Los Angeles employment attorneys have substantial experience litigating those issues.
We all deserve to work in an environment free of discrimination and harassment. Unfortunately, the significant number of complaints of discrimination and harassment that are filed every year proves this is still a big problem. At Yadegar, Minoofar & Soleymani LLP (YMS), we represent employees against their employers in matters where the employee has been a victim of:
Workplace harassment refers to any unwelcome or offensive behavior, comments, actions, or conduct directed at an employee based on protected characteristics such as age, sex, race, religion, national origin, disability, or color. This behavior creates a hostile or intimidating work environment, interfering with the individual’s ability to perform their job effectively.
Any unwelcome and inappropriate behavior of a sexual nature that occurs within a professional environment. It encompasses actions such as unwanted advances, comments, requests for sexual favors, or other verbal or physical conduct that creates an uncomfortable, hostile, or intimidating atmosphere for the victim.
The unjust treatment of employees based on their pregnancy, childbirth, or related medical conditions. This type of discrimination can manifest as refusal to hire or promote pregnant individuals, wrongful termination due to pregnancy, denial of reasonable accommodations for pregnancy-related needs, etc.
Disability discrimination is the unfair treatment of employees or job applicants based on their disability or perceived disability. This type of discrimination violates the fundamental principle that individuals with disabilities should have equal opportunities in employment.
The unfair treatment of individuals based on race, ethnicity, or related characteristics. It involves actions or policies that disadvantage, isolate, or marginalize employees because of their racial background, often leading to a hostile or uncomfortable work environment—for instance, biased hiring practices, unequal pay, denial of promotions, offensive remarks, or exclusion from opportunities.
When employees are unfairly treated based on their religious beliefs or practices—it occurs when an employer takes adverse actions against an employee, such as hiring, firing, promotion, or assignment decisions, because of their religious affiliation or observances.
This type of discrimination violates equal employment opportunity laws and can manifest through various actions, such as unfavorable job assignments, unequal pay, derogatory comments, or denial of opportunities due to an individual’s country of origin, ethnicity, accent, or perceived nationality.
When an employer terminates an employee’s employment in violation of employment laws, employment contracts, or public policy.
Adverse actions taken by employers against employees who engage in protected activities, such as reporting discrimination, harassment, illegal practices, or participating in investigations. These actions can include termination, demotion, reduced hours, negative performance evaluations, or other forms of mistreatment.
"Before I contacted Yadegar, Minoofar & Soleymani, I contacted 30 other firms in the area. No other firm wanted to take my case, as it was a complicated case against a very powerful institution. Navid Soleymani initially analyzed the case and Navid Yadegar handled the case. Both of them were very professional and helpful during the entire process. Although, the case was a difficult one, thanks to them, we got a great result. I would recommend them with all of my heart."
- CARLOS A.READ ALL TESTIMONIALS
"I was being treated wrong at my workplace, I contacted a few Lawyers and Navid Yadegar was the first to respond and take my accusations seriously. He took my case, made me feel very safe and comfortable through the process and was able to settle with a reasonable agreement. I recommend him to anyone that feels like they have been treated wrongfully in their job."
- MARIBEL G.READ ALL TESTIMONIALS
"This firm is our go-to counsel for all of our business disputes and general advice. They are terrific lawyers who provide insightful strategic advice."
- JAMES RENA, PRESIDENT OF CEREBELLUM CORP.READ ALL TESTIMONIALS
"I found this law firm by chance, browsing the internet and I'm so happy I ended up using them to represent me. Navid Yadegar took on my case and was able to get me a very big compensation for the way I was mistreated at my workplace. He and his partners are very professional and knowledgeable. I was very happy with the costumer service, level of attention, and the settlement I received, and would easily recommend them."
- SHARON L.READ ALL TESTIMONIALS
At our firm, you can trust we have the experience to handle your case successfully. Each of our attorneys bring decades of experience practicing in the areas of employment and business litigation.
Having previously worked at some of the largest law firms in the city, our attorneys can bring a high level experience to your case, yet keep the client-attorney relationship very personal.
Each of our attorneys has extensive experience litigating in a courtroom. We always try to settle outside of court, but if the case requires us to go, our team is prepared to do so.
At YMS, we believe collaboration is key to success. Working collectively with our clients ensures that every angle is explored in order to achieve the best results.
Most legal matters can be resolved without the necessity of a trial. However, in high-stakes cases, such as employment law issues, business disputes, real estate, and construction matters, having an experienced trial law firm on your side can be incredibly beneficial. In our experience, we’ve found that preparing every case for trial is the best possible approach, because it can help you to get a more favorable outcome in both a settlement or trial. In the event that a resolution cannot be reached, we are already prepared, ready, willing, and able to take your case to trial and win.
We pride ourselves in helping our clients achieve the best possible outcome in their claims. As former “big firm” attorneys, our experience and previous success at trial allow us to understand what the issues are, what evidence is necessary, and how to build strong cases for our clients.
BREACH OF EMPLOYMENT CONTRACT
We filed a lawsuit on behalf of a client whose employment had been misclassified as an independent contractor. The employer also failed to follow through with its promise to pay our client certain goal-based performance bonuses. We negotiated a settlement of $800,000 on behalf of our client.
We negotiated a pre-lawsuit settlement of $770,000 on behalf of two individuals who had been sexually harassed by their supervisor at a religious institution.
We filed a lawsuit on behalf of a client who was denied a medical leave and then terminated because she could not perform her job due to her disability. We negotiated a settlement of $550,000 on behalf of our client.
As an employee in the US, you have rights protecting you from workplace discrimination and harassment. These rights are based on state and federal laws, safeguarding you from mistreatment based on age, sex, race, religion, national origin, disability, or color (protected classes). Harassment, discrimination, and retaliation are illegal when they target an employee due to their membership in a protected class or in response to a complaint about such treatment. Not every unfair action is illegal, so it’s crucial to understand the distinctions. If you encounter such issues, consulting an employment lawyer can help you navigate your rights effectively.
The resolution timeline for your employment law case in California varies based on the type of claim you are making. For discrimination, harassment, and retaliation claims, you need to file a complaint with the California Department of Fair Employment and Housing (DFEH) within one year of the alleged incident. After receiving a Right to Sue Notice from the DFEH, you have one year to file a lawsuit in court. Wage and hour claims require filing with the California Division of Labor Standards Enforcement (DLSE) within three years of the alleged violation. Breach of contract claims have a statute of limitations of around four years, and wrongful termination claims generally have a two-year statute of limitations.
To prepare for your employment law case involving discrimination or retaliation, focus on gathering factual evidence to support your claims against your employer. Document all incidents, keep records of dates, times, and people involved. Seek potential witnesses and preserve relevant communication. Familiarize yourself with company policies and understand the applicable discrimination and retaliation laws. Stay organized and professional throughout the process. Consider settlement options but be prepared for litigation. Remember, strong evidence is crucial for a successful outcome. A Los Angeles employment attorney will advocate for you, making the process smoother and increasing your chances of success.
Our experienced employment lawyers in Los Angeles operate on a contingency fee basis, ensuring you only pay if we secure a successful outcome for your case. Additionally, we provide a complimentary initial evaluation to assess your situation and explore the legal options available to you.
The attorneys at Yadegar, Minoofar & Soleymani LLP (YMS), are experienced trial lawyers who can help you with all your civil litigation needs. From real estate and construction litigation to employment law, we are the team for you.
We understand that most of you are likely facing a serious legal matter, and we are here to offer help. It is important that you have a talented and experienced legal team behind you. Give us a call today or fill out a contact form to arrange a free case evaluation with one of our attorneys. We will listen to the facts of your case, provide sound legal guidance, and let you know what your options may be.