Best Employment Lawyers in Hoover

FAQs

• What is the non-emergency contact number for the local police station in Hoover, Alabama?

  205-822-5300 is the non-emergency number of the Hoover police.

• Where can I get a copy of police reports for incidents related to my case in Hoover, Alabama?

  You can pick up police reports on the first floor or at the Hoover Public Safety Center at 2020 Valleydale Road, Mondays to Fridays, 7:30 a.m.-5:00 p.m. Call the police records staff at 205-444-7739 before your visit to check if the report is available.

• How is sexual harassment in a Hoover workplace defined?

  Sexual harassment is defined as requesting favors sexual in nature in exchange for a reward. Some forms of sexual harassment include intimidation or bullying with sexual intentions, inappropriate jokes, and undesirable or unwanted comments of sexual nature. However, instances of offhand comments, minor isolated incidents, and teasing may not be illegal in Hoover. It becomes illegal when it becomes serious and frequent which leads to a toxic workplace or termination of an employee.

• Where is the nearest EEOC Office in Hoover?

  Employees in Hoover can visit the EEOC Birmingham District Office at Ridge Park Place, 1130 22nd Street South, Suite 2000, Birmingham, AL 35205. The office's phone and fax numbers are 205-651-7020 and 205-212-2105 respectively. Individuals are strongly requested to make an online appointment through the Public Portal on the EEOC's website before visiting the office.

• How can an employment lawyer help the executive compensation case of an employee in Hoover?

  An employment lawyer in Hoover can help review the executive compensation contract of an employee in order to check important aspects such as stock offerings, retirement plans, and severance package agreements. The lawyer can also draft contracts, conduct post-contract negotiations, handle mediate disputes, and check for discrimination.

• What does a retaliatory action from an employer in Hoover look like?

  An employer in Hoover who retaliates against an employee for filing a claim may terminate or demote the employee. These employers may also decrease the employee's number of working hours, eliminate benefits, and transfer the employee to another job. It may be challenging to prove a retaliation case because no employer would admit to retaliating against the employee. In these cases, circumstantial evidence can be used to justify the employer's actions.

• Will there be a difference when filing for bankruptcy while pursuing an employment discrimination claim in Hoover?

  Yes, since a discrimination claim in Hoover is considered an asset of bankruptcy, you should indicate the claim when you file for bankruptcy. Otherwise, you may lose your right to financial recovery and other reliefs for which you can be eligible. Do consult your employment lawyer before your bankruptcy lawyer designates the value of your discrimination claim in bankruptcy court.

• What does an employment attorney do?

  Employment attorneys represent workers, companies, unions, and advocacy groups. Their primary job is preventing and resolving disputes related to state and federal employment regulations as well as civil rights. They assist with the development of policies, including laws and employee handbooks, and they represent clients in court and during administrative hearings overseen by the U.S. Equal Employment Opportunity Commission and state-level labor agencies.

• How much should I ask for in a discrimination lawsuit?

  Employment-related claims are among the most complex and time-consuming lawsuits heard in the civil court system. Before workers can file a lawsuit, they must file a claim with the U.S. Equal Employment Opportunity Commission. Every year, the EEOC recovers $505 million for victims of workplace discrimination. When cases proceed to court, the average settlement is approximately $40,000. However, roughly 10% of claimants receive at least $1 million.

• How do I prove discrimination in the workplace?

  Discrimination lawsuits are typically based on an established pattern of behavior in the workplace. Employment attorneys who handle these claims generally advise clients to gather evidence and document all instances of discrimination, harassment, or abuse, as they occur. The following documents are often vital for proving workplace discrimination:

  • Personnel files
  • Payroll records
  • Employee handbooks
  • Diary or journal entries
  • Medical or mental health records
  • Reports from witnesses
  • Photos or video footage
  • Physical evidence

  
  

• Can I sue my company for a hostile work environment?

  Yes, offensive or unwelcome conduct that creates a hostile work environment and affects your terms of employment may give you reason to take legal action. However, rude or abusive behavior on its own isn’t illegal. It must also be tied to other legal issues, such as retaliation for reporting harassment or discrimination directed at members of a protected group.

• What is the EEOC?

  The EEOC is the U.S. Equal Employment Opportunity Commission. It's a federal agency tasked with helping to enforce laws concerning discrimination in the workplace. Not all employers are covered under the EEOC. Typically, you have to work for an organization with at least 15 employees or for a labor union or agency to be covered by EEOC protections.

• How do I report an abusive boss?

  If you believe you're being discriminated against, you have several options. First, follow internal reporting procedures with human resources or other leadership. You can also file a charge of discrimination with the EEOC. Talking to an employment attorney can help you understand your options and protect your interests.

• What laws protect employees from job discrimination?

  • The Civil Rights Act of 1964 provides employees with protection against discrimination based on a wide variety of factors, including national origin, sex, religion, race, and color.
  • The Age Discrimination Act of 1967 applies age to the protected class.
  • The Equal Pay Act of 1963 forbids sex-based compensation discrimination.
  • The Rehabilitation Act of 1973 makes it illegal to discriminate on the grounds of disability in terms of employment decisions.
  • The Civil Rights Act of 1991 adds more protection and power to the federal government to enforce some of these laws.

• How do I file a wrongful termination claim?

  You can file a wrongful termination claim with the EEOC online, via mail, or in person at various EEOC branch offices. You may be able to file a complaint with a state agency. To determine an appropriate plan of action and which organizations you can file with, speak to an employment lawyer.

• What is unfair treatment at work?

  Unfair treatment is not the same as unlawful treatment. There aren't laws against unfair treatment, which can include a boss who generally bullies people into action or someone who doesn't make fair decisions about time off because of nepotism or mood. Such issues may not constitute a claim for a court argument or allegation, unlike unjust judgments made on the grounds of race or age. An employment attorney can clarify if unfair treatment is also unlawful.

• What are some workers\' rights related to injury and illness?

  Employees have a variety of rights related to time off if they're injured or fall ill. For example, in workplaces covered by the Federal Medical Leave Act, workers are allowed to take up to 12 weeks off without losing their position in a company. The leave is unpaid unless PTO time can be used to cover it. Employees may also have rights to file a workers' comp claim if they're injured on the job. All of these laws cover different situations and types of employers, and an employment attorney can help you understand what rights you have.

• Can an employer force you to work?

  This is a gray area in some cases, which is why it may be a good idea to consult an employment lawyer if you have concerns about your workplace. According to the Occupational Safety and Health Administration , workers have a right to refuse to work in dangerous situations. But the burden of proof that this is, in fact, the case, can weigh heavily on the employee.