Best Employment Lawyers in Little Rock

FAQs

• What is the non-emergency contact number for the local police station in Little Rock, Arkansas?

  Non-emergencies can be reported by calling the Little Rock Police Department at 501-371-4829 or the Telephone Reporting Unit at 501-918-4397.

• Where can I get a copy of police reports for incidents related to my case in Little Rock, Arkansas?

  Police reports may be obtained by requesting a copy online at https://secure.coplogic.com/rar/en/filing/selectreporttype?dynparam=1683982111301 or by visiting the records division of the Little Rock Police Department Monday through Friday, from 9 a.m. to 4 p.m. The document will be ready 8 hours after the report is completed.

• What can you do if you experience discrimination or harassment at your Little Rock workplace?

  You can hire an employment law attorney to help you file a complaint with the EEOC or take legal action against your employer if you experience workplace discrimination in Little Rock. The Equal Employment Opportunity Commission is a federal entity responsible for implementing laws that prohibit workplace discrimination based on race, religion, sexual orientation, national origin, or age.

• Can you get fired for filing a complaint against your employer in Little Rock?

  No, it is illegal for your employer to fire you in retaliation for filing a complaint against them. When you file a complaint with the EEOC or report discrimination or harassment in the workplace, you become protected from retaliation by federal law. Little Rock employers are prohibited from discharging or demoting an employee, reducing their pay, or engaging in any other adverse employment action in response to submitting a complaint or reporting discriminatory behavior.

• What should you do if your Little Rock employer violated your Family and Medical Leave Act rights?

  If your FMLA rights are violated, you may seek legal assistance and bring a civil action against your employer. Little Rock employers with 50 workers within a 75-mile radius must provide up to 12 weeks of unpaid family and medical leave to employees who have rendered 1,250 work hours within 12 months. Your family and medical leave can be denied if the reason for absence is not covered or if the FMLA entitlement is exhausted.

• Can you be fired for refusing to participate in illegal activities at your workplace in Little Rock?

  No, under the Whistleblower Protection Act, it is unlawful for a Little Rock employer to dismiss an employee for refusing to take part in illegal activities. If an employer retaliates against an employee for not participating in a criminal act, the employee can pursue wrongful termination or file a claim with the EEOC.

• What should you do if your employer in Little Rock fails to pay the minimum wage?

  If your employer fails to pay you the minimum wage, you can speak with your company's HR department or file a wage claim with the Labor Standards Division of the Arkansas Department of Labor. The Fair Labor Standards Act requires firms in Little Rock with four or more employees to pay at least $6.25 per hour.

• 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.