Best Employment Lawyers in Chandler

FAQs

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

  For non-emergency situations, the Chandler Police Department can be reached at 480-782-4130.

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

  To obtain a copy of your police report, you must fill out a Request for Police Record form, available at the Main Station located at 250 E. Chicago St. You can also request the form to be mailed to you or download it directly from the following link: https://chandlerazpd.gov/forms/request-report/.

• What can employees in Chandler do if they are paid less than the minimum wage?

  In Chandler, employees can submit a wage complaint to the Industrial Commission of Arizona if they receive less than the mandated minimum pay. The claim must be lodged within 12 months following the owed payment date. Any grievances relating to remuneration due over a year prior will not be entertained.

• What is the purpose of non-compete contracts in Chandler?

  In Chandler, non-compete contracts restrict employees from accepting similar roles in rival companies and are applicable in diverse scenarios. For legal enforcement, these contracts must satisfy four conditions. They should serve a valid business interest, must not contradict societal norms, maintain reasonable restrictions in terms of duration and reach, and provide the employee with a certain advantage.

• What are the rules on terminating employees in Chandler?

  Chandler enforces stringent laws protecting workers from being fired due to unchangeable characteristics under Arizona and U.S. employment laws. As an "at-will" employment zone, Chandler allows companies to hire or lay off staff freely. Yet, some terminations could be seen as unlawful. Employees can initiate a lawsuit for unjust job termination against their employer if the dismissal is retaliatory, contract-violating, or discriminatory.

• What are the financial responsibilities of former employers to their employees upon resignation or dismissal in Chandler?

  Upon resignation or dismissal in Chandler, former employers must fulfill all financial obligations, including salaries, overtime, bonuses, and commissions. Those who have been let go must receive their last paycheck within a week or by the ensuing payday, whichever is sooner. Resigning or suspended workers should be compensated by the subsequent scheduled payday.

• Under what circumstances in Chandler may employees have a claim if they are fired in violation of the contract's terms?

  Employees in Chandler who have established a contractual bond with their employers, thereby negating at-will employment, may have a claim if they are fired in violation of the contract's terms. As per A.R.S. §23-1501, a breach of the employment agreement can materialize if an employer dismisses an employee without justifiable cause defined by the contract or safeguarded under applicable state or federal statutes.

• 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.