Best Employment Lawyers in Tempe

FAQs

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

  Non-emergency cases in Tempe can be reported to the local police by calling 480-350-8311.

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

  Police reports in Tempe can be requested by mail or in person. Interested parties should complete the request form available at https://www.tempe.gov/home/showpublisheddocument/81057/637226384939270000 and drop it off or mail it to 120 East 5th Street, Tempe, Arizona 85281, during business hours.

• How is employment law significant to workers in Tempe?

  Employment laws were developed for the benefit of employees, not just in Tempe but across the United States. To some, it may be viewed as a set of rules that needs to be followed by employers, but it also protects the worker's rights. Federal and state employment laws are in place to guide and remind employers that workers are to be treated fairly in the workplace.

• Can an employer in Tempe fire a worker for medical reasons?

  Medical considerations may prevent an employee in Tempe from being dismissed in some situations. Employees can be protected from being fired if they are eligible to file for leave using the Family and Medical Leave Act or if they sustained a work-related injury. They may also qualify for intermittent leaves under the Americans with Disabilities Act.

• Is it acceptable to pay a Tempe employee later than expected?

  By law, employers in Tempe are required to pay their staff or workers on time and with the right amount based on the hours they worked. Employers who fail to pay their workers on time may face penalties, civil lawsuits, and court-ordered fines. Businesses are to hold fair payment standards as these are managed and implemented by federal and state employment legislation and other regulatory bodies.

• How many paid sick leave benefits are available to employees in Tempe?

  Paid sick time benefits offered by employers in Tempe are based on two groups. If a company has 15 or more workers, for every 30 hours of work, they can have at least an hour of paid sick time or a maximum of 40 hours per annum. For an employer with 14 or less than workers, employees can earn an hour's worth of paid sick time per 30 hours of work or up to 24 hours per year.

• Are all employees in Tempe eligible for paid sick time benefits?

  In Tempe, all part-time and full-time workers are qualified to file for sick paid time benefits, including seasonal or on-call employees, but for them, restrictions may apply. On the other hand, as stated in the Fair Wages and Healthy Families Act, independent contractors are not qualified for the said benefit.

• 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.