Best Employment Lawyers in Citrus Heights

FAQs

• What is the non-emergency contact number for the local police station in Citrus Heights, California?

  916-727-5500 is the non-emergency phone number of the Citrus Heights Police Department.

• Where can I get a copy of police reports for incidents related to my case in Citrus Heights, California?

  You can text 916-417-1297, fax 916-727-4973, or email ReportRequest@citrusheights.net to request reports from the Citrus Heights Police Department. You must send a photo of yourself bearing a valid government-issued ID with your request.

• What does wage theft entail in Citrus Heights?

  Wage theft is another phrase for unpaid wages that usually entails the actual non-payment of wages. Unpaid overtime, final paychecks that were not given after quitting a job, underpayment of minimum wage, and failure to pay employees for all hours worked are a few examples of wage theft. The prevalence of wage theft in Citrus Heights is higher among low-paid workers and illegal immigrants, but it occurs in any sector regardless of income level or legal status.

• What documents should you prepare before meeting with a Citrus Heights employment attorney to discuss your claim for unpaid wages?

  You should gather the following paperwork before consulting with an employment attorney in Citrus Heights concerning your claim for unpaid wages:

  • Paycheck stubs
  • Time stamps
  • Employee manual
  • Letters of offer
  • Workday plans
  • Copies of emails exchanged between coworkers about working hours
  • Copies of correspondence you had with your manager or employer about your work hours
  • Coworker and other witness contact information
  • Copies of recordings pertinent to your case

• In Citrus Heights, which workers tend to be more subject to sexual harassment than others?

  Some of the workers in Citrus Heights with a higher tendency to encounter sexual harassment include:

  • Front-of-the-house restaurant staff, such as those who host or wait tables.
  • Blue-collar workers in jobs that require them to work alone.
  • Workers who lack valid immigration status.
  • Employees in a workplace dominated by men.
  • Employees working with influential or high-powered individuals.

• At what point can you file a claim against your employer in Citrus Heights?

  You can bring claims if your employer in Citrus Heights has maltreated you based on discriminatory grounds, such as color, race, sex, age, or other protected classes. The EEOC frequently chooses not to represent the claimant in a legal action against the employer. However, you still have the chance to submit a lawsuit, and a skilled employment attorney can examine your case and assess your chances of success.

• Can an employer fire a worker in Citrus Heights for any reason?

  Yes. California is an "at-will" state, which means Citrus Heights employers have the right to fire employees at any time for any cause in accordance with California Labor Code section 2922. However, this law forbids companies from firing workers for illegal reasons. Some of these reasons include discrimination, whistleblowing, and taking a legally allowed leave.

• 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.