Best Employment Lawyers in Costa Mesa

FAQs

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

  Call the Costa Mesa police at (714) 754-5252 for non-emergencies.

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

  Contact the Records Bureau at (714) 754-5373 to request police reports. The Costa Mesa Police Department is located at 99 Fair Drive Costa Mesa, CA 92626.

• What should you expect after submitting an Equal Pay Act Complaint in Costa Mesa?

  Once your Equal Pay Act Complaint in Costa Mesa has been received and processed, you will receive a letter from the Labor Commissioner. A deputy will then contact you to conduct an investigation by interviewing you, witnesses, and your employer. There will be instances wherein you will be required to attend a DSLE hearing. Once the investigation has been completed, you will be informed of the outcome of your complaint. You will be given the chance to file an appeal if the decision is not in your favor.

• What kinds of evidence can be used for an employment law case in Costa Mesa?

  Documents that you should gather for your Costa Mesa employment law case include screenshots of messages in Microsoft Teams or Slack and copies of emails. You should also collect evidence of your credentials, such as your professional license and certificates. If you have photographs of instances of sexual harassment, sabotage, or unsafe working conditions, keep them. Save any forms of communication sent to you that are lewd, racist, homophobic, or sexist.

• Will it be worth filing a lawsuit against an employer in Costa Mesa?

  Filing a lawsuit can hold an employer in Costa Mesa accountable for violating employment laws in addition to recovering compensation for the employee. Depending on the nature of the violation, the employer can also be ordered to pay hefty penalties and punitive damages. On the other hand, the employee can be compensated for losses such as lost wages and benefits and emotional distress.

• How do you complain about unsafe conditions at work in Costa Mesa?

  It is better if you can discuss the matter first with your direct supervisor, manager, or union representative. However, if you fear retaliation from your employer in Costa Mesa, you may take your complaint to Cal/OSHA Enforcement District Office. The complaint will be kept confidential by the law, and your identity will not be disclosed during the investigation. Call the Santa Ana District Office at (714) 558-4451 during regular business hours or send an email to DOSHSA@dir.ca.gov.

• What must an employment lawyer in Costa Mesa check for in a client's claim?

  When a client comes with a claim, an employment lawyer in Costa Mesa must check whether the claim is valid under the law. Usually, employment claims concern specific areas of state and federal laws. In addition, the lawyer must check various types of employment contracts, such as non-compete, arbitration, and confidentiality agreements.

• 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.