Best Employment Lawyers in Long Beach

FAQs

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

  The non-emergency contact number of the Long Beach Police Department is (562) 435-6711.

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

  To obtain a copy of a police report for a related incident, you must submit a request form through either mail or in person at the Long Beach Police Department's Records Division, located at 400 West Broadway, Long Beach, CA 90802.

• Can you be fired in Long Beach even if you are an "at-will" employee?

  In Long Beach, even if you are an "at-will" employee, you cannot be fired for any reason, such as ethnicity, race, sexual orientation, or gender. This means you also can't be fired for requesting or using approved medical leave to recover from a disability or health condition.

• To prove an employment law claim in Long Beach, what kind of evidence is needed?

  The evidence required to prove an employment law claim in Long Beach is determined by the type of claim, which may include witness testimony, performance appraisals, documents from the employer, hours worked records, and pay stubs. Typically, you must demonstrate that the employer's actions were driven by discriminatory motives, you faced negative consequences in your employment like being demoted or terminated, and you experienced differential treatment compared to others.

• Can you hold your employer in Long Beach responsible for failing to pay overtime?

  Yes, you can hold your Long Beach employer accountable for not paying overtime. This is owing to the state's multiple labor laws, including the Fair Labour Standards Act (FLSA), the California Labor Code, and the state's overtime statute. If you are not paid for overtime, you must contact a skilled employment attorney who will help you file a claim.

• Does your citizenship/immigration status prevent you from suing your employer in Long Beach?

  Your immigration/citizenship status does not stop you from bringing an action against your employer in Long Beach under California’s Fair Employment and Housing Act. However, it may impact potential future lost income. In choosing a lawyer for this kind of situation, you must hire one that has extensive knowledge of the Labor Code and the Fair House and Employment Act.

• What is the statute of limitations in Long Beach for filing a lawsuit against your employer?

  The statute of limitations for launching a lawsuit against your employer in Long Beach is determined by several factors in your case. For example, if you work for a union, you have only six months to sue your employer for violating the Collective Bargaining Agreement. The time period for some Labor Code penalties and claims involving harassment and discrimination is one year. Contact an experienced employment lawyer on how to best approach your situation.

• 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.