Best Employment Lawyers in Mountain View

FAQs

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

  The non-emergency hotline of the Mountain View Police Department is 650-903-6344.

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

  You can acquire copies of incident or accident reports from the Records Unit of the Mountain View Police Department. The unit is open to the public every day from 7 a.m. to 7 p.m. Please call the Records Division at 650-903-6344 to find out if a report can be given to you or to know more about the status of your report.

• Which employee in Mountain View is eligible to request paid sick leave?

  Any employee who works in Mountain View for at least 30 days throughout a year of their start date may apply for paid sick leave. According to the law, each employee is granted one hour of paid sick period per 30 hours they've labored, and this time may be carried over from one year to the next. Employers may set a maximum accrual restriction of 48 hours, a maximum annual usage limitation of 24 hours, and mandate that sick leave be taken in increments of no more than two hours.

• How much can you recover in Mountain View for unpaid wages?

  Employees in Mountain View who have not received their paychecks may be entitled to unpaid wages, fines, and interest. These figures may appear to be high, but due to California's strong labor laws, employers who misclassify their employees face serious consequences. If you have a claim for underpaid wages, your employer may also owe you unpaid overtime fines, late payment penalties, paystub sanctions, and interest.

• What are some common ways that Mountain View employers violate overtime laws?

  Your Mountain View company may be violating overtime pay laws in a number of ways, including: 

  1. failing to pay you for all hours worked.
  2. paying non-exempt employees a salary.
  3. incorrectly classifying you as a contractor.
  4. failing to calculate your overtime rate effectively.

• When should you contact a Mountain View employment attorney?

  If you believe you are the victim of illegal discrimination, retaliation, or harassment, or if you are about to be fired unfairly, you should consult with an employment lawyer in Mountain View. To assist your employment lawyer in reviewing your case, you should write down what happened to you, why you believe it happened, and the relevant dates.

• Can a Mountain View employee be required to work on the day they want to use their paid sick leave if they declare that they want to use it?

  No. If an employee in Mountain View requests paid sick leave, the employer may not require them to report to work or fill in for another worker before taking sick leave. In addition, under California's paid sick leave regulations, an employer cannot retaliate or take adverse action against an employee who uses their sick leave. Employees may be eligible for compensation if their employers treat them unfairly because they use paid sick time.

• 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.