Best Employment Lawyers in Redwood City

FAQs

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

  Call 650-780-7118 for a 24/7 non-emergency dispatch from the Redwood City Police Department. You may also contact 650-780-7100 during after-hours and weekends.

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

  Call the Records Unit at (650) 780-7100 during normal office hours to determine if the police report you are looking for can be released. Reports can be picked up at the police station lobby at 1301 Maple Street, Redwood City, CA 94063.

• How can an employee in Redwood City check the status of their paid family leave benefits?

  An employee in Redwood City may only be able to obtain the Paid Family Leave benefit information through telephone. Call the PFL Automated Phone Information System at 1-877-238-4373. A representative may be available during regular office hours except for holidays. To be able to access your information, you need to nominate a personal identification number. Language options for speakers of Spanish, Tagalog, Punjabi, and others are available.

• What can an employee in Redwood City recover when filing a complaint at the EEOC?

  An employee in Redwood City may be able to obtain recoveries such as lost income payment, job reinstatement, and additional benefits if the EEOC claim is successful. They may also be awarded compensation for their employer's wrongful and deliberate activity that caused emotional distress. Their chances of getting significant damages increase if the EEOC issues a right to sue order for their case.

• What are some of the protected categories in Redwood City under the California Fair Employment Housing Act?

  Race, which includes but is not limited to characteristics such as hair texture, is included as a protected category under the California Fair Employment Housing Act, or FEHA. Some of the protected categories include religion, marital status, medical condition, national origin, and gender. Decisions on reproductive health, military status, and sexual orientation are also protected. Under FEHA, it is illegal for employers in Redwood City to discriminate against employees due to these characteristics.

• How are wage claims in Redwood City adjudicated by the Division of Labor Standards Enforcement?

  Deputies of the Division of Labor Standards Enforcement will hold an informal conference to adjudicate the wage claims of employees in Redwood City. The claims can be for non-payment of wages, overtime pay, or vacation benefits under the California Labor Code. When the claim cannot be resolved through the conference, an administrative hearing will take place to resolve the matter.

• How do you submit a Redwood City wage claim complaint to the nearest DLSE Office?

  Employees in Redwood City may personally deliver their wage claims to the nearest DLSE Office in San Jose. The address is 100 Paseo de San Antonio, Suite 120 San Jose CA 95113, and the contact number is (408) 277-1266. The email address, LaborComm.WCA.SJO@dir.ca.gov, can also be used to submit the claim or ask for status updates but not general queries.

• 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.