Best Employment Lawyers in San Bernardino

FAQs

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

  The San Bernardino Police Department takes non-emergency calls at 909-383-5311.

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

  Police reports are obtained from the San Bernardino Police Department Records Bureau. The office is at 710 North D Street, San Bernardino, CA 92401. Don't forget to bring valid photo identification. Also, the first five pages of report copies are free while there is a charge of 25 cents per page from the 6th page onwards.

• Who are the largest employers in San Bernardino County?

  The biggest employers in San Bernardino County include players in the online commerce, higher learning, clothing, and healthcare services sectors. These are the Amazon Fulfillment Centers at the city itself and the Redlands, the Community Hospital of San Bernardino, California State University, San Bernardino, and the Burlington Coat Factory Warehouse.

• Can an employer in San Bernardino who was formally presented with a workers' compensation claim move the applicant to an isolated office room under the pretense of preserving the latter's safety?

  An employer in San Bernardino who was formally presented with a workers' compensation claim cannot move the applicant to an isolated office room. While the bosses might cite safety as the reason, the act is interpretable as a retaliatory strike to keep the claimant away from other employees, and no reprisals against the exercise of a legal right are allowed.

• Can a desk worker in San Bernardino be compelled to render overtime pay at basic rates without a premium?

  A desk worker in San Bernardino cannot be compelled to render overtime without a premium. It is hard-coded in the law that every hour worked beyond 40 a week must be paid at a rate of 1.5 times the normal rate. While reasonable overtime may be demanded if there is such a clause in one's contract, it has to be at a higher rate than the worker's basic pay.

• Does an employee in San Bernardino have a cause of action against an employer who pays the federal minimum wage of $7.25 an hour?

  An employee in San Bernardino has a cause of action against an employer who pays the federal minimum wage of $7.25 per hour. The applicable state law in California imposes a more generous minimum wage per hour. Should there be a conflict between wage laws at the state and federal levels, the higher salary prevails.

• Should an employee in San Bernardino be worried about obtaining a lawyer because of financial difficulties?

  A cash-strapped employee in San Bernardino need not be worried about obtaining an employment lawyer. It is possible to look for a legal counsel who accepts payment on a contingency basis. These attorneys do not demand any upfront legal costs, but instead, demand a cut of any favorable court decisions or settlements.

• 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.