Best Employment Lawyers in San Mateo

FAQs

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

  For non-emergency cases, you may contact the San Mateo Police Department at (650) 522-7700.

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

  You may obtain the police report for incidents related to employment law by submitting a request at the San Mateo Police Department in person or online by. Complete a public records request at https://sanmateoca.mycusthelp.com/WEBAPP/_rs/(S(wb35j1mn3cou4mjuqktiv30q))/SupportHome.aspx?sSessionID=.

• What should you do if you were wrongfully terminated in San Mateo?

  If you were wrongfully terminated in San Mateo and your case involves federal civil rights laws against workplace discrimination, you can file a charge of discrimination with the Equal Employment Opportunity Commission. If your case involves state civil rights laws against workplace discrimination, you may file a claim with the Civil Rights Department.

• What constitutes wrongful termination in San Mateo?

  A wrongful termination claim may be filed by an employee in San Mateo if they were illegally fired due to workplace discrimination based on protected characteristics like age, color, gender, sexual orientation, pregnancy, or religion. Employees can also file a wrongful termination lawsuit if they were fired due to whistleblowing or if their employer violated their employment contract.

• Can an employer require drug testing for prospective employees in San Mateo?

  In San Mateo, employers are allowed to require a drug test as a condition of employment after a job offer is made, but before the employee starts working. However, random drug testing is prohibited by California law. Employers cannot require employees to undergo random drug tests and must provide notice before administering a drug test. On the other hand, there is an exception for public job positions where drug testing may be required if public safety is a concern.

• Are employers in San Mateo required to provide health insurance to their employees?

  In San Mateo, employers are not legally required by state law to provide health insurance to their employees. However, under federal law, employers with 50 or more full-time equivalent employees are obligated to offer health insurance benefits that meet the minimum essential coverage requirements. This means if you are part of a company with fewer than 50 full-time equivalent workers, your employer is not required to offer you group health insurance.

• Are employees in San Mateo entitled to overtime pay?

  In San Mateo, every employee, regardless of their exemption status, is entitled to receive overtime pay. Overtime compensation is calculated at 1.5 times the regular rate for any hours worked beyond eight hours in a day or 40 hours in a week. It is crucial to note that all hours, including overtime hours, must be compensated, and employees must be paid at least the minimum wage in addition to their overtime pay.

• 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.