Best Employment Lawyers in Santa Clarita

FAQs

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

  661-260-4000 is the non-emergency hotline of the Santa Clarita police station.

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

  Incident reports are available in the Santa Clarita Police Department at 26201 Golden Valley Road, Santa Clarita, CA 91350. To request a digital copy, visit https://california.staterecords.org/losangeles/santaclarita.

• How do non-disclosure and non-solicitation agreements affect the employment law in Santa Clarita?

  Santa Clarita employees who sign non-disclosure and non-solicitation agreements owe a duty of loyalty to their employers and are barred from participating in unfair competition after leaving their jobs. This agreement shields employers from workers who attempt to utilize this proprietary information in their new company. In Santa Clarita, these contracts contain sensitive information, including the research and launching of a new product, secrets of business practices, and client lists.

• What is workplace retaliation in Santa Clarita?

  In Santa Clarita, workplace retaliation occurs when an employer refuses to promote, fire, or take action against an employee for attempting or exercising their employment rights. Some situations under workplace retaliation cases include unsafe work conditions, retaliation against an employee's off-duty activities, and unpaid wages. Santa Clarita employees who win a workplace retaliation lawsuit are eligible for compensation for their lost wages and monetary damages.

• What are the rights of a pregnant employee in Santa Clarita?

  Pregnant employees in Santa Clarita have rights under both the California labor law and the Family and Medical Leave Act, which include the need to take medical leave before and after the birth of their child, paternity rights, and personal leave of absence when their children are sick. Pregnant workers in Santa Clarita are also eligible to file a lawsuit against their employer if they have experience gender and pregnancy discrimination.

• Why do whistleblowers in Santa Clarita need an employment lawyer?

  Whistleblowers in Santa Clarita need to hire an employment lawyer to protect their rights against employer retaliation, such as wrongful constructive termination, suspension, and denial of promotion. They also need the legal counsel of employment lawyers to understand their rights under the California False Claims Act, which stipulates the prevention of employers from making rules that would discriminate against them because they disclose sensitive information to the government.

• What counts as a wrongful termination in Santa Clarita?

  In Santa Clarita, employees face wrongful termination if they are fired for reasons expressly forbidden by their employment contract, for asserting their legal rights, for discrimination, or for reporting their employer to the authorities. They should receive compensation for any lost wages as a result of the wrongful termination, including the salary they would have earned in the future.

• 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.