Best Employment Lawyers in Boulder

FAQs

• What is the non-emergency contact number for the local police station in Boulder, Colorado?

  303-441-3333 is the non-emergency contact number of the Boulder Police Department.

• Where can I get a copy of police reports for incidents related to my case in Boulder, Colorado?

  To request records from the Boulder Police Department, click the Request Police Records link at https://bouldercolorado.gov/services/request-crime-reports-or-records. Some records may cost a research fee.

• How much does it cost to hire an employment lawyer in Boulder?

  The average cost of hiring an employment lawyer in Boulder is approximately $316 per hour. This amount can vary significantly based on different factors, such as the lawyer's level of experience and reputation, as well as the complexity of the case. It is advisable to inquire about the lawyer's fees and billing methods upfront to avoid any unexpected costs.

• Can employers in Boulder terminate employees at any time and for any reason?

  Employers in Boulder can generally terminate employees at any time and for any reason, as Colorado is an "at-will" employment state. However, there are exceptions to this rule. Employers cannot terminate employees for discriminatory reasons, reasons that go against public policy, or in retaliation for an employee exercising his or her rights. Doing so could provide grounds for an employee to file a wrongful termination lawsuit.

• How should you proceed if your employer in Boulder fails to issue your final paycheck on time?

  If your employer in Boulder has failed to pay your final paycheck within the required timeframe, you have legal options to recover the unpaid wages. Firstly, you or your attorney should make a written demand for the unpaid wages. If the employer fails to pay within 14 days, you can take legal action to recover the final paycheck funds.

• Who is exempt from overtime pay in Boulder?

  Employees exempt from overtime pay in Boulder include executives, administrative and professional staff, computer professionals, drivers/loaders/mechanics, outside sales staff, commissioned staff, automobile dealerships, and employees in miscellaneous positions. For an employee to qualify as an executive, they should earn a minimum salary of $455 per week, manage the business or a particular department, oversee the work of at least two full-time employees, and hold the power to recruit or terminate workers.

• What is the deadline to file a workplace discrimination claim in Boulder?

  In Boulder, to preserve a workplace discrimination claim under state law, it must be filed with the Colorado Civil Rights Division or cross-filed with the Equal Employment Opportunity Commission within 180 days of the discrimination; under federal law, it must be filed with the EEOC or cross-filed with the state agency within 300 days. It is advised to consult an attorney before filing the claim and not wait until the time limit is near expiration.

• 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.