Best Employment Lawyers in Hartford

FAQs

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

  The local police of Hartford can be contacted for non-emergency situations at (860) 757-4000.

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

  Police reports in Hartford can be obtained online, in person, and over the phone. For online requests of police reports, interested parties may visit https://www.invoicecloud.com/portal/(S(5d2kg42ef0dez1vjp3agicut))/2/cloudstore.aspx?cs=deee41bd-1f91-40c6-be26-65200b812e6a&bg=e77d4177-c209-4b06-92fc-2bdc90b819eb&uid=2&ps=13. In-person requests are processed at the Public Safety Complex, 253 High Street, 06103. Residents may call 860-757-4150 for over-the-phone requests.

• When is a worker in Hartford considered an independent contractor or an employee?

  In Hartford, the level of management authority over a worker is relevant in determining whether they are an employee or independent contractor. You are most likely an employee when you are provided with detailed procedures, work on a set schedule, and wear a uniform. On the other hand, if you report for work whenever you please, you are considered an independent contractor.

• Are Hartford workers eligible for unemployment benefits if they quit their job?

  No. Former employees who voluntarily quit their jobs in Hartford are not eligible for unemployment benefits. Quitting a job may only be an exception if the employee has a “sufficient cause” for quitting and has taken reasonable steps to report the issues before deciding to leave the company.

• If Hartford employees quit their job due to discrimination or harassment, can they still file a lawsuit against their employer?

  If you work in Hartford and think your boss has been harassing you, you should talk to a lawyer before leaving. Chances are your employer can avoid any liability to you if they leave the company voluntarily. Even if the discrimination and harassment you have experienced are severe, speak to a lawyer first.

• What are the rights of disabled employees in Hartford?

  Disabled employees in Hartford may request a reasonable accommodation from their employers, wherein a disabled employee may ask to modify the workplace environment or make some changes about how the job is usually done to perform or carry out their duties. The changes or modifications for reasonable accommodation should not cause hardship to the employer.

• How can an employee in Hartford tell if their employer is retaliating against them?

  Usually, retaliation by an employer in Hartford can be blatant or subtle. The common signs of retaliation by an employer include salary deduction or reduction of work hours, demotion, reassignment, bullying or harassment, micromanagement, and termination. Retaliation by an employer is not only limited to the behaviors mentioned above. Consult a lawyer to discuss your situation to learn if you have a retaliation case.

• 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.