Best Employment Lawyers in Gainesville

FAQs

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

  The non-emergency dispatch number of the Gainesville Police Department is 352-955-1818.

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

  Get police reports in person at the Gainesville police station which is situated at 413 NW 8th Avenue, Gainesville, Florida 32601. Requests can also be done by calling (352) 393-7565 or filling out the form online at http://www.gainesvillepd.org/Virtual-Front-Desk/Online-Services/Incident-Traffic-Report/Incident-Report-Copy.

• How can pregnant employees in Gainesville be discriminated against?

  Employees in Gainesville may face discrimination because of a current, previous, or potential pregnancy. They may also face discrimination due to pregnancy-related medical conditions, such as breastfeeding. Having or refusing to have an abortion, as well as using contraception, can also be used against employees. Pregnant women are protected by federal and state laws at various stages of employment, including hiring, job interviews, training, termination, and layoffs.

• What can an employment lawyer in Gainesville do for you?

  An employment lawyer in Gainesville can assist you in building your case by gathering evidence, determining liability, and guiding you through the compensation process. If a lawsuit is filed, these lawyers can represent you in negotiations, mediation, and litigation. They can also assist you in ensuring that you follow procedures correctly and that your case meets deadlines.

• How can employment discrimination in Gainesville be proven?

  You must provide evidence to prove employment discrimination in a Gainesville workplace. Although direct evidence of discrimination may be difficult to obtain, circumstantial evidence such as the McDonnell-Douglas Test can be used. If you answered yes to all of the questions on this test, you may have a case of discrimination.

• What kinds of workers in Gainesville can be at risk for mesothelioma and asbestos-related medical conditions?

  Asbestos exposure can cause mesothelioma, fluid in the lungs, and stomach cancer in workers such as electricians, firefighters, car mechanics, and manufacturing laborers. Individuals in Gainesville who work in the military, asbestos mines, construction industries, shipyards, and power plants may be at risk. An individual can seek compensation by filing a personal injury lawsuit or taking action against an employer.

• How can an employee in Gainesville file a complaint?

  Contact the Department of Labor’s Wage and Hour Division (WHD) at 1-866-487-9243 for assistance in filing your claim. You may be directed to the WHD Office nearest Gainesville and that would be the Jacksonville Area Office. Its contact details are as follows: U.S. Department of Labor Wage and Hour Division Charles E. Bennett Federal Building 400 West Bay Street, Room 956, Box 017 Jacksonville, FL 32202 Phone number: (904) 359-9292

• 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.