Best Employment Lawyers in Palm Coast

FAQs

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

  386-313-4911 is the non-emergency contact number for the Flagler County Sheriff's Office, which is responsible for law enforcement services for the city of Palm Coast.

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

  Copies of police reports for incidents related to unfair employment practice cases in Palm Coast can be obtained from the Records Unit of the Flagler County Sheriff's Office. A requester will pay the cost of copying the request, plus 15 cents per page if the report exceeds seven pages. Certified copies cost $1 per page.

• How can an employment attorney protect the rights of Palm Coast employees?

  Employment lawyers advise Palm Coast employees on how to deal with employers that do not comply with the law. They prevent and settle employment-related issues under state and federal laws. Employment attorneys also represent clients in court and during administrative hearings presided over by the U.S. Equal Employment Opportunity Commission and state-level labor agencies.

• How much does a Palm Coast employment attorney cost?

  Employment lawyers in Palm Coast charge from $100 per hour to $1,000 per hour, depending on the issue, location, and the attorney’s skill. Some attorneys may ask for retainer fees, which are based on an hourly rate. The most common fee structures that attorneys use to charge for their services are hourly rates, flat fee arrangements, and contingent fee agreements.

• What particular laws prohibit workplace discrimination in Palm Coast and throughout Florida?

  The Civil Rights Act of 1964 and the Florida Civil Rights Act prohibit workplace discrimination. The laws protect Palm Coast employees from being discriminated against in any aspect of their employment, including pay, hiring, and layoffs. Employment lawyers refer to such laws to prove that an employer has discriminated against an employee who may be entitled to monetary benefits.

• Are there deadlines for filing certain employment law complaints by Palm Coast employees?

  Palm Coast employees have one year from the date of an alleged discriminatory action to file a complaint against an employer that practices unlawful employment practices. In addition, employees subjected to whistleblower retaliation have 60 days to file a complaint against an employer. It is illegal in the state of Florida to terminate an employee for whistleblowing.

• How can a Palm Coast worker prove discrimination in the workplace?

  Palm Coast employees gather evidence and document workplace discrimination, harassment, or abuse with the assistance of an employment lawyer. Discrimination cases are often founded on an established pattern of behavior in the workplace. Personnel files, payroll records, and physical evidence are important documents for proving employment discrimination. Other documents include reports from witnesses, diary entries, and employee handbooks.

• 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.