Best Employment Lawyers in Waterloo

FAQs

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

  Contact the Waterloo police station at 319-291-2515 for non-emergencies.

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

  Contact Records at 319-291-4340 x 0 or email wpdrecords@waterloopolice.com if you need to get police report copies. Visit the station in person at 715 Mulberry St, Waterloo, Mondays to Fridays between 10:00 a.m.-2:00 p.m.

• Is it legal for an employer in Waterloo to monitor an employee's email or internet usage at work?

  It is legal for an employer in Waterloo to monitor an employee's email or internet usage at work because employees do not have privacy rights when using the employer's internet network or computer. In this case, the employer's network or computer is considered private property, and employers are given the right to monitor it for threats or minimize risks. They're also allowed to discipline employees who use company property for personal use if this matter has been covered in the company's policies.

• What can you do if a witness to an employment case in Waterloo will not attend the hearing?

  If a witness to an employment case in Waterloo will not attend the hearing, make a written request to the presiding officer for a subpoena that will mandate the witness to attend. You're also accountable for witness-related costs, such as travel expenses, needed for the hearing. As soon as you have information about your witness, you should file the request for a subpoena so you have time to serve them and for your witness to make preparations.

• What are employers in Waterloo required to do during Veterans Day?

  Employers in Waterloo must allow their employees who are service veterans to take a day off. They have the option to give a paid or unpaid leave but must provide notification to the veteran/employee in writing within 10 days. They can also ask their employees to give proof of military service. They have to inform these employees to give written notice of leave during Veterans Day at least 30 days in advance.

• Where can you ask for advice regarding an employment case in Waterloo?

  The Iowa Legal Aid Waterloo Regional Office offers free services to eligible individuals. Individuals with an employment case may ask for advice by calling 1-800-532-1275 from Mondays through Fridays, 9:00 a.m.-11:00 p.m. and 1:30 p.m.-3:30 p.m. except on Thursday afternoons. They can visit the office at 607 Sycamore Street, Suite 206, Waterloo, IA 50703 during regular office hours.

• How are workers' compensation benefits considered for professional employees in Waterloo?

  All possible sources of income should be checked when determining workers' compensation benefits for professional employees. This is because managers, executives, and specialist professionals are not only given salaries but also commissions, bonuses, and various incentives. Any exclusions when calculating the benefits could result in the professional employees in Waterloo receiving less than they should have and losing significant monetary benefits.

• 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.