Best Employment Lawyers in Bloomington

FAQs

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

  For non-emergencies, residents may contact the Bloomington Police at 812-339-4477.

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

  To acquire a Bloomington police report, individuals are required to fill out the "Public Access Request Form," accessible on the official website of the city at bloomington.in.gov.

  The completed form can be submitted in person or sent by mail to the following address:

  Records Division 220 E. Third St. Bloomington, IN 47401

  Alternatively, completed forms may be forwarded via email to: records-request@bloomington.in.gov.

• What is Bloomington's Living Wage?

  Bloomington has established a "Living Wage," presently set at $15.29 per hour, as the minimum income it deems necessary for a working household to cover fundamental expenses. If employers breach this ordinance, the city mandates rectification of the violation and back pay within a fortnight. This stipulation ensures workforce fairness within the city's jurisdiction, delivering a standard of living in line with basic needs.

• What is the legal stance on noncompete agreements in Bloomington?

  No specific legislation in Bloomington curtails or forbids noncompete contracts, which restrict an employee's capacity to join rival firms for a defined time post-employment. Courts in Bloomington will typically uphold such agreements as legally binding, provided they are not excessively prohibitive and the employer has a valid business justification. This practice ensures balanced protection of the company's interests and employees' career mobility.

• What are Bloomington's reporting requirements for private employers when hiring new or returning employees?

  In Bloomington, companies are obligated to furnish details about new and certain returning employees to the Indiana New Hire Reporting Center. This submission, due within 20 days from the commencement or recommencement of employment, must encompass the employee's personal data, hire date, Social Security number, and the employer's identification details. Firms also have the flexibility to generate digital new hire reports, provided all requisite data is included.

• What are the rules in Bloomington regarding employers asking job applicants about their criminal history?

  No regulations prevent employers in Bloomington from inquiring about job candidates' restricted criminal records. Companies may perform background checks involving criminal histories, but they must recognize that Indiana law allows specific individuals (such as nonviolent offenders) to petition a court to limit potential employers' access to select criminal records through the state police.

• What does Indiana's Right-to-Work Law entail in Bloomington?

  Bloomington upholds Indiana's Right-to-Work Law, forbidding employers and labor organizations from demanding union membership fees as a prerequisite for work. The mandate encompasses nearly all private sector employers, excluding those governed by the Railway Labor Act, typically airline or railway enterprises. Infringement of this regulation is deemed a Class A misdemeanor.

• 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.