Best Employment Lawyers in Lafayette

FAQs

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

  You may request the Lafayette Police Department's nonemergency assistance by contacting them at 765-807-1200.

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

  You may request a copy of an incident report from the Lafayette Police Department’s Records Section through an in-person office visit, mail, landline, or fax.

  Address: Lafayette Police Department Attn: Records Section 900 E. University Ave P.O. Box 4308 Lafayette, LA 70502

  Telephone number: 337-291-8621

  Fax number: 337-291-8611

• What documents must an employee secure when starting new employment in Lafayette?

  When starting new employment in Lafayette, you must aid your employer in securing documents such as Form I-9 Employment Eligibility Verification, Employee Social Security Number Verification, and Form W-4 Employee's Withholding Certificate. You must also collect a copy of the signed employment and confidentiality agreements stating your position's specifics, salary, and compensation. In addition, you must take hold of an employee handbook detailing the company policies and regulations, from requesting leave and using fringe benefits to reporting workplace incidents.

• Are tips included in an employee's regular pay rate in Lafayette?

  No. A tipped employee in Lafayette must be paid the regular rate of $2.13 per hour, regardless of how much money they earn in tips. After factoring in tips, the worker's salary may exceed the standard threshold. In contrast, if an employee's hourly pay, including tip credit, does not meet the federal minimum wage, the employer must make up the difference.

• What are the eligibility criteria for a military family leave in Lafayette?

  You qualify for military family leave in Lafayette if you meet the following requirements. a. You are employed in a company with at least 50 employees for 20 or more workweeks;  b. Your employer is covered by the Family and Medical Leave Act;  c. You have worked for at least 12 months;  d. You have worked at least 1,500 hours in the 12 months prior to your leave; and  e. You must be an immediate family member of a person required to serve in the armed forces.

• Can you take a paid military family leave in your employment in Lafayette?

  Yes. If you need to take a military family leave in Lafayette, your employer may allow you to use your accrued vacation, personal leave, or earned compensatory time off to maintain your pay status. Annual leave of absence, however, cannot exceed 10 working days. Unless you receive active duty orders less than 30 days before your leave begins, make sure you submit the leave notice to your employer at least 30 days before the day you must take time off.

• Are there employment laws for meal and rest breaks in Lafayette?

  There are no mandatory meal and rest breaks in Lafayette for workers over the age of 18. Working minors must, on the other hand, take at least 30 minute breaks every six hours. Employers may also provide unpaid 30-minute meal breaks or compensated 5 to 20-minute rest breaks to employees. A company cannot financially penalize an employee or force them to work extra hours to make up for the unauthorized break, but the employer can take legal disciplinary action against an employee.

• 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.