Best Employment Lawyers in Anchorage

FAQs

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

  Citizens of Anchorage may dial 311 on their phones to request police assistance in non-emergency situations.

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

  Access the online APD Public Records Center at https://anchorageakpd.govqa.us/WEBAPP/_rs/(S(ewzwah45apwbasu5et3atxpm))/supporthome.aspx to submit requests for police records or other material (audio, video, or photographs).

• Is there a time limit for non-compete agreements under Anchorage employment laws?

  In Anchorage, there is no time limit for non-compete agreements. But according to Alaska rulings, a two-year arrangement is deemed fair but a five-year one is not. This means a non-compete is more likely to be upheld if it is only in effect for a short period of time and if it is specific about what is and is not permitted.

• Under Anchorage employment laws, can business owners mandate their employees to share their tips?

  In Anchorage and the remainder of Alaska, mandatory tip pooling is prohibited. Restaurants and bars, however, may require that waiters split tips amongst themselves, but not with all other staff members. This is because clients usually believe that the money they tip a worker will remain with that employee. This employment legislation is intended to safeguard both the interests of clients and the incomes of wait staff.

• What actions can employers in Anchorage do when facing false accusations of workplace discrimination?

  While your initial reaction may be anger when facing false accusations of workplace discrimination, it's crucial to remain calm and write down all you can about the events leading up to the accusations. Keep a record of all written warnings given to the employee before disciplinary action or termination was enforced. If they're still an employee, you should not fire, reprimand, or demote them. Most importantly, seek the counsel of an employment law attorney in Anchorage to help you fight the charges.

• What does Anchorage employment law say about break and meal times?

  According to local laws, Anchorage businesses must provide 14- to 17-year-olds who work five or more hours a 30-minute break. However, employers do not have to give breaks to employees over the age of 18. If your company allows breaks that are less than 20 minutes long, you must be compensated for them. If your boss lets you take a break for a meal, he or she doesn't have to pay you if the break lasts longer than 20 minutes and you don't do any work.

• How much time does an Anchorage employee have to file claims after termination?

  Ideally, as soon as you become aware that you may be owed additional compensation, you should file a claim. Otherwise, claims for unpaid minimum wage or overtime must be lodged within two years of the date the work was performed. In addition, straight-time pay claims and other benefits claims must be made within three years of the date the job was actually completed. Contact an Anchorage employment lawyer to seek counsel on unpaid wage matters.

• 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.