Best Employment Lawyers in Scottsdale

FAQs

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

  The police department's general phone number in Scottsdale is 480-312-5000.

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

  Police reports in Scottsdale can be obtained from its Records Section at the Fire/Police headquarters’ east end (Lou Witzeman Public Safety Building). The Police Department’s address is:

  8401 E. Indian School Road Scottsdale, AZ 85251

• How does the Arizona Civil Rights Act or ACRA protect employees in Scottsdale in terms of fair employment practices?

  The Arizona Civil Rights Act protects Scottsdale employees from unfair employment practices by prohibiting discrimination in workplaces with at least 15 employees. It classifies race, religion, color, sex, national origin, age, genetic test results, and disability as protected characteristics. ACRA also forbids employers from making adverse employment actions against workers who file complaints and assist, participate, or testify in hearings and investigations into employers’ discrimination practices.

• What type of whistleblowers in Scottsdale does the Employment Protection Act protect?

  The type of whistleblowers in Scottsdale that the Employment Protection Act protects are the following:

  • Those who disclosed their employer's violations of employment laws;
  • Have reasonable belief or information about future, ongoing, or past violations of state law by an employer or fellow employees;
  • Makes their disclosure to their employer, manager-level coworker, or another public or political organization employee.

• As an at-will employee in Scottsdale, can an employee get severance pay?

  Since Scottsdale is in an at-will employment state, it does not automatically mean that workers will not be given severance pay or package. At-will employment means that employees are given work for an indefinite period, they may leave at any time without giving notice, and their boss may terminate their employment at any time.

• Are employment severance packages in Scottsdale negotiable?

  Yes. Scottsdale employees can negotiate to receive acceptable separation pay. Although employers may push them to take their checks and immediately sign the release agreement, the latter should not give in to the pressure. The employer cannot and will not withdraw their severance pay offer, and employees can consider the severance agreement from three weeks to 60 days. They can also change their mind seven days after signing and negotiate for a better package.

• What is the law on minimum wages and employment back pay that is enforced in Scottsdale?

  The Arizona Minimum Wage Act is enforced in Scottsdale, requiring employees to be paid the minimum wage or higher for each hour worked. Neither federal nor state wage statutes are waivable. This statute allows employees to pursue underpaid and unpaid minimum wages even if their employer continues to violate the law. Failure to pay employees the required wages equates to a penalty of the sum owed plus this same sum doubled.

• 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.