Best Employment Lawyers in Clovis, CA

FAQs

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

  Individuals with non-emergency concerns can contact the Clovis Police Department at 559-324-2800.

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

  To obtain a copy of a police report, you can visit the Records window in the lobby of the Clovis Police Department located at 1233 Fifth Street, Clovis, CA 93612. You can also make a request over the phone by dialing 559-324-2400.

• What topics are covered in the Memorandum of Understanding for employees in the city of Clovis?

  The MOU for employees in the city of Clovis covers various topics, including employee rights, vacation and sick leave policy, healthcare compensation, wage scale, retirement contributions, and positions represented by labor unions. It sets out policies regarding the rights and responsibilities of staff within the organization and outlines the terms and conditions of employment between employers and employees.

• What is the legal position in Clovis regarding employer retaliation for a complaint about work-related discrimination?

  If an employee complains about work-related discrimination in Clovis, their employer cannot legally seek revenge. If the employee believes the employer is vindictive in response to the discrimination complaint, liaising with a supervisor or human resources representative is advised. The worker can also seek advice from an attorney. Nonetheless, an employer can still impose disciplinary action or terminate employment for other reasons.

• Is termination over the phone legal in Clovis?

  Yes, termination over the phone is legal in Clovis. Workers can also be informed about their dismissal in person or via written communication, such as text messages or emails. The city of Clovis regards employment as "at will," meaning that employers reserve the right to hire or fire employees at any time. Conversely, the "at will" policy provides employees with the freedom to accept or resign from a job at any time.

• What are the requirements for employers in Clovis regarding breaks and lunch periods?

  In Clovis, employers must offer nonexempt employees specific breaks and lunch periods. If an employer violates the rules regarding the timing and duration of breaks and lunch periods, they may face penalties payable to the employee. This penalty is equivalent to one hour of the employee's regular pay rate and is considered part of their wages.

• Do employees in Clovis receive special premiums for working during the weekends and holidays?

  No special premiums are mandated for working on holidays, Saturdays, or Sundays for employees in Clovis. According to California employment law, work-hour compensation is treated as on any other regular workday. However, Clovis employers must pay overtime premiums if an employee works over eight hours in a workday or 40 hours in a workweek.

• 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.