Best Employment Lawyers in Indio

FAQs

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

  760-391-4057 is the non-emergency number of the Indio Police Department.

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

  During regular office hours, which are Monday to Friday, beginning at 8 a.m. to 5 p.m, you can get copies of incident reports from the Indio Police Department's Records Bureau. Upon request, a copy of a public record could be made available electronically. Please call 760-391-4057 if you have any inquiries or need assistance.

• Are Indio employers required to treat independent contractors as employees?

  No, an Indio business owner is not required to provide benefits to an independent contractor who meets all of the requirements for contractor status in California. Employers make mistakes from time to time when it comes to paying independent contractors, supervising their work, or providing them with the assistance or equipment they require to do their jobs.

• Should you consult with an Indio employment lawyer before signing any documents from your employer?

  It is a wise decision to have the written contract reviewed by an Indio employment lawyer. Remember that if you accept an employment agreement or severance package, you may lose your ability to sue your employer for specific violations in court. Before signing such contracts, consult with an employment law expert to ensure your rights are protected.

• How long must you submit a dispute with the Department of Fair Employment and Housing in Indio?

  If your Indio employer refuses to offer you a job or an employment benefit due to your membership in a protected class, you have three years to file a protest with the Department of Fair Employment and Housing. DFEH investigates your complaint; if it is true, you may be offered a job and compensated. Hiring an experienced California employment lawyer is a critical first step in the time-consuming and complex process of filing an employment discrimination lawsuit.

• What are the rights of Indio employees to fair working hours?

  An Indio employee is required by California law to take at least a 30-minute meal break after working five hours. Employers must pay more if they set unreasonable expectations. Employers must generally pay employees 1.5 times their hourly rate if they work at least eight hours per day or more than 40 hours per week. If an employee works more than 12 hours in a day, the employer must pay them twice their regular wage.

• What are the rights of a pregnant employee in Indio?

  To begin with, discriminating against pregnant employees is illegal in Indio. This includes pregnancy discrimination in hiring, firing, promotions, and other workplace decisions. Most pregnant employees are entitled to three paid sick days, which can be used to treat pregnancy-related ailments such as morning sickness. If their employer has at least five employees, they are also entitled to additional job-protected time off for pregnancy-related illnesses.

• 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.