Best Employment Lawyers in Inglewood, CA

FAQs

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

  The non-emergency, emergency, and direct dispatch number of the Inglewood police department is (310) 412-8771.

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

  Inglewood incident reports may be obtained from the Records Division at 1 West Manchester Boulevard, Inglewood, CA 90301. You may also call them at 310-412-5215.

• What is the employment law concerning overtime pay enforced in Inglewood?

  The law concerning overtime pay in Inglewood is the one enforced statewide, which states that employers must pay their non-exempt employees 1.5 times the regular pay rate for each hour after the eighth consecutive hour of their workday and above 40 hours of each week. In addition, the regular pay rate should be doubled after 12 hours of consecutive work during a workday and all hours worked over eight on their seventh consecutive workday in the work week.

• What is the law regarding employee mileage reimbursement in Inglewood?

  The law regarding employee mileage reimbursement being implemented in Inglewood is the same as in the state, where the employer should reimburse an employee for vehicle expenses when they have been tasked to use their own vehicle in a work-related activity. Reimbursement should be made on fuel and maintenance costs, registration and licensing, insurance, and other expenses associated with operating the vehicle. Such requirement does not extend to traveling to and from their workplace.

• Can your employer in Inglewood be penalized for paying your final wages late?

  Yes. If you quit or are laid off or terminated and your employer fails to pay your final wages in a timely manner, you can get paid for your waiting time. The employer should pay the wages on your last day if there is a 72-hour quitting notice. If not, the money is due after a notice period of 72 hours is given. Upon non-compliance, employers should pay you a penalty fee for up to 30 days for each day the payment is late.

• Can Inglewood employers deduct money from their employees’ pay if the latter makes an honest or reasonable mistake?

  No, employers in Inglewood cannot legally deduct money from their employees’ pay due to an honest or reasonable mistake. Such inadvertent errors could be cash shortages or other losses due to an accident. Business owners can only lawfully deduct from their employee’s paychecks if they can show that the cash shortage, loss, or error was due to dishonesty, gross negligence, or willful misconduct.

• What forms of disability discrimination does the Fair Employment and Housing Act proscribe in Inglewood?

  The two forms of disability discrimination that FEHA proscribes in Inglewood are the following:

  • disparate treatment discrimination, or the intentional discriminatory act by an employer against their employee due to the latter’s disability and
  • disparate impact discrimination, which results from a facially neutral policy or practice implemented by an employer that causes a disproportionate disadvantage to employees with disability.

• 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.