Best Employment Lawyers in Lancaster, CA

FAQs

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

  Contact the Lancaster Sheriff's Station at (661) 948-8466 for non-emergencies.

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

  Call (562) 345-4441 to submit a request and schedule an appointment to pick up the reports in person at the Los Angeles County Sheriff's Department's Public Services Section. Official hours are Mondays through Thursdays 8:00 AM - 5:00 PM. The section is located at 12440 East Imperial Highway, Suite 120, Norwalk, California 90650.

• How can you contact the Labor Commissioner's Office for an employment case in Lancaster?

  Call 833-LCO-INFO (833-526-4636) for more information. If you think you may have an employment case, call the Labor Commissioner's Office nearest you. The Los Angeles Office is near Lancaster and is situated at 320 W. Fourth Street, Suite 450 Los Angeles, CA 90013. Its phone number is (213) 620-6330 and is open Mondays to Fridays 9:00 AM - 12:30 PM and 1:30 PM - 5:00 PM.

• Can an hourly employee in Lancaster be paid for off-the-clock work?

  Yes. Hourly employees in Lancaster should be properly compensated for off-the-clock work. Off-the-clock work is defined as work done to benefit employers after regular work hours. An executive assistant who checks emails and writes reports at home well after their nine-to-five hours is an example of an employee who works off-the-clock.

• How are exempt and non-exempt employees determined in Lancaster?

  The Labor Commissioner's Office ultimately decides whether or not employees in Lancaster are exempt. When an employee's status is not definitively confirmed under the law, a classification specialist from human resources will do so. These specialists will investigate the status of certain job positions covered by the Fair Labor Standards Act.

• How does California’s Pay Transparency Law affect employees in Lancaster?

  California’s Pay Transparency Law enables employees in Lancaster to inquire about the salary range of their jobs. It has additional requirements on how employers maintain employee salary records and report salary information to state authorities. When employers with over 100 employees do not comply with the reporting requirements, the Civil Rights Department can file a court order to enforce compliance or sanction penalties.

• What types of information on personnel records are employees in Lancaster allowed to inspect?

  An employee in Lancaster has access to information on personnel records such as employment applications, payroll authorization, and attendance. They have the right to see commendation, absence, discipline, layoff, termination, and vacation leave notices. They are also permitted to view educational and training records, wage garnishment notices, and performance appraisals.

• 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.