Best Employment Lawyers in Ontario, CA

FAQs

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

  The non-emergency dispatch number of the Ontario police is (909) 986-6711.

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

  Go to the front desk of the police station at 2500 S. Archibald Avenue, Ontario, CA 91761 between Mondays and Fridays 7:00 a.m.-7:00 p.m. Contact the front desk at (909) 395-2001 for any concerns about obtaining a report.

• Is it illegal for employers in Ontario to require employees to work during holidays?

  There is no law that prohibits employers in Ontario from allowing employees to work during holidays. The law allows employers to decide when to open and close their businesses and when to require their employees to work. However, employers are required at all times to provide employees with the correct wage and overtime rate.

• Are free consultations with an employment lawyer in Ontario confidential?

  Lawyers and their staff are bound to a duty of confidentiality and by the attorney-client privilege, meaning that lawyers cannot disclose to a third party whatever was being discussed with the client during a complimentary initial consultation. Employees in Ontario should not be worried that their employers would find out about them meeting a lawyer.

• How do you present proof of implied-contract employment in Ontario?

  Because implied-contract employment is based on the actions of an employer, you have to present proof of your employer's implied-contract activities. Courts in Ontario usually look into the different aspects of employer-employee relations to determine implied-contract activities, such as employment practices and policies, communication from the employer, and industry-wide practices.

• What can employee in Ontario gain from the California False Claims Act?

  Through the California False Claims Act, employees in Ontario can be reinstated to the same jobs pre-retaliation. They can also receive compensation for their losses caused by the retaliation, and this can be twice the amount of back pay and interest incurred. Employers may be required to pay for expenses incurred because of the retaliation, and these are special damages, lawyer's fees, litigation costs, and punitive damages.

• Can employers in Ontario be required by law to provide copies of personnel records to employees with discrimination- or harassment-related cases?

  Under the Labor Code Section 1198.5, employers in Ontario are required to provide personnel records relevant to an employee's discrimination- or harassment-related case. They are also required to keep a copy of an employee's personnel records for at least three years after an employee has been terminated.

• 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.