Best Employment Lawyers in Palmdale, CA

FAQs

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

  You can call 661-272-2400 for non-emergency law enforcement assistance in Palmdale.

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

  You can obtain a copy of a police report by submitting the completed form and clicking the New Request link on the Justfoia website. You can also call the City Clerk's Office at 661-267-5151 or email cityclerkdepartment@cityofpalmdale.org for related inquiries.

• What are the legal rights of employees in Palmdale?

  Palmdale adheres to California's labor laws, wherein employees generally have the right to rest and meal breaks, safe and healthy workplace, minimum wage, and overtime pay. They also have the legal right to take appropriate action without being punished. Additionally, they have the right to benefits if they are injured or unemployed.

• How can you report a bad employer in Palmdale?

  You can report an employer in Palmdale to the Labor Enforcement Task Force in California if engaging in unlawful activities. You can also file complaints for violations of labor law by calling the public hotline at 855-297-5322. You can also email them at letf@dir.ca.gov. If this happens to you, consult an employment lawyer to help you understand your legal options.

• Can an employee be personally liable for wage violations in Palmdale?

  An employee acting on behalf of the employer in Palmdale may have personal liability for violations related to wage and hour laws, according to Labor Code section 558.1. An individual can be held liable if the person has been personally involved in the violation or participated in activities of the employer related to the alleged violations. Therefore, owners, managers, and officers must regularly review timekeeping and payroll policies and procedures to guarantee compliance with California's ever-changing regulations.

• Is it illegal to work seven days in Palmdale?

  In Palmdale, you can work seven days in a row in some circumstances. In California, your employer can request that you work seven days if your working time is necessary for an emergency, your collective bargaining agreement has different terms, and your duty requires you to work to save life or protect property from destruction. Additionally, you can work seven days consecutively if your total working time is less than 30 hours a week or six hours a day.

• Can employers ask for salary history in Palmdale?

  Generally, employers in Palmdale may not ask for an applicant's salary history, including compensation and benefits. They are prohibited from utilizing the salary history information of an applicant as a factor in determining what salary to offer or whether to offer employment or not, according to the Labor Code section 432.3. However, employees may voluntarily disclose their salary history to a potential employer.

• 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.