Best Employment Lawyers in Roseville, CA

FAQs

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

  For non-emergencies, contact the Roseville Police Department's number at (916) 774-5000.

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

  Visit the Records counter between Tuesdays and Fridays from 7:00 a.m.-4:30 p.m. The police station is located at 1051 Junction Blvd., Roseville, CA 95678. Contact the Records staff at (916) 774-5030 for further details. Reports can also be obtained online at https://www.roseville.ca.us/government/departments/city_clerk/public_records_request/police_records.

• If an employee is misclassified by an employer in Roseville, what aspects should be verified?

  If an employee, whose work is supervised, assigned, or reviewed, is misclassified as an independent contractor, factors such as work training, salary payment, work evaluation tools, and hours rendered should be verified. Employers in Roseville may misclassify their employees due to a lack of understanding of the laws or because they intentionally do so.

• How can an employee in Roseville seek a consultation with Cal/OSHA?

  If an employee has any concerns about workplace safety and health matters, they can call Cal/OSHA at 1(800) 963-9424 or send an email to InfoCons@dir.ca.gov. Employees in Roseville can visit the OSHA Regional Consultation Office at 1750 Howe Avenue, Suite 490, Sacramento, CA 95825, and call the office at (916) 263-0704.

• How can employers in Roseville avoid a wrongful termination lawsuit?

  Employers can avoid a wrongful termination lawsuit by describing expectations and guidelines in the employee handbook. They can also provide management-level or employee training regarding employment practices, job performance and behavior, and company policies. In addition, employers in Roseville should put in place a robust termination process that exercises consistency and fairness.

• Under the California Fair Employment and Housing Act, what are employers in Roseville prohibited from?

  Employers in Roseville who have five or more employees are prohibited to discriminate against employees with protected characteristics such as sexual orientation, national origin or ancestry, race, age, and medical conditions. Under the California Fair Employment and Housing Act, employers are not allowed to retaliate against the employee who reports, fights, or helps another person combat discrimination.

• What are some differences between California and federal employment laws enforced in Roseville?

  In general, California employment laws are more worker-friendly compared to federal laws. A Roseville worker's financial recovery for penalties and damages is also usually higher under state laws. For instance, the statewide minimum wage is around $15.50 while the federal one at $7.25. State laws also require employers to pay the employee all overtime hours. On the other hand, federal laws do not require employers to pay overtime for the extra hours needed to get the job done.

• 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.