Best Employment Lawyers in Tustin, CA

FAQs

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

  Contact the non-emergency number of the Tustin police at 714-573-3225.

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

  To initiate a records request, complete the Application for Release of Information Form. Submit the form and get your report through mail, fax transmittal, or in-person visit at the front counter of the police station. Contact details are as follows:

  Records Unit Tustin Police Department 300 Centennial Way Tustin, CA 92780 Fax number: 714-730-8027 Phone number: 714-573-3200

• Should an employer in Tustin reimburse an employee for work-related expenses?

  Yes. Employers in Tustin are required by law to reimburse employees for any expenses related to work. Some examples of these are the cost of purchasing office-related equipment, such as computers, phones, and printers and expenses when traveling for work-related trips. Under the California Labor Code, employers found to have violated this law will be ordered to pay the employee the amount owed plus interests accrued.

• Can filing a claim against an employer in Tustin prevent an employee from getting a new job?

  A potential employer cannot discriminate against a job applicant for exercising their rights under the law. Similarly, an employer cannot take an adverse retaliatory action against an employee that may cause harm. In addition, there are remedies under the law that minimizes exposure for the employee filing the claim. Remedies such as private legal procedures and confidential methods of communication can be managed by an employment lawyer in Tustin.

• What is the average cost of hiring an employment lawyer in Tustin?

  Employment lawyers in Tustin and anywhere in California generally charge their clients around $100 to $450 per hour. The fee depends on the lawyer's level of expertise and experience. Some lawyers offer a contingency fee basis on employment law cases, which means the client does not pay them upfront. Others require their clients to pay an hourly rate.

• How can an employee in Tustin start a wage claim?

  An employee in Tustin must first fill out the DLSE Form 1 or Initial Report or Claim. They have to submit it to the local DLSE office in Orange County at 2 MacArthur Place Suite 800, Santa Ana, CA 92707. Should employees have filing-related concerns, they can call the office at 714-558-4910 or send an email to LaborComm.WCA.ANA@dir.ca.gov.

• What kinds of compensation can an employee in Tustin get for a retaliation claim at the Labor Commissioner’s Office?

  The Labor Commissioner’s Office can order an employer to compensate the Tustin employee for any lost wages due to being unlawfully demoted, disciplined, and terminated. The employer will also be required to pay penalties for every violation, revive the employee to their former job position, and remove any retaliation-related information on an employee's personnel file.

• 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.