Best Employment Lawyers in Visalia, CA

FAQs

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

  Contact the Visalia Police Department at (559) 734-8116 for non-emergencies.

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

  Go to the Records Unit of the police headquarters at 303 S. Johnson St. Visalia, CA 93291 during regular office hours. For more information, call the Records Unit at (559) 713-4222 or send an email to the Records Supervisor at lisa.brown@visalia.city.

• Where should you file Visalia employment claims?

  Complaints involving wages and hours can be brought to state courts, California's Labor Commission, and the U.S. Department of Labor. Discrimination and harassment cases in Visalia can be taken to civil courts, U.S. Equal Employment Opportunity Commission, and the California Civil Rights Department. Retaliation claims can also be filed at the Division of Labor Standards Enforcement.

• Why is it important for an employee in Visalia to be properly classified?

  Employee classification is significant because it affects things like overtime eligibility, tax liability, and worker benefits. Improper employee classification can cause problems for employers, resulting in the payment of backpay and unpaid overtime plus interest. Violations of federal and state laws can also result in severe penalties and serious consequences for Visalia employers.

• How does a Visalia employee know if they have a valid discrimination claim against their employer?

  Discrimination in the workplace occurs when an employee is treated unfairly because of their gender, race, religion, age, or other protected characteristics. Employers may discriminate against an employee based on protected characteristics by demoting, firing, or denying benefits. Employees may find it difficult to assess the validity of a discrimination case on their own. An employment lawyer in Visalia can assist them in this endeavor.

• What are some lactation accommodations that employers in Visalia must provide to employees?

  Employers in Visalia must give lactating employees more breaks so they can express breastmilk freely. They must be able to provide a private, intrusion-free, safe, and clean lactation room or area. An employee should not be required to provide any medical documentation to the employer in order to use lactation privileges.

• How does a Visalia employee file an EEO claim?

  An employee should initiate a claim by speaking with an EEO counselor within 45 days of the alleged violation. The counselor will offer options for resolving the case, which may include EEO counseling or a mediation program. If neither method resolves the case, the employee may file a formal complaint at the Visalia EEO Office. The Fresno Local Office is located at the Robert E. Coyle Federal Courthouse, 2500 Tulare Street, Suite 2601 Fresno, CA 93721. The phone number is 559-753-8480.

• 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.