Best Employment Lawyers in Lakewood, CO

FAQs

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

  Contact 303-980-7300 to request a non-emergency response from the Lakewood police.

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

  To initiate a police report request, complete the Request for Records Search Form and send it by mail, fax, or email. The mailing address is ATTN Records 445 S. Allison Pkwy Lakewood CO, 80226. The fax number is (303) 987-7359, and the email address is LPDRecords@lakewoodco.org.

• Can an employer in Lakewood be held responsible for workplace harassment?

  Yes. Under the Colorado Anti-Discrimination Act, an employer in Lakewood can be held responsible if they fail to reasonably know about the harassment or take timely action to prevent or resolve it. They are also prohibited from taking adverse action against an employee who reports, fights, or assists another person in fighting unlawful harassment.

• Can you be eligible for unemployment benefits in Lakewood while working part-time?

  Yes. You may be eligible for partial unemployment benefits in Lakewood if you are working less than 35 hours a week. To meet eligibility requirements, you must continue searching for a job. You must also earn less than the weekly unemployment benefits that will be paid to you. Under the law, you can earn less than 50% of the weekly benefits and still get all the payment benefits. Beyond that, the amount you can receive will be reduced.

• What is defamation in a Lakewood workplace?

  Defamation happens when an employer in Lakewood intentionally harms an employee by creating dishonest statements about an employee. If the false statements are written, it is called libel. It is called slander when spoken. Many defamation cases arise from instances wherein a former employer has to give a statement during an employee's reference check. If the former employer issues defamatory statements that harm the employee's chances of getting the job, the employee may sue them.

• How does a collective action lawsuit happen in Lakewood?

  An employee in Lakewood can file a collective action lawsuit together with other employees who have similar cases against an employer for violating the Fair Labor Standards Act. A consent-to-sue form must be submitted by other employees who wish to be included in the lawsuit and will be provided by the court upon the lawsuit's conditional certification.

• How do you take a complaint to the EEOC against an employer in Lakewood?

  Employees in Lakewood can file their complaints to the EEOC by visiting the Denver Field Office at 950 17th Street Suite 300 Denver, CO 80202. They are encouraged to initiate their claims by using the public portal found on the EEOC's website and scheduling an appointment at the field office. Employees who have concerns or cannot use the public portal can call 1-800-669-4000. Those with hearing impairments can use the EEOC's videophone contact line at 1-844-234-5122.

• 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.