Best Employment Lawyers in Danbury, CT

FAQs

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

  203-797-4614 is the phone number of the Danbury Police Department for non-emergency situations.

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

  All police incident and accident reports are maintained and distributed by the Danbury Police Records Division. Call 203-797-4680 to speak with its administrative manager.

• Can a Danbury employment attorney help companies create employee handbooks?

  Yes. A Danbury employment lawyer can draft employee handbooks that provide general information to employees. These handbooks usually contain more precise descriptions of acceptable work behavior, and they help employers and employees understand what to anticipate in the conduct of work. They can cover legislation and guidelines for issues such as paid time off, sexual harassment, and computer security. In addition, employment lawyers can draft agreements for specific employees.

• How do employment agreements operate in Danbury?

  In Danbury, an employment contract lays out the employee's obligations and the employer's expectations, and it also regulates the situations that can lead to a termination of employment. A contract may also impose limitations on the conduct of both parties during and after work. An employment attorney in Danbury can support employers with the preparation, review, and negotiation of employee contracts.

• What remedies are available in a case of racial discrimination in Danbury?

  Your remedies depend on how your Danbury employer's wrongdoing has affected your financial and personal interests. In a lawsuit involving racial discrimination, the following legal remedies are available:

  • Backpay and forward pay
  • Amounts that reflect the employee benefits you lost as a result of unfavorable action
  • In some circumstances, pain and suffering
  • An order compelling your employer to hire, promote, or reinstate you
  • The cost of hiring an attorney to pursue your legal options

• In Danbury, how can you obtain a reasonable severance package?

  In some circumstances, a well-written employment contract in Danbury offers a fair severance payment. The employment contract or change-in-control agreement usually contains terms that, depending on productivity and shift in management, may or may not lead to a severance compensation benefit. Otherwise, employers must rely on hypothetical, direct, or implicit promises to pay a severance package in the absence of labor contracts and change-in-control arrangements.

• What laws prohibit racial discrimination in the workplace in Danbury?

  The Connecticut Human Rights and the Opportunities Act and Title VII of U.S. Civil Rights Act are the main laws that forbid racial discrimination in the workplace. Both statutes allow Danbury employees to file a lawsuit against an employer who acts in violation of the legislation. The majority of the time, discrimination against employees based on race and the preconceptions, presumptions, and biases attached to members of a racial class constitute a violation.

• 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.