Best Employment Lawyers in Melbourne, FL

FAQs

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

  If you have a non-emergency issue or complaint, such as loud parties, or want to move a parked or abandoned car, you may contact 321-608-6731.

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

  You can phone 321-608-6590 or email (Pd.records@mlbfl.org) to request a copy of the police report for your case in Melbourne. Your request can also be sent via fax to 321-608-6599.

• How can an employment lawyer in Melbourne help you with a claim?

  If you are facing problems at work in Melbourne, you can consider bringing up your case to an employment attorney. They can help you understand your rights as an employee and determine if those rights are violated. These lawyers will also analyze your situation to determine your options, look for supporting evidence, interview parties that could help your case, and stand with you in court if necessary.

• What should you do if you believe that your Melbourne-based employer underpays you.

  Wage theft is a serious issue for employees in Melbourne and across Florida. If you performed work-related tasks before or after your shift, your employer is required to pay you a minimum hourly wage. If they fail to do so, you may file a wage theft complaint. Working with an employment lawyer can help you with the filing process and represent you in negotiations.

• What are the types of employment law cases that attorneys in Melbourne handle?

  Although employees are protected from unfair treatment at work by both federal and Florida law, there are numerous ways that your employer's wrongdoing can compromise your rights. As such, Melbourne employment lawyers deal with various situations, such as pay and hour disputes, sexual harassment, wrongful termination, discrimination, and retaliation.

• What legal safeguards are offered to Melbourne employees who have been the target of retribution at work?

  Melbourne workers who experience workplace retaliation as a result of reporting sexual harassment, contesting the findings of a grievance inquiry, or agreeing to help with a sexual harassment investigation may be entitled to legal rights. Navigating the legal system and advocating for employees require an employment attorney who can provide accurate and current information on their legal rights.

• How can you prevent potential issues with your employees as a business owner in Melbourne?

  As an employer or business owner in Melbourne, it is necessary for you to implement preventive strategies to reduce the potential risks of costly litigation from your employees. You can avoid this by working with an employment lawyer who can help you with legal matters in your business. This can be done by carefully drafting and reviewing employment contracts, creating non-compete agreements, providing overtime pay consultation, and compiling the company’s manual of rules and procedures.

• 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.