Best Employment Lawyers in Pompano Beach, FL

FAQs

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

  Dial 954-764-4357 to report non-emergency matters to the Broward Sheriff's Office.

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

  To get a copy of the police report for your Pompano Beach case, you can request it online through the Broward Sheriff's Office Public Records Online Portal at https://www.sheriff.org/LE/Pages/Request-a-Record.aspx.

  You can also send a written request to the address below:

  Broward Sheriff’s Office Public Records Unit Attention: Erin Foley, RMLO P.O. Box 9507 Ft. Lauderdale, FL 33310

• What is the current minimum wage for regular work hours in Pompano Beach?

  Staff members in Pompano Beach are guaranteed a base "minimum wage" for their standard working hours, currently set at $11.00 each hour. As for tipped workers, local rules permit companies to compensate them at a rate of $7.98 hourly. The given wage guidelines apply to all regular labor performed in Pompano Beach.

• What does the Equal Pay Act of 1963 entail in Pompano Beach?

  In Pompano Beach, the Equal Pay Act of 1963 forbids employers to offer unequal pay to men and women executing considerably the same tasks. "Equal" work refers not to identical roles but those with significant similarity in overall job responsibilities, irrespective of differing titles. The ban on wage disparities under the EPA solely applies to positions within a single establishment.

• Under what conditions are tips not subject to tax in Pompano Beach?

  In Pompano Beach, tips are free from taxes as long as they do not yield any economic gain for the business and are clearly outlined on the client's receipt. The tax implications of gratuities rely on whether they are part of the deal for products or services. Understanding the tax nuances of tips is vital for businesses to avoid potential audit complications and to ensure compliance with tax laws.

• Can an employee in Pompano Beach get terminated if he or she misses work to care for a sick child?

  Yes. In Pompano Beach, an employee's absence from work to attend to an unwell child may result in termination unless the child's condition meets the criteria for Family and Medical Leave. To circumvent such circumstances, parents can avail themselves of sick child daycare facilities nearby. These specialized establishments cater to the needs of sick children, providing a suitable environment for their care and allowing parents to fulfill their work obligations without undue concern.

• What is the minimum number of employees a business in Pompano Beach must have for discrimination laws to apply?

  In Pompano Beach, businesses with a workforce of 15 or more are obligated to ensure nondiscrimination. Yet, irrespective of the firm's size, equal remuneration for men and women performing similar roles is mandatory. Moreover, companies with at least four staff members fall under the jurisdiction of laws safeguarding against discrimination based on citizenship status.

• 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.