Best Employment Lawyers in South Bend, IN

FAQs

• What is the non-emergency contact number for the local police station in South Bend, Indiana?

  (574) 235-9201 is the non-emergency contact number for the South Bend Police Department.

• Where can I get a copy of police reports for incidents related to my case in South Bend, Indiana?

  Copies of police reports for incidents related to unfair employment practice cases in South Bend can be obtained from the Records Bureau of the South Bend Police Department. The Records Bureau is located at 701 W. Sample St., South Bend, IN 46601. It is open Monday to Friday, from 9 a.m.-6 p.m., and Saturday to Sunday, from 9 a.m.-5 p.m. It can be contacted at (574) 235-9201.

• How do South Bend employment lawyers charge for wage and work-hour claims?

  The majority of South Bend employment lawyers work on a contingency basis when defending employees in wage and hour disputes and lawsuits, meaning they'll only get paid if you win. Complainants must inquire about their lawyer's contingency fee percentage. Victims of unfair labor practices will almost definitely be asked to pay legal expenses. These include court fees, copying charges, and transcription fees.

• What are the exceptions to Indiana’s at-will rule which may constitute wrongful termination for South Bend employees?

  Exceptions to Indiana’s at-will employment rule include the dismissal of a South Bend employee for a discriminatory reason and termination in violation of an employment contract. Another exception is dismissal for taking time off for jury duty, medical leave, or military service. Also included is the firing of an employee in retaliation for disclosing unethical and illegal activities.

• What are the elements that must be proven by employees in South Bend and throughout Indiana for a sexual harassment claim?

  South Bend employees who are victims of sexual harassment must prove that the sexual conduct is unacceptable and that it happened as a result of the employee’s gender. The severity and pervasiveness of the sexual conduct that causes an abusive or hostile work environment must also be proven. Title VII of the Civil Rights Act of 1964 protects employees from workplace sexual harassment. However, federal law cannot protect an employee unless their employer has at least 15 or more employees.

• What constitutes workplace harassment in South Bend and the state of Indiana?

  The Indiana Civil Rights Commission defines workplace harassment as any unwelcome verbal, written, or physical conduct that shows hostility towards a person based on his or her protected characteristics. Federal civil rights law also considers any behavior that is pervasive enough to create an intimidating workplace environment as illegal harassment. Examples of harassment in South Bend include verbal taunts, offensive objects, and offensive pictures in print or on computer screens.

• What is the statute of limitations for workplace discrimination in South Bend and throughout Indiana?

  Employment discrimination complaints must be filed with the Indiana Civil Rights Commission within 180 days of the discriminatory act. The commission examines claims to see if they meet guidelines. It also helps complainants draft a discrimination form. To determine eligibility, an intake officer reviews documents. Complainants in South Bend are also assigned an investigator to determine the merit of their complaints.

• 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.