Best Employment Lawyers in Louisville

FAQs

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

  Call the police number at 502-574-2111 or 502-574-7111 regarding non-emergency matters in Louisville.

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

  Pick up copies of reports personally at the Records Management Division of the Louisville Metro Police Department. The police station is situated at 701 West Ormsby Avenue Suite 001 Louisville, KY 40202. Call 502-574-6857 for further information.

• How should you search for and hire an employment lawyer in Louisville?

  Conduct research by asking for referrals from family, friends, and the Louisville Bar Association. You can also use the internet to check a lawyer's reputation, credentials, and client reviews. When you meet with a lawyer, ask about their experience in handling employment law cases, getting settlements, and taking cases to trial. It is also important to ask about their fees, as many lawyers charge employment law cases by the hour.

• Can employment law cases in Louisville undergo mediation?

  Yes. Employment law cases in Louisville, whether or not lawsuits have been filed in court, can be subject to mediation. One of the advantages of using mediation for resolving employment disputes is confidentiality, which some employers value to protect their business reputation. Additionally, it is advantageous over litigation because it can save time and money and may be less confrontational.

• What are some rights related to a safe working environment in Louisville?

  Through provisions from OSHA, employees in Louisville have the right to request workplace inspections from OSHA. They have the right to information and training regarding workplace hazards, OSHA standards, and injury-prevention methods. They also have the right to be protected from employer retaliatory actions in the event an employee complaint is filed to OSHA.

• What do Kentucky's right-to-work laws mean for an employee in Louisville?

  Kentucky's right-to-work laws make it illegal if workers in Louisville are forced to join a union. It also prohibits the collection of union fees for workers who decide not to join a union in the private sector. The law usually covers various sectors but it is not applicable to federal employees, railroad workers, and airline employees. For more information, call the National Right to Work Legal Defense and Education Foundation at 1-800-336-3600.

• Should an employer in Louisville pay you for jury duty time off?

  An employer in Louisville is not required to pay your leave of absence from work due to jury duty. They are prohibited from taking action against your duty. You have to show your employer the jury summons to properly take leave. There are cases, however, wherein it would be acceptable to skip jury duty if missing work causes your employer severe hardship.

• 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.