Best Employment Lawyers in Baton Rouge, LA

FAQs

• What is the non-emergency contact number for the local police station in Baton Rouge, Louisiana?

  225-389-2000 is the non-emergency line for the local police station in Baton Rouge.

• Where can I get a copy of police reports for incidents related to my case in Baton Rouge, Louisiana?

  You can get a copy of a police report through the Criminal Records Division, Police Headquarters, located at 9000 Airline Highway, Baton Rouge, LA 70815. You can contact the Records Division at 225-389-3839. You can also request a report online through the BRLA.gov website.

• What are the common legal matters Baton Rouge employment lawyers deal with?

  Baton Rouge employment lawyers commonly deal with legal matters involving whistleblower protection, sexual harassment, discrimination, wrongful termination, and workplace retaliation. They also handle wage and hour claims, ERISA employee benefits, noncompete and executive contracts, and other employment issues. Additionally, they represent workers who suffered discrimination due to race, national origin, disability, or age.

• Can employers in Baton Rouge terminate you immediately?

  Baton Rouge adheres to Louisiana's laws wherein the employee or the employer may terminate employment with or without cause. This is because Louisiana is an at-will employment state. However, it is illegal to fire a worker due to discriminatory or retaliatory reasons. If you need legal assistance on these matters, it is best to hire a reputable Baton Rouge employment lawyer.

• What are the important concepts of law affecting employment in Baton Rouge?

  Some important concepts and factors that affect employment law include discrimination, workplace safety and health, workers' compensation, minimum wage, and child labor matters. Employment laws aim to protect employees against potential threats and discrimination based on gender, race, religion, disability, or national origin. If you are dealing with these concerns, seek legal advice from a Baton Rouge employment lawyer.

• What is considered wrongful termination in Baton Rouge?

  Wrongful termination generally involves a breach of contract, harassment, discrimination, or retaliation. When an employer in Baton Rouge terminates employees because of their gender, age, religion, or race, it is considered a wrongful termination. The Family and Medical Leave Act prohibits firing an employee for taking a leave of absence. In some circumstances, an employment contract entered by the parties can protect the employee from termination without a valid reason.

• Are lunch breaks during work shifts required by law in Baton Rouge?

  Louisiana law does not require lunch or rest breaks, but employers in Baton Rouge allow these breaks since hungry and fatigued workers are unproductive and unpleasant to customers and coworkers. However, employers are required by federal law to compensate employees for all hours worked, even time designated as breaks. Furthermore, Louisiana's State Legislature requires minors to have at least thirty minutes of meal breaks in a five-hour work intervals.

• 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.