Best Employment Lawyers in Lowell, MA

FAQs

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

  The non-emergency contact number for the Lowell Police Department is 978-937-3200.

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

  You can get a copy of police reports for incidents related to your case in Lowell at the Main Desk at the Lowell Police Department. If the police responded to any traffic accident or incident that resulted in a completed police report, the police report will be available the next day. Police reports are available for pick-up from Monday to Friday between 9 a.m. and midnight. To expedite your request, provide your details, like the date and location of the incident or accident, the officer's name, and the names of the individuals involved. The cost of a police report is $1. You can also call the Records Department at 978-674-4508 or the Main Desk at 978-674-4506 for other inquiries regarding police reports.

• Can an at-will employee in Lowell be fired at any time?

  Yes. An at-will employee in Lowell can be fired at any time or without notice. However, there are some exceptions to this rule. An employer may not terminate the at-will employment relationship in specific circumstances under federal or state statute, for instance, for discriminatory reasons. Public policies, like termination for asserting a legally guaranteed right, for doing what the law requires of them, and for refusing to do what the law forbids them to do, can also be used to establish an exception to at-will employment.

• When should you receive your final pay in Lowell?

  If you were terminated or laid off in Lowell, you should receive your last paycheck on the same day. If you quit or resigned from your job, you should be able to get your final paycheck by the next regularly scheduled payday. If you were not paid your last paycheck on the day of your termination, then your employer has violated wage laws in Massachusetts, and it would be helpful to seek the help of an employment attorney.

• How many hours of sick leave credits are available to employees in Lowell?

  In Lowell, employees are entitled to use up to 40 hours of paid sick time per calendar year. Employers who have 11 or more employees ought to be willing to offer this. If the employer has fewer than 11 employees, staff members may earn and use up to 40 hours of unpaid sick time per calendar year. Sick leave credits are available not just for full-time employees but also for part-time, temporary, and seasonal workers.

• What are the legal rights of employees in Lowell who report employer misconduct?

  Massachusetts protects whistleblowers from retaliation. This means that employers in Lowell are prohibited from taking adverse employment action against an employee who reported or disclosed misconduct or a legal violation in the workplace. Employees should be free to report any possible employer misconduct without fear of reprisal. Also, under the Massachusetts False Claims Act or the federal False Claims Act, employees who report employer misconduct may be entitled to financial compensation.

• What damages can Lowell employees recover for sexual harassment in the workplace?

  Sexual harassment claims in Lowell provide victims with compensatory damages in the form of back pay, future loss of earnings, and emotional distress damages. Punitive damages can also be granted to punish the employer. Payment for attorneys’ fees and costs may also be included. To successfully assert a sexual harassment claim, the employee must establish that he or she was subject to the sexual nature, the sexual conduct was unwelcome, the sexual advances were rejected, and his or her employment terms and conditions were affected after the rejection of the sexual advances.

• 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.