Best Employment Lawyers in Ann Arbor, MI

FAQs

• What is the non-emergency contact number for the local police station in Ann Arbor, Michigan?

  The local police of Ann Arbor are available to respond to non-emergency situations by calling (734) 994-2911.

• Where can I get a copy of police reports for incidents related to my case in Ann Arbor, Michigan?

  Police reports in Ann Arbor can be requested by mail or in person. Interested parties should who want to make an in-person request should call (734) 794-6954 or a2policerecords@a2gov.org first for the availability of the report. Mail and in-person requests can be made at AAPD Records, Justice Center, 301 E. Huron, 2nd fl., Ann Arbor, MI 48104.

• How can an employee in Ann Arbor tell that they are being discriminated against?

  Discrimination by an employer in Ann Arbor happens when a worker gets treated differently and less favorably than other employees. Other behaviors that can show discrimination are against an employee's ethnicity or race, religion, gender, marital status, or disability. Being the target of discrimination can cause anxiety, depression, and tension in an employee and is against the law.

• In Ann Arbor, is there an eligibility requirement for the Family and Medical Leave Protection (FMLA)?

  The answer is yes. There are eligibility requirements before an employee in Ann Arbor can file for leave under the Family and Medical Leave Protection. The eligibility requirements are:

  • The company should have 50 or more employees.
  • The employee should have been with the company for over a year and has more than 1,250 worked hours.
  • The employee should have a valid reason for requesting the leave, such as serious health conditions, newborn childcare, or placement and adjustment of a foster or adoptive child.

• Is there a regulation about a safe work environment for employees in Ann Arbor?

  In Ann Arbor, employers are required to follow the regulations of the Occupational Safety and Health Administration for the benefit of their employees. Employers should be able to recognize and remove unsafe conditions. On the other hand, employees should also comply with the safety regulations and rules implemented in the workplace.

• Does the law in Ann Arbor require paid time off for employees?

  The answer is no. Under the Family and Medical Leave Protection (FMLA), employers in Ann Arbor are obligated to give unpaid leaves to their workers. However, they may use any accrued sick or vacation leaves if the law allows the employee or the employer. If they are approved, the paid leave will be deducted from the 12-week leave from the FMLA.

• What should be proven in an employment harassment case in Ann Arbor?

  There are several things that must be proven to achieve favorable results in an employment harassment case in Ann Arbor. In a claim of workplace harassment, the employee has to prove that:

  • They are a member of a protected group.
  • They experienced unwanted sexual behavior or interaction.
  • The interaction made the workplace an uncomfortable environment.
  • An employer learned about the harassment and did nothing about it or to even stop it.

• 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.