Best Employment Lawyers in Dearborn, MI

FAQs

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

  You can reach the Dearborn Police Department at (313) 943-2241 for non-emergency concerns.

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

  You can request a copy of a police report online through the City of Dearborn FOIA Request Portal: https://cityofdearbornmi.nextrequest.com/. For further assistance in making requests, contact the Police FOIA Support by phone at (313) 943-2265, by email at police-foia@ci.dearborn.mi.us, or by fax at (313) 943-3048.

• Since Michigan is an at-will employment state, how would you know if you were wrongfully terminated by your Dearborn employer?

  You may have been wrongfully discharged if your Dearborn employer fired you for any of the following reasons: age, gender, race, disability, national origin, or religion. Retaliation for filing a workers' compensation or harassment claim, or blowing the whistle on a workplace violation, can render an employment termination illegal.

• Are all employees covered under the Age Discrimination in Employment Act in Dearborn?

  Only workers in the private and public sectors who are over 40 years old are covered by the ADEA. Employees are protected by the law from age-based discrimination and retaliation for filing a complaint for such discrimination. A Dearborn employment lawyer can assist you with filing the claim and recovering your back and future pays, or getting you reinstated at work.

• Do you have to go to court to recover damages in your employment law case in Dearborn?

  Since most employment law cases are civil in nature and can be settled off court, you are not really required to go to court to recover damages. Your Dearborn employment lawyer should be able to present your case to your employer and negotiate a settlement for the damages you suffered. If the employer refuses to settle, you have the option to take the case to court.

• How long do Dearborn employees have to file a discrimination complaint?

  Dearborn employees have 180 days from the date the discriminatory act happened to file a complaint with the Michigan Department of Civil Rights. If the discriminatory act occured over 180 days but no more than 300 ago, they can still file it with the MDCR or the Equal Employment Opportunity Commission. Do note that only the EEOC will conduct investigations.

• In what circumstances are employers allowed to pay below the minimum hourly wage in Dearborn?

  A lower than minimum hourly wage can be paid for Dearborn jobs that receive tips, like waitressing and bartending, but only if the tips received are equal to or over the minimum rate. Employees undergoing training for 90 days who are 16-19 years old can also be paid less than the minimum hourly rate during the training. Note that the minimum wage law is only imposed if there are two or more employees aged 16 and over.

• 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.