Best Employment Lawyers in Detroit, MI

FAQs

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

  The Detroit Police Department can be reached at (313) 267-4600 or (313) 267-4602 for non-emergency reports.

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

  Police reports can be obtained from the Detroit Police Department Records and Reports. Individuals may visit the department in-person at 2875 W. Grand Blvd, Detroit MI 48202, or call (313) 596-1908.

• What are the cases and issues handled by employment lawyers in Detroit?

  Employment attorneys can assist with various workplace-related issues, including harassment, health and safety, discrimination, wrongful termination, and defamation. They also work on cases related to the Family Medical Leave Act, wage disputes, and employment contracts. In addition, there are lawyers who conduct arbitration and mediation to resolve disputes for collective bargaining agreements.

• How much do employment lawyers charge in Detroit?

  The average hourly rate for employment lawyers in Detroit and the state of Michigan is $284. However, employment lawyers can charge fees from $100 to $1000 per hour based on their skills and the legal issue being worked on. There are also different payment structures like a flat fee or contingency fee agreement.

• What protection do Detroit employees have against wrongful termination?

  Since Michigan is an at-will employment state, Detroit employees can be fired with or without cause or notice. However, an employer may be deemed to have practiced wrongful termination if they laid off an employee while violating discrimination laws. Under federal anti-discrimination laws, employees cannot be terminated based on race, religion, disability, sex, age, and citizenship. The law also prohibits discharge due to marital status, misdemeanor arrest records, or HIV/AIDS status.

• How do you determine if an employee has been a victim of discrimination in Detroit?

  Detroit follows Michigan and federal laws on employment discrimination, which covers termination, unfair treatment, denial of promotion, or dismissal of an application. It prohibits discrimination based on age, race, religion, gender, national origin, or disability. Employment lawyers may also assist with processes involving the Equal Employment Opportunity Commission and the Michigan Department of Civil Rights.

• What should an employee do if they are having issues with wages, overtime, or benefits in Detroit?

  A Detroit employee who is owed unpaid wages or overtime pay by their employer can file a complaint through the Michigan Wage and Hour Program or the U.S. Wage and Hour Division or file a lawsuit in court. Michigan requires overtime pay of 1.5 times the standard rate and prevents mandatory overtime for individuals working over eight hours per day. There is a 12-month statute of limitations for state claims and two years for FLSA claims.

• 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.