Best Employment Lawyers in Southfield, MI

FAQs

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

  (248) 796-5500 is the non-emergency number of the Southfield Police Department.

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

  Walk into or send mail to the Southfield Police Department's Records Bureau at 26000 Evergreen Road, Southfield, MI 48076. For more details, call the Records Bureau at 248-796-5580.

• What are some of the deadlines for filing a wage and benefits claim in Southfield?

  Any complaints about wage or overtime non-payment in Southfield must be filed within three years from the event's occurrence. For complaints involving medical leave, the deadline is six months. Allegations of fringe or wage benefit non-payment have to be reported within 12 months of the violation. To initiate a complaint, use the Wage and Benefit Complaint Form and submit it online or by mail or fax to: Wage and Hour Division PO Box 30476 Lansing, MI 48909-7976 Fax Number: (517) 763-0110 Email: whclaim@michigan.gov

• What are some employment law cases that employees in Southfield usually have?

  Employees in Southfield usually have claims involving unpaid overtime and wages, workplace discrimination, and sexual harassment. They may file complaints against their employers for inadequate mealtime and rest breaks, breach of contract, and wrongful termination. Additionally, employees may hire lawyers to represent them in Qui Tam actions, retaliation lawsuits, and mediation or arbitration of employment cases.

• What can an employee recover from an employment law case in Southfield?

  Generally, an employee in Southfield can recover two types of compensation in employment law cases: economic and non-economic damages. Economic damages involve tangible impacts on the employee, while non-economic ones are non-tangible effects on the employee. Monetary recovery of compensation can be for job search expenses and lost wages, tips, and bonuses. They may also be given to compensate the employee for psychological trauma, personal inconvenience, and lost standard of living.

• When can an employer in Southfield be subjected to laws under the National Labor Relations Act?

  Laws under the National Labor Relations Act generally apply to the private sector in Southfield. These can be employers in industries like manufacturing, healthcare, private education, and retail. The NLRA does not cover employers under local, state, or federal government agencies, specific agricultural businesses, and railroad or aviation sectors.

• How should a Southfield employee file a complaint to the Michigan Department of Civil Rights?

  A Southfield employee should call the Michigan Department of Civil Rights at 800-482-3604 for more details. They can also email MDCR-INFO@michigan.gov or visit the Detroit Executive Office/Service Center. Their office is located at 3054 West Grand Boulevard, Suite 3-600, in Detroit. If their complaint involves state laws, they must take their complaint to the MDCR within 180 days of the relevant event happening. If it is under federal laws, they have 300 days to file their complaint.

• 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.