Best Employment Lawyers in Westland, MI

FAQs

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

  The police in Westland accept routine calls at 734-722-9600.

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

  The Records Bureau is at 36701 Ford Road, Westland, MI 48185. It is reachable at 734-721-5350 by phone and 734-722-3220 by fax.

• May an employer in Westland assign a daytime worker to the night shift after the latter files a workers' compensation claim?

  Arguably no, an employer in Westland may not assign a daytime worker to the night shift after the latter files a workers' compensation claim. This is a firm or workplace retaliation where the company enacts revenge for the exercise of a lawful act. Those who are injured on the job are well within their rights to seek compensation even if it makes the business look bad,

• Why is there an expression in Westland and elsewhere which goes "it is not sexual harassment if the victim likes it?"

  The statement in Westland and elsewhere that "it is not sexual harassment if the victim likes it" is a simplification of the idea that the advances have to be unwanted in nature. The perpetrator's use of sensual innuendo must make the other party feel uneasy. If it does not, no one was harassed. In practice, it is best to keep civil because even if one person might be willing, there could be other unwilling ones.

• How do courts in Westland determine the existence of discrimination in the workplace?

  Courts in Westland determine the existence of discrimination in the workplace by using direct evidence like the recorded or written statement of the employer which shows unfavorable treatment. It is advisable to look for the overt use of racial slurs and derogatory descriptors. Circumstantial evidence like statistics showing that one's protected class gets promoted less is also useful.

• May an employer in Westland be sued by employees when offering a minimum wage rate of ten dollars per hour?

  An employer in Westland may be sued by employees when offering a minimum wage rate of ten dollars per hour. The current minimum wage rate of the state is ten cents per hour above the amount the business is offering. The basic pay was correct as recently as last December but was changed when the new year came around.

• Is it lawful in Westland to give fewer bonuses to a member of a cultural minority who is objectively performing worse than another worker from a Caucasian background?

  Yes, it is lawful in Westland to give fewer bonuses to a member of a cultural minority who is objectively performing worse than another worker from a Caucasian background. If the employer has duly accomplished performance reports and metrics showing the discrepancy in the quality of work, then it can be easily proven that cultural background was not the reason for lower bonuses but genuinely worse output.

• 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.