Best Employment Lawyers in Wyoming, MI

FAQs

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

  To reach the Wyoming Police Department, call (616) 530-7300.

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

  To obtain a police report from the Wyoming Police Department, call (616) 530-7314 to determine its availability. The report is also available online and can be accessed by clicking the following link:

  https://policereports.lexisnexis.com/

  Please be informed that the report costs $12.

• How do you become eligible for unemployment benefits in Wyoming?

  In order to become eligible for unemployment benefits in Wyoming, an individual must be:

  • Partially or completely unemployed.
  • Unemployed through no fault of their own.
  • Actively seeking new employment while receiving benefits each week.
  • Earning sufficient wage credits.
  • Able and available to work each week.

  If eligible, they may be entitled to a maximum of $560 per week.

• Could you get in trouble for missing work in Wyoming because you had to fulfill a jury duty summons?

  Generally, you should be alright if you responded to a jury duty summons in Wyoming as your employer cannot punish you for that. In the event that your absence is going to cause the employer and the business significant harm, you can use this as a jury duty excuse. In the event that you are punished for fulfilling your obligation, contact the juror of the court that summoned you and tell them what happened.

• Can a breastfeeding mother to take a break from work in Wyoming to pump milk?

  The Federal Fair Labor Standards Act and the PUMP (Providing Urgent Maternal Protections) for Nursing Mothers Act protect breastfeeding mothers in Wyoming by requiring their employers to provide them with a reasonable break time and a private lactation space to pump milk for 1 year following the birth of their child. There is no set time for this break which must be set up according to variations in biology.

• How many hours can a minor in Wyoming work?

  Minors in Wyoming aged between 14 and 15 can work provided that they do not exceed 48 combined hours of school and work in a week. They are also not allowed to work before 7 AM and after 9 PM. Older teens between 16 and 17 are allowed to work 24 hours per week when school is in session, and 48 hours per week when school is out. They are also not allowed to work before 6 AM and after 10:30 PM.

• What happens to the employee's final pay in Wyoming should they die?

  In the event that an employee in Wyoming passes away, their employer is mandated to give the deceased's loved ones or next of kin the pay they were supposed to receive on the regularly scheduled payment date. Pursuant to Statute W.S. 27-4-204(a), the grieving family members can file a civil action to recover the deceased's unpaid wages.

• 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.