Best Employment Lawyers in Omaha

FAQs

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

  Contact 402-444-5600 for a non-emergency response from the Omaha Police Department.

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

  You may contact the front desk of the Omaha police at (402) 444-5600 to request report copies. You can visit the Central Police Headquarters located at 15th & Howard every day of the week from 8:00 a.m. to 4:00 p.m. Be sure to call before coming. Finally, requests can be sent by mail addressed to 505 S. 15th (Attn: Records Manager), Omaha, NE 68102.

• If you have questions about labor standards in Omaha, who can you contact?

  Call the DOL Labor Standards Office at 402-471-2239 or send an email to ndol.laborstdrdsinquiries@nebraska.gov. The office can answer questions regarding the Meatpacking Bill of Rights and workplace regulations and rights in Omaha. It can also provide assistance on matters such as wage complaints, professional employer organizations, and child or farm labor laws.

• Are employers in Omaha required to honor the doctor's note on work restrictions for employees with impairments?

  No. Employers in Omaha are not required by law to give entitlements to employees with impairments just on the basis of a doctor's note. Employees with impairments have to properly provide notice of their impairment by filing a workers' compensation or disability claim and Family & Medical Leave request.

• How can the Worker Adjustment and Retraining Notification Act (WARN Act) affect employees in Omaha?

  The WARN Act helps employees in Omaha respond better in case of a mass layoff at work or plant closing. It gives employees transition time to prepare for the upcoming loss of work, search for a new job, and acquire a new skill. Employees under WARN protection are those from companies with 100 or more full-time employees. Those not covered by WARN are workers on strike, temporary employees, and business partners.

• What are some of the anti-discrimination laws followed by employers in Omaha?

  The Nebraska Fair Employment Practice Act (NFEPA) prohibits employers in Omaha from discriminating against job applicants for their race, religion, marital status, disability, and gender. Employers in Omaha also follow the Nebraska Age Discrimination in Employment Act, which forbids them from having hiring biases for employees ages 40 years old and above.

• What are some of the pregnancy accommodations for employees in Omaha?

  Some of the pregnancy-related accommodations include frequent breaks, manual labor assistance, job restructuring, and modified work schedules. Employers also need to give leave for employees to recover from childbirth, provide appropriate facilities for breastfeeding, and offer employees temporary arrangements for less hazardous work. NFEPA requires such accommodations for employers in Omaha who have 15 or more employees.

• 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.