Best Employment Lawyers in Reno

FAQs

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

  Dial 775.334.COPS for a dispatch from the Reno police during non-emergencies.

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

  Call the Records Division at 775-334-2155 ext 0 to request information on how to obtain police reports. You can also visit the division at the police station located at 455 E 2nd Street, Reno, NV 89502.

• What rights do employees have in their Reno workplace?

  Employees in Reno have the right to a safe and discrimination-free workplace. They are also given the right to recover compensation for medical costs, lost wages, and disability if they get injured at work. They must be given fair wages, limits on maximum working hours, and medical benefits. In addition, they're entitled to the guarantees stipulated in the employment contract or employee handbook.

• When can a worker in Reno be eligible to receive unemployment benefits?

  A worker in Reno can be eligible for unemployment benefits if they meet several requirements. First, it must not be the fault of these workers that they are unemployed. If they resigned from their job, it must be because of valid reasons. In addition, they should be actively seeking a new job and be ready to work. The quickest method to file an unemployment claim is to go to the Claimant Self-Service portal of the website of Nevada’s Unemployment Insurance.

• Are there workers in Reno exempted from the state's minimum wage law?

  Workers such as non-regular babysitters, domestic servants, and commission-based salespersons are exempted from Nevada's minimum wage laws. There are also handicapped workers included in the rehabilitation division's certificate and some types of agricultural workers who are exempted. The said state law is generally applicable to all employers in Reno except for government or related agencies.

• If you are a low-income worker in Reno, who can you ask for legal help regarding an employment case?

  You can call and request an appointment with Nevada Legal Services for help in your employment law case. Its Reno office is based at 449 South Virginia Street, 3rd Floor, and can be reached at (775) 284-3491 or 1-(800) 323-8666. Its email address is renointake@nevadalegalservices.org. The office is open during regular office hours on Mondays to Thursdays and half days on Fridays.

• Can employers in Reno be penalized if they do not give the last pay of a terminated employee on time?

  An employer in Reno will receive penalties if they do not release the last wages of a terminated employee within three days of being discharged. However, employers are not prohibited to withhold a portion of the employee's paycheck for lawful reasons such as payments for taxes, child support, pension plans, and health insurance.

• 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.