Best Employment Lawyers in Manchester, NH

FAQs

• What is the non-emergency contact number for the local police station in Manchester, New Hampshire?

  For non-emergency situations, call 603-668-8711 to reach the Manchester police response team.

• Where can I get a copy of police reports for incidents related to my case in Manchester, New Hampshire?

  Involved individuals can request incident reports from the Manchester Police Department, located at 405 Valley Street, Manchester, NH 03103.

• What situations in a work environment are considered racial harassment in Manchester?

  There are various forms of racial harassment in a Manchester workplace, such as hostile actions against employees with certain ethnic groups, racially insensitive jokes or slurs verbally or through email, and physical attacks and violent threats because of their national origin. Workers are eligible to pursue a racial harassment claim against their employers or co-workers and have the right to receive compensation for their financial losses, punitive damages, and emotional suffering under the Federal Civil Rights Acts of 1964 and 1866.

• What should a Manchester employee do to file a wage claim against their employer?

  Employees in Manchester who are victims of unpaid wages must first complete and submit a wage claim form to the New Hampshire Department of Labor within 36 months from when their wages were due, according to the RSA 275:51 V. They should also hire an employment law attorney to guide them in the legal proceedings, including gathering evidence. In Manchester, employees filing an unpaid wage lawsuit have the right to receive wages for any hours worked outside their scheduled hours.

• How does the False Claims Act protect the Manchester whistleblower?

  In Manchester, the False Claims Act contains a provision that protects whistleblowers from employer retaliation for reporting government fraud. It allows whistleblowers to bring legal action on behalf of the United States to recover money paid by the government. Under this Act, Manchester whistleblowers are entitled to obtain 25% of the total amount recovered if the government intervenes and 30% without government intervention.

• What are the various types of employer-employee agreements in Manchester?

  Employer-employee agreements in Manchester may include severance agreements, which are an exchange for some amount of continued compensation and contains obligations, like cooperation provisions and non-disparagement by the employee. Commission agreements are another employer-employee document in Manchester that stipulates the relationship between an independent contractor and their employer. It holds the latter's responsibilities, including not withholding taxes concerning the former's compensation hereunder.

• Is an at-will employee in Manchester protected under the New Hampshire employment law?

  At-will employees in Manchester or those who do not have contracts for some time and are not in a union are still protected under the Legislature in New Hampshire R.S.A. 354-A:7. They cannot be forced out of their jobs, afforded different pay, or fired for any discrimination against their physical or mental disability, sexual representation, marital status, and religious creed.

• 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.