Best Employment Lawyers in High Point

FAQs

• What is the non-emergency contact number for the local police station in High Point, North Carolina?

  Non-emergencies in High Point can be reported to the police through the number at 336-883-3224.

• Where can I get a copy of police reports for incidents related to my case in High Point, North Carolina?

  Get incident reports at the High Point Police Department at 1730 Westchester Dr, High Point, NC. Reports can also be obtained online at https://p2c.highpointnc.gov/Home. Call the police station at 336-883-3224 for more details.

• What can employees in High Point do if their long-term disability has been denied?

  Employees in High Point can file an administrative appeal if their long-term disability benefits have been denied. Usually, employees have around 180 days to do so under the Employee Retirement Income Security Act of 1974. If your physical condition is causing you stress, you might consult the ERISA or an employment lawyer to help you promptly file an appeal.

• How can you file a wage claim at the small claims court in High Point?

  You can submit the wage claim documents to the Guilford County Clerk of Superior Court’s Office. You can send it by mail to Guilford County Courthouse at High Point PO Box 2434 High Point, NC 27261. You can also drop them off at 505 East Green Drive. Once you submit a wage claim at the small claims court, you can no longer file the same claim to the NCDOL Wage and Hour Bureau.

• Can an employee in High Point request a Notice of Right to Sue from the EEOC?

  Yes. An employee in High Point may request a Notice of Right to Sue if 180 days have passed since the EEOC investigation started. The EEOC will also provide notice if it determines that the investigation of the claim cannot be concluded within 180 days. You do not need the EEOC to investigate your claim before filing a lawsuit for violating the Equal Pay Act or Age Discrimination Act.

• Can an employer in High Point sue an employee for poor work performance?

  Not really. The best thing an employer in High Point can do to an employee with poor work performance is to terminate their employment. However, employers must consider state and federal employment laws before doing so. There are cases wherein an employer may be able to sue an employee, such as theft, negligence, and contract violations. They may also file a lawsuit against an employee for defamation, libel, and breach of fiduciary duty.

• Are employers in High Point required to pay an employee for training time?

  Yes. Employers in High Point must pay the employee for hours spent on job-related training, workshops, and meetings. They must comply with the Fair Labor Standards Act even though no state laws require this. However, there are several circumstances in which an employer is not obliged to pay for training, such as when the event happens outside of work hours or when the company does not require the employee to attend.

• 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.