Best Employment Lawyers in Youngstown, OH

FAQs

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

  330-747-7911 is the non-emergency phone number of the Youngstown Police Department.

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

  You can get copies of Youngstown incident and accident reports by printing the request form at https://youngstownohio.gov/sites/default/files/forms/PublicRecordRequest_f_0.pdf and submitting the completed form at Youngstown Police Department.

• How might a Youngstown employment attorney assist in your case?

  Youngstown employment attorneys can aid you by:

  • Examining your case and offering you legal counsel and a qualified opinion on how to proceed;
  • Outlining your legal rights and any potential remedies you may have;
  • Gathering evidence to back up your claims and launch an investigation on your behalf;
  • Advocating on your behalf when drafting and submitting your complaint to Ohio's relevant regulatory agency;
  • Negotiating on a reasonable settlement sum; and
  • Representing you in court.

• Where should you file a complaint of discrimination in Youngstown?

  You can typically file a complaint in Youngstown with either the Ohio Civil Rights Commission or the U.S. Equal Employment Opportunity Commission. Contrary to the EEOC, which only protects firms with 20 or more employees, the OCRC addresses employment discrimination at places of business with as few as four employees.

• In Youngstown, is it required to give two weeks' notice before resigning from your job?

  No. Providing advance resignation notice to your employer is not required by law, but it will appear better on your employment history for future opportunities. If you work in Youngstown as an at-will employee, you are free to leave at any moment with no warning or explanation. You are qualified to be compensated for any work completed before your resignation, and your final payment is due during the following regular pay period.

• How can you figure out if you're eligible for unemployment benefits in Youngstown?

  In Youngstown, the criteria for collecting unemployment benefits include whether the person was fired or quit with "just cause" and whether the reason for the unemployment was not their fault. Additionally, you are qualified if you worked for at least 20 weeks in the first four of the previous five calendar quarters. Furthermore, you must be capable, available, and actively looking for a job if you made an average weekly salary of $280 while employed.

• If your manager in Youngstown dismissed you after making fun of your accent, do you have a case for national origin discrimination?

  It depends. Contextual analysis is required when evaluating the factual situation of your case involving national origin discrimination in Youngstown. You have a claim of national origin discrimination if your accent does not affect how well you function at work. On the other hand, if your boss can demonstrate that your accent interferes with your ability to do your job well, it's possible that their decision was made for a purpose other than discrimination.

• 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.