Best Employment Lawyers in Gresham, OR

FAQs

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

  503-823-3333 is the hotline for non-emergency calls of the Gresham Police Department.

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

  By submitting a request via the link, https://gresham.formstack.com/forms/police_records_request, you can obtain copies of Gresham police records. For assistance, contact PublicRecordsRequest@GreshamOregon.gov by email or by phone at 503-618-2697.

• What are your rights at your workplace in Gresham?

  You are entitled to the following in Gresham under federal and state employment laws:

  • Your employer cannot use protected traits against you at work.
  • Sexual harassment cannot occur at your place of employment.
  • You are entitled to overtime compensation and a minimum wage.
  • You have the right to take temporary leave from work to care for an injured or sick family member or yourself.
  • If you are a whistleblower, you are protected against retaliation.

• In Gresham, what damages can be covered if you file a sexual harassment claim?

  A sexual harassment claim in Gresham may entitle you to seek a variety of damages, including income you lost as a result of discrimination or sexual harassment, reimbursement for mental anguish, payment for medical care, and reinstatement to your prior job or denial of promotion. You can also recover restitution for any discomfort you may have endured as a result of being harassed, as well as the decline in your quality of life.

• What are the most typical examples of employer retaliation in Gresham?

  Some of the most standard cases of Gresham employer retaliation are:

  • Reprimanding the worker or assigning a performance rating that is too low.
  • Removing or moving a worker to a different role.
  • Using abusive language or physical contact.
  • Reporting an employee to the authorities or making threats to do so.
  • Propagating baseless rumors about the worker.
  • Mistreating the worker's family members.
  • Increasing the difficulty or inconvenience of the work assigned.

• When does quid pro quo bullying happen in Gresham?

  Quid pro quo harassment takes place in Gresham when a decision regarding employment is dependent upon whether the harasser's unwanted sexual approaches or requests for sexual favors are accepted or rejected. An official employment decision, such as a transfer of duties, demotion, denial of a promotion, or termination of employment, can be made or recommended by someone who can engage in this type of harassment.

• How may a Gresham employment attorney help a worker?

  A Gresham employment attorney can help a worker by advancing legal claims and holding those guilty for the illegal behavior responsible. They can inform state and federal authorities of an employer's illegal actions and bargain non-monetary concessions, such as letters of recommendation and a promise that the former employer won't make disparaging remarks. In addition, a lawyer can help with coaching for applications, resumes, references, and employment interviews.

• 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.