Best Employment Lawyers in Allentown

FAQs

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

  Residents can dial 610-437-7751 to report non-emergency situations to the Allentown Police Department.

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

  If you need a copy of an Allentown incident report, you can visit the Police Records office, which is situated on the College Street side of the Public Safety Building at 425 W. Hamilton St. Alternatively, if you prefer to receive a copy of a police report by mail, send a letter to the following address:

  INCIDENT REPORTS Allentown Police Department ATTN: Records 425 Hamilton Street Allentown, PA 18101

• Does Pennsylvania law mandate that private employers in Allentown offer sick leave, vacation, or bereavement benefits?

  In Allentown, private sector companies aren't obligated by local labor statutes to dispense vacation, bereavement, or sick leave benefits, either compensated or uncompensated. The presence of such benefits rests on the firm's individual policies or contractual agreements. However, these businesses must comply with the federally mandated Family Medical Leave Act and its stipulations.

• Who are eligible to receive overtime pay in Allentown?

  Allentown regulations dictate that employees working over 40 hours per week are eligible for overtime pay, calculated at one and a half times their standard wage. The Federal Labor Standards Act confers the right to overtime pay on workers in non-exempt sectors who are paid hourly and earn less than $455 weekly, or $23,660 annually.

• Which government agency handles incidents of sexual harassment in Allentown?

  The Pennsylvania Human Rights Commission handles incidents of sexual harassment in Allentown. Viewed as a form of gender bias, sexual harassment contravenes Title VII of the 1964 Civil Rights Act. Engaging in unwelcome sexual behavior, insisting on sexual gratification, employing obscene expressions, or showcasing sexually explicit material or text could all constitute sexual harassment toward an employee.

• What determines the maximum compensation that mistreated employees in Allentown can recover according to federal labor laws?

  The size of the company determines the maximum amount of compensation that mistreated employees in Allentown can recover according to federal laws. Compensation options include reimbursement for back pay, front pay, forfeited fringe benefits (such as stock options and sick pay), and emotional distress damages. In severe instances, punitive damages claims may be pursued. These limitations exist to ensure fair restitution while upholding the law.

• Can an Allentown employer make deductions from an employee's salary for loan repayments?

  Yes, in Allentown, an employer can deduct loan repayments from an employee's paycheck if there's written consent from the employee. This applies whether the loan originated from the employer or a third party. However, a blanket authorization at hiring isn't acceptable. Deductions should not bring the gross salary below minimum wage and should be advantageous for the employee.

• 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.