Best Employment Lawyers in Cranston, RI

FAQs

• What is the non-emergency contact number for the local police station in Cranston, Rhode Island?

  For non-emergencies, individuals may contact the Cranston Police Department at 401-942-2211.

• Where can I get a copy of police reports for incidents related to my case in Cranston, Rhode Island?

  If you need a copy of a police report in Cranston, contact the Records Division at 401-477-5020. You can also email the Report and Records Request Form to recordsrequest@cranstonpoliceri.com.

• What is the compensation policy for working over 40 hours a week in Cranston?

  Employees in Cranston should receive one and a half times the amount they usually earn per hour for working over 40 hours a week. This policy states that additional hours worked beyond 40 hours should be compensated at a higher rate. Every worker in Cranston should be aware that this law applies to them and that they can rightfully claim any unpaid overtime wages.

• What is required of an employee who signs a separation agreement in Cranston?

  Employees must comply with the terms and restrictions when signing a separation agreement in Cranston. Before signing, the employee must take time to understand the agreement's implications and seek legal advice if necessary. Doing so ensures that the individual can avoid being restricted from making future claims against the employer.

• What is the current hourly minimum wage in Cranston, and when was it last revised?

  The legally mandated lowest hourly wage in Cranston stands at $13.00. The most recent adjustment to this figure was made in 2008, marking a notable rise of $5.60 from its former rate of $7.40. This wage applies universally to most Cranston workers, although there are a few exceptions, such as those receiving tips, certain students in employment, and other job categories specifically exempted from the minimum wage under state or national laws.

• How does the Rhode Island Noncompetition Agreement Act affect employees in Cranston?

  Enacted in July 2019, the Rhode Island Noncompetition Agreement Act impacts employment contracts in Cranston, particularly non-compete agreements. These agreements, which prevent employees from competing with former employers, are now forbidden for specific workers. These include those earning minimal wages, employees aged 18 or below, students involved in internships, and workers not exempted by the Fair Labor Standards Act.

• What are the legal obligations of Cranston-based businesses employing minors?

  Businesses in Cranston must adhere to Rhode Island's youth employment laws. When recruiting 14- to 15-year-olds, an "Intention to Employ a Minor" form is essential. Businesses must maintain a "Special Limited Permit to Work" form for each under-16 employee and potentially a "Certificate of Age" form for under-18 employees. These documents, evidencing the minor's age, should be held onsite.

• 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.