Best Employment Lawyers in Memphis

FAQs

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

  The non-emergency contact number of the Memphis Police Department is 545-COPS or (901) 545-2677.

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

  Incident reports can be obtained from the Memphis Police Department Central Records office at 170 North Main St., 7th Floor, Suite 7-11, Memphis, TN 38103. They can be reached via (901) 636 3650.

• Does Memphis follow "at-will" employment for termination?

  Yes, Memphis employees are subject to the state of Tennessee being an at-will state, which means employers are allowed to dismiss employees for no reason. However, there are exceptions for instances involving retaliation against claims for workers’ compensation benefits, the employee refusing to participate in illegal activities, or discrimination based on race, age, gender, religion, disability, or national origin.

• What are the overtime labor laws for Memphis employees?

  There are no specific provisions in the Tennessee Wage Law for overtime, but workers are protected by the Fair Labor Standards Act. Under the FLSA, an employee should be paid one and a half times their standard pay rate for any work done above 40 hours per week. Unpaid overtime claims must be filed within the two-year statute of limitations.

• Is there a law that protects whistleblowers in Memphis?

  Yes, Memphis follows the Tennessee Public Protection Act, where whistleblowers are protected by law when they refuse to participate in illegal activities or refuse to remain silent about unlawful processes in the workplace. The whistleblower can file claims if they have been discharged with retaliation as the motivating factor for the employer.

• How much do employment lawyers charge in Memphis?

  The average cost of employment lawyers in Memphis ranges from $150 to $285 per hour. Some lawyers have different payment terms, including flat fees, retainer agreements, and contingency fees, which may depend on the circumstances of the specific case. Note that there are fee-shifting provisions in employment law statutes where the winning party's fees and expenses for the attorney are paid for by the losing party.

• What is the average amount of compensation for employment cases in Memphis?

  Compensation for employment lawsuits in Memphis depends on the specific circumstances of each case, including the amount of lost earnings, quality of evidence, and severity of the employer’s legal practices. Employees can seek payments for economic damages like back and front pay, compensatory damages for mental distress, attorney’s fees, and punitive damages for intentional discrimination. However, there is a $300,000 cap for discrimination cases, except for race-based claims.

• 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.