Best Employment Lawyers in Murfreesboro, TN

FAQs

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

  Call 615-893-1311 for a non-emergency dispatch from the Murfreesboro police.

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

  Go to the Murfreesboro Police Department at 1004 N. Highland Ave. Pick up reports from the Records Section Mondays to Fridays between the hours of 8:00 a.m. to 4:30 p.m. Give the Records Section a call at 615-849-2637 if you need more information.

• Can discussing salary at work be illegal in Murfreesboro?

  Not really. The National Labor Relations Act offers protection to union and non-union workers in Murfreesboro about discussing salary at work. In addition to salary discussion, workers are allowed to talk about their work conditions and benefits without fear of adverse employer action. However, there are workers not covered under this law, and some of them are independent contractors, agricultural workers, and government employees.

• What are some exemptions to the at-will employment rule in Murfreesboro?

  The at-will employment rule in Murfreesboro prohibits employers from terminating or punishing employees for responding to military service, filing an employment-related complaint, or fulfilling jury duty. Under the rule, employers should not take action against employees who take a leave from work to vote or exercise their right to form an organization.

• How long does it take to resolve a discrimination case in Murfreesboro?

  It can take several months to years to resolve a discrimination case in Murfreesboro, depending on each circumstance. Factors that can influence the duration of a case include deadlines from the EEOC, whether the case reaches trial, and the lawyer's skills. Since the lawsuit filing, it usually takes a year or two for the case to go to trial. If there are appeals, it could take several years more.

• At what age can minors in Murfreesboro legally work?

  Under the law, minors in Murfreesboro can work when they turn 14. However, there are certain limits to this rule, and this includes how long minors are allowed to work and whether it is school season. There are also occupations in which minors are not allowed to work, and some of these are logging, driving, and coal mining. Work that involves conditions such as exposure to hazardous substances and the operation of heavy machinery is not allowed.

• What will happen if an employer in Murfreesboro disregards laws on employment?

  An employer in Murfreesboro who does not follow employment laws will face penalties such as fines and possible jail time. Failure to pay wages is considered a class B misdemeanor punishable by not more than six months in jail and a $500 fine. Violations of child labor law are a class D felony that leads to around 12 years of imprisonment, a $125,000 fine for a corporation, and a $5,000 fine for an individual.

• 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.