Best Employment Lawyers in Arlington, TX

FAQs

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

  For non-emergencies, call the Arlington Police at 817-274-4444.

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

  You can get a copy of a police report or a traffic crash report online using Arlington Open Records Request Portal: https://arlingtontx.govqa.us/WEBAPP/_rs/(S(tgfs0pvfck20e503k55ievjw))/SupportHome.aspx?sSessionID=

• What are the common wage law violations that waitresses and waiters experience in Arlington?

  If you are a restaurant worker in Arlington and your employer commits any of the violations below, you may have an employment law case:

  • Charging accounting and credit card fees to waitresses and waiters when processing their tips
  • Sharing the tips earned by waitresses and waiters with other employees
  • Making waitresses and waiters pay for wrong orders and walked tabs
  • Charging business items to waitresses and waiters

• When are you legally entitled to overtime pay in Arlington?

  According to the Fair Labor Standards Act, overtime pay is due for the succeeding hours worked after you have worked 40 hours within one workweek. A workweek is defined as any definite 168-hour period that occurs on a regular basis, divided into seven 24-hour periods. Your minimum overtime rate in Arlington should be 1.5 times your ordinary wage rate.

• Can you file a wrongful termination lawsuit even if you are under at-will employment in Arlington?

  Although Texas is an at-will employment state, there are reasons you should not be terminated, such as discrimination or retaliation. Your employer cannot fire you in retaliation for reporting fraudulent activities in the workplace or for filing a sexual harassment claim against another employee. Arlington employers also cannot fire a worker for their race, religion, or membership in a protected group. An employment lawyer can help determine if you experienced wrongful termination.

• How long do you have to file a workplace discrimination or sexual harassment case with the Equal Employment Opportunity Commission in Arlington, TX?

  You have 180 calendar days from the date the discriminatory event or harassment occurred to file a case with the EEOC in Arlington. If you are experiencing ongoing harassment, the 180 days start from the last incident. The EEOC conducts investigations on these cases and may decline to do so if your filing is beyond the deadline.

• What are the rights of Arlington employees who are called away for military leave?

  The Uniformed Services Employment and Reemployment Rights Act gives Arlington employees on military leave the following rights:

  • Reemployment/reinstatement after a military leave of up to five years
  • Reemployment in a job level the employee would have reached if they did not go on military leave
  • Accommodations in the reinstated job for the employee’s injuries sustained during military leave
  • Health insurance coverage continued by the employer for military leaves under 31 days

• 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.