Best Employment Lawyers in Plano, TX

FAQs

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

  You may dial 972-424-5678 if you have non-emergency concerns in Plano. By dialing this number, you will be directed to the non-emergency hotline of the local police station.

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

  Residents in Plano can use the online reporting website (https://www.plano.gov/1548/Online-Police-Reporting), allowing them to immediately submit a report and print a copy of the report for free.

• What are the overtime pay entitlements for employees in Plano under the FLSA?

  After working more than 40 hours in a week, Plano employees are entitled to overtime pay under the FLSA. Even if your employer provides you a fixed rate of pay, such as a day rate, salary, or another type of compensation structure that is not based on the 40-hour workweek, you are typically entitled to overtime.

• What are the various types of wage disputes that can result in unpaid wages in Plano?

  In Plano, there are many different sorts of pay disputes that may result in employees not receiving salaries to which they are legally due, such as unpaid tips, gratuities, and minimum wage violations, as well as unlawful tip pooling and wage deductions. It may be helpful to arrange a meeting with a legal expert if you think you are owed unpaid pay, so you can learn more about your choices.

• What are some typical labor and employment law cases that occur in Plano?

  Wrongful termination, discrimination, and wage and hour issues are some of the many situations that Plano employees may experience. In addition, they could run into other issues like whistleblower protection, retribution, contract disputes, and harassment. By getting in touch with a local employment attorney, they can receive guidance and representation from the moment the case is opened until it is finally resolved.

• What is the labor and employment law process that takes place in Plano?

  The labor and employment law process begins by filing a complaint with the right government agency, or a lawsuit in court if necessary. Following the complaint's filing, the case will normally proceed through several stages of the litigation process, including discovery, settlement discussions, and, if necessary, a trial. The Plano labor and employment law can be complicated, but working with the right employment lawyer will help you get through it successfully.

• In what circumstances can the state and federal law in Plano and other metros in Texas protect me against retaliation and certain whistleblower actions?

  The state and federal laws in Texas can defend you if you feel that you were terminated or mistreated because you got pregnant, refused to do something illegal, filed a workers' compensation claim, or used an FMLA-allowed medical leave. One of these rules, the "Public Policy Exceptions," protects workers if they are wrongfully fired in Plano for refusing to carry out an illegal act.

• 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.