Best Employment Lawyers in Seattle, WA

FAQs

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

  Dial (206) 625-5011 for a non-emergency response from the police in Seattle.

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

  Go to the Public Request Unit counter at the Seattle Police Headquarters, which is at 610 5th Avenue in downtown Seattle. Reports can be released five to seven business days after the incident happened. Requests can also be sent through fax at (206) 684-1910 or via mail to SPD Public Request Unit, 610 5th Ave. PO Box 34986, Seattle WA 98124.

• Is discrimination illegal in Seattle workplaces?

  Employee discrimination because of gender, age, race, marital status, and national origin is illegal in Seattle. Discrimination can also be unlawful if the employee is treated unfavorably because of their military or veteran status, sexual orientation, and mental or physical disability. On the other hand, it is legal to treat employees on the basis of work performance, experience, and attendance.

• Are immigrant gig workers covered under Seattle's Gig Worker Paid Sick and Safe Time Ordinance?

  Yes. Seattle's Gig Worker Paid Sick and Safe Time Ordinance does not show prejudice against immigrants, including workers not legally permitted to work in the country. Under the policy of the Office of Labor Standards (OLS), gig workers will not be asked questions about their immigration status. The ordinance is a first in the nation and permanently entitles different types of gig workers to paid sick leave and safe time.

• How do you report violations of the Fair Chance Employment law in Seattle?

  Call 206-256-5297 or send an email to workers.laborstandards@seattle.gov to report violations of the Fair Chance Employment law. The identities of employees and witnesses who report violations and aid in the investigation can be protected under the full extent of the law in Seattle. However, employee information will be released if compensation is sought.

• How can wrongful termination at work be determined in Seattle?

  Check the reason for termination. An employee can make a written request to their employer to give a formal and signed statement of the termination. The statement must include information such as the reason for the discharge and effectivity date. If the statement sounds unreasonable, it may be unlawful termination. Additionally, when an employee belongs to a protected class in the workforce that includes older, pregnant, and disabled workers, there may be a case of wrongful termination in Seattle.

• What questions should you ask during a consultation with an employment lawyer in Seattle?

  During the consultation, ask a lawyer in Seattle questions about how many years they have been handling employment law cases and their success rate. You should also inquire about their fees and the payment arrangement and their experience with employment cases in the state. Additionally, you should check with the lawyer how long it takes for your case to be resolved and the probable outcomes. It would also be good to obtain references from previous clients.

• 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.