Best Employment Lawyers in Newton

FAQs

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

  To receive non-emergency assistance from the Newton Police Department, dial 617-796-2123.

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

  You can file a police report request in Newton by visiting https://newtonpolice.nextrequest.com/. When submitting a request online, you should also input specific details about your case to streamline the document search process. If you are looking for a recent accident report, you can access the Lexis Nexis portal at https://buycrash.lexisnexisrisk.com/ui/home.

• Should you settle your employment case outside of court in Newton?

  It depends. You should still choose the option that can help you achieve a favorable resolution, whether you take your case to trial or settle outside of court. However, recent employment cases in Newton are often resolved without undergoing litigation. According to the 2022 Case Metrics report issued by the Massachusetts Trial Court, only 65.5% of cases were heard in trials out of the 638,886 filed that year.

• Should Newton-based workers hire an employment lawyer to review their severance agreements?

  Yes. Workers in Newton should hire an employment lawyer to evaluate their severance agreements. This is because legal documents can be challenging to understand on one's initiative. With the help of an attorney, a worker can have a clear idea of the terms regarding their employee exit and obtain a severance package that meets their needs.

• What are examples of unfair wage practices in Newton?

  Employers with unfair wage practices in Newton often use various strategies, like removing payroll items, modifying time cards, and declining reimbursement requests for work-related expenses. It is illegal for employers to exploit their workers by avoiding or delaying the payment of their wages. For this reason, they have incurred violations under the Massachusetts Wage Act and Fair Labor Standards Act.

• Can employees in Newton work together to protest their company’s toxic work environment?

  Yes. Employees in Newton can work together to protest their company's toxic work environment. According to the National Labor Relations Act, employees can advocate for improved wage practices and safer workplace conditions. Even employees without a union membership are protected under the law and can exercise their right to campaign for a positive work culture.

• When is employee dismissal considered unlawful in Newton?

  In Newton, it is considered illegal to terminate an employee due to their religion, sexual orientation, or disability. It is also unlawful for employers to retaliate against workers who have filed complaints due to illegal activities in the workplace. Cases that involve wrongful termination are often connected to other employment issues, including discrimination, harassment, and wage theft.

• 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.