Best Employment Lawyers in Livonia

FAQs

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

  If you find yourself with a non-emergency situation that necessitates aid from the Livonia Police Department, kindly dial 734-466-2470 for assistance.

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

  To obtain a copy of a police report from the Livonia Police Department, please complete the form at https://www.livoniapd.com/contact/foia-request/. You will be informed of the fee after the form is received, reviewed, and processed. Instructions for pick-up or mailing will be arranged accordingly. For additional details, please reach out to 734-466-2382.

• What are the guidelines for fringe benefits eligibility based on employment type in Livonia?

  In Livonia, the delineation between full and part-time roles with fringe benefits is the discretion of each employer. These stipulations are governed by their unique written agreements or corporate policies. Notably, the Wage and Hour Division does not offer an explicit definition for full-time or part-time employment. Therefore, employers must honor the benefits as per their established documentation.

• Can Livonia employers withhold wages for disciplinary reasons or make unauthorized deductions?

  Livonia-based employers are prohibited from penalizing employees by withholding earned wages. Any paycheck reductions must be legally mandated or consented to by the employee. The range of permissible deductions is limited to those sanctioned by law or through a collective bargaining agreement. Additionally, employers must issue employee payments as scheduled, without any delays.

• Are Livonia workers obligated to pay for job-related items like name badges and uniforms?

  No, employees in Livonia shouldn't bear the expense for work-related items if doing so lowers their pay below the legal minimum wage or overtime rates. If this happens, they can file a formal complaint with the U.S. Wage and Hour Division or the Wage and Hour Program in Michigan.

• What is the prevailing minimum wage in Livonia?

  In Livonia, the legislated lower limit for hourly wages stands at $10.10. Exceptions apply to specific employment categories not covered by this wage floor due to particular state or federal guidelines. These include individuals working in fisheries, agricultural jobs, trainees or scholars in work-based learning programs, and personal care providers.

• What should one do in Livonia if they suspect they've been unjustly fired?

  After an allegedly unfair dismissal in Livonia, wrongfully discharged employees must gather all communications and job performance assessments. They should consult a legal professional to determine if the release breaches discrimination, retaliation, or contract laws. Public criticism or sharing of internal information may harm potential claims and professional standing. Quick action is essential, as legal time limits and delays could hinder evidence collection.

• 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.