Best Employment Lawyers in St. Louis

FAQs

• What is the non-emergency contact number for the local police station in St. Louis, Missouri?

  The non-emergency contact number for the local police station in St. Louis is 314-231-1212.

• Where can I get a copy of police reports for incidents related to my case in St. Louis, Missouri?

  You can obtain a copy of a police report in St. Louis by going to the online records portal at https://pd-stlouismo.govqa.us/WEBAPP/_rs/SupportHome.aspx?&lp=3 or send a U.S. Mail to the following address:

  St. Louis Metropolitan Police Department Attn: Sunshine Law Unit 1915 Olive Street St. Louis, MO 63103.

  You may also visit the Sunshine Law Unit at the same address or call (314) 444-5388 for other records inquiries.

• Can you file a lawsuit if you were discriminated against by your employer in St. Louis?

  If you were discriminated against at work by your employer or co-worker in St. Louis, you can inform your HR office right away. You can also file a “Charge of Discrimination” affidavit with either the Missouri Commission on Human Rights or the U.S. Equal Employment Opportunity Commission. It is important to note that the EEOC has jurisdiction over companies with 15 or more employees, while the MCHR oversees companies with 6 to 15 employees.

• Can you be terminated in St. Louis for no reason at all?

  Yes, employers in St. Louis operate under an at-will statute, which means they can end your employment for no reason. However, this is only possible if they do not have a contract stipulating a minimum length of service. Additionally, there are some cases where a wrongful termination can be filed if you have been terminated due to your refusal to violate the law or being coerced to commit a crime by your employer.

• Will you be able to work even if you are permanently disabled in St. Louis?

  Yes. You are still qualified to work in St. Louis, even with a permanent disability. Under state laws, an employer should provide reasonable accommodation for disabled or differently abled employees to accomplish their jobs. These include time off work, and work-from-home options can be arranged for you. You are protected against any discrimination or harassment according to the Missouri Employment Law.

• Will you still get your Social Security Disability Insurance support if you want to work in St. Louis?

  Yes. You can still receive your Social Security Disability Insurance if you want to work in St. Louis. You can seek for a job with the help of a Social Security program without jeopardizing your disability benefits. The Trial Work Period program lets you work for nine months within five years without removing the SSDI, even if you earn above the Substantial Gainful Activity limit.

• What is the Substantial Gainful Activity limit in St. Louis?

  The Substantial Gainful Activity in St. Louis is $1,470 per month and $2,460 for legally blind people. It is the salary that employees earn monthly and indicates significant work. If you earn less than the SGA limit owing to your impairment, you might be included in the Social Security list of disabled people and get financial assistance.

• 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.