Best Employment Lawyers in Charlotte

FAQs

• What is the non-emergency contact number for the local police station in Charlotte, North Carolina?

  The non-emergency contact number for the Charlotte-Mecklenburg Police Department is 311 or 704-336-7600.

• Where can I get a copy of police reports for incidents related to my case in Charlotte, North Carolina?

  You can get copies of police reports for incidents related to your case by submitting a request online on the City of Charlotte's website using this link: https://www.charlottenc.gov/Services/Request-a-Public-Record.

• In Charlotte, can your employer fire you if you assisted the government with an investigation of your employer's illegal actions?

  If you perform protected whistleblower actions aiding the government against your employer in Charlotte, you may have a case against your employer if they take retaliatory actions against you. These actions range from denying you work benefits such as occupational training and pay increases to intimidation, harassment, and isolation in the workplace.

• How can you tell if your Charlotte employer is misclassifying your work responsibilities to avoid paying you overtime?

  Employers in and around Charlotte may be misclassifying you to avoid paying you overtime if they give you a salary or a job title that denotes a supervisor-type role without changing your work responsibilities. Employers found misclassifying employees to avoid paying overtime can be held liable by the employees in civil suits and can be fined by the state and federal government.

• What is considered workplace sexual harassment in Charlotte?

  Workplace sexual harassment is defined by applicable Charlotte laws as unwanted personal attention, improper physical conduct that is sexual in nature, and offensive sexual statements or actions like distributing sexually explicit images. Being pressured for sexual favors can also be grounds for a workplace sexual harassment suit against employers and other employees.

• Can you file a lawsuit against a Charlotte employer that fired you because you refused to commit illegal acts?

  You can hold Charlotte employers liable for wrongful termination if they fire you for refusing to commit crimes on their behalf. Generally, you can also file a wrongful termination case if your employer fired you for refusing to perform unethical acts during work. A skilled employment lawyer can assist you in determining the validity of your wrongful termination case.

• Can you sue a Charlotte employer that is discriminating against you for pointing out safety hazards in the workplace?

  You can file employee retaliation cases against employers in Charlotte for taking discriminatory actions against you after you've pointed out workplace hazards and safety guideline violations. Discriminatory actions can range from wage deductions and unfavorable work assignments to demotion from your current position to termination due to your legally protected actions.

• 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.