Best Employment Lawyers in Greensboro

FAQs

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

  The non-emergency contact number for the Greensboro Police Department is 336-373-2222.

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

  You can get copies of police reports for incidents related to your case from the Greensboro Police Department Watch Operations at 320 Federal Place, Greensboro, NC 27401.

• Can you file parental leave to attend your child's school event in Greensboro?

  Yes, you can file up to four hours per year of parental leave to attend your child's school function in Greensboro. If your employer punishes you through demotion, termination of employment, or other adverse job actions for taking this parental leave, you may have grounds for a retaliation case against your workplace. Do note that an employee should file a civil lawsuit within one year of the claimed violation.

• What is the difference between an employee and an independent contractor in Greensboro?

  In Greensboro, the difference between independent contractors and employees generally involves the employer's control over their work. Employees can be told how to perform work and the expected result while independent contractors can only be told what result is expected. Independent contractors are also exempt from receiving overtime pay for work hours logged past regular schedules.

• What steps should you take if you are being sexually harassed in a Greensboro workplace?

  If you experience workplace harassment in Greensboro, you should document instances of said harassment and contact your HR representative or management to file a complaint. You may try to speak with your harassers and ask them to stop, adding their response to your documentation. If the harassment does not stop, you can retain an attorney and file a claim with the Equal Employment Opportunity Commission.

• How helpful is retaining an attorney for an employment law case in Greensboro?

  Generally, retaining legal counsel in and around Greensboro gives clients access to knowledge and resources available to them and their firm, such as a team of legal advocates helping you stay on top of administrative deadlines and fact-finding personnel looking for evidence supportive of the client's claims. Legal counsel may also act as mediators for negotiation proceedings between clients and employers.

• What kind of compensation can you acquire for employment law cases in Greensboro?

  In Greensboro, your employment law case may be awarded various forms of legal compensation, such as lost front and back pay in discrimination cases, reinstatement to previous positions in wrongful termination or workplace harassment cases, and pain and suffering damages for sexual harassment cases. Depending on the circumstances, courts may also award you a promotion in employment law cases.

• 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.