Best Employment Lawyers in Winston Salem

FAQs

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

  Call (336) 773-7700 to report non-emergencies to the local police station in Winston-Salem.

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

  Get a copy of the police report for an employment-related incident in Winston-Salem at the Records Division located at the Public Safety Center, 725 N Cherry Street, Room 130. It is open on weekdays from 8 a.m. to 5 p.m. Alternatively, you may visit http://www.wspdp2c.org/. Call (336) 773-7922 for further assistance.

• Do employers in Winston-Salem have the right to fire employees at any time?

  Yes, employers in Winston-Salem have the legal right to terminate employees at any time due to the state's at-will employment policy. However, they are prohibited from terminating individuals if they have signed a contract that outlines a specific employment period, if the discharge is based on discrimination, or if the employee is unwilling to violate any laws at the employer's request.

• Are employees fired for misconduct eligible to receive unemployment benefits in Winston-Salem?

  No, employees fired for misconduct are not eligible to receive unemployment benefits in Winston-Salem. Only those who were terminated due to others' acts, are actively seeking employment, are physically well, and have met the minimum salary for the last five calendar quarters are qualified to claim unemployment benefits. However, independent contractors are exempted.

• Are employers mandated to provide lunch breaks to employees in Winston-Salem?

  No, employers are not mandated by law to provide lunch breaks to employees in Winston-Salem. However, they can establish their own policies regarding break duration and whether they will be paid or not. Any breaks that last for 20 minutes or less are considered paid under state laws. However, employers are required to provide at least 30 minutes of lunch breaks to employees who are under 16 years old.

• Are employers in Winston-Salem allowed to pay their employees less than the minimum wage?

  No, employers in Winston-Salem are not allowed to pay their employees less than the minimum wage. However, employers may pay a lower wage to employees who earn tips, provided that their tips bring their total earnings up to at least the minimum wage. It is considered a violation if the employer solely relies on tips and does not provide a basic salary.

• What types of payroll deductions are employers legally authorized to make from an employee's paycheck in Winston-Salem?

  In Winston-Salem, employers are authorized to make certain types of payroll deductions from an employee's paycheck, such as taxes, Social Security contributions, and health insurance premiums. Deductions that are not legally required or authorized, such as for uniforms or damages, may require the employee's written consent. Additionally, the employee must still receive at least the minimum wage after deductions.

• 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.