Best Employment Lawyers in Clifton

FAQs

• What is the non-emergency contact number for the local police station in Clifton, New Jersey?

  The non-emergency line of the Clifton Police Department is 973-470-5900.

• Where can I get a copy of police reports for incidents related to my case in Clifton, New Jersey?

  Visit the Clifton Police Department's Records Division to obtain a copy of a police report. To find out if the report is available, call the Records Division at 973-470-5877. The office is open from 10 a.m. to 4 p.m., Monday through Friday.

• What circumstances prevent Clifton employers from firing workers?

  Employees in Clifton cannot be fired for exercising a legal right, such as reporting instances of discrimination or harassment, disclosing unsafe conditions or illegal behavior, or taking part in an inquiry into possible employer wrongdoing. Employees need a skilled employment attorney on their side if they were fired as reprisal for exercising their legal rights or as a whistleblower.

• What conditions must a non-compete agreement in Clifton meet in order to be upheld?

  An enforceable non-compete agreement in Clifton must meet three elements in particular:

  • protect the employer's rightful interests
  • not subject the worker to unjustified hardship
  • not endanger the general public Non-compete agreements are designed to stop ex-employees from using knowledge acquired while they were employed, such as trade secrets, client information, sensitive data, and customer relationships.

• What types of employment law cases do lawyers in Clifton frequently handle?

  The following are some of the most typical employment law issues handled by Clifton lawyers:

  • Sexual assault
  • Discrimination
  • Wrongful dismissal
  • Disciplinary procedures or acts
  • Disputes over overtime
  • Federal and state wage and hour laws
  • Noncompliance with wage and hour laws
  • Needs for meals and breaks
  • Compliance with pregnancy-related laws
  • Failure to provide suitable accommodations for employees with disabilities

• What actions by your Clifton employer qualify as retaliation?

  In Clifton, any form of retaliatory behavior motivated by your participation in a lawfully protected action can violate your rights under employment laws. Employers occasionally retaliate against workers who file legally protected complaints by punishing them or persuading them to drop their cases. Other businesses penalize workers who protest legal transgressions by firing, disciplining, demoting, excluding them from promotions, or taking severe employment actions.

• What details should be in your Clifton severance agreement?

  Your Clifton severance agreement must have these items:

  • Severance compensation in accordance with the employment contract, federal or state legislation, or corporate policy
  • Up to 18 months or one and a half years of continued health insurance coverage under the corporate plan upon termination
  • A reference to attest that a worker was employed by the business and in good standing

• 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.