Best Employment Lawyers in Passaic

FAQs

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

  To speak with the local police station in Passaic for non-emergency matters, dial 973-365-5500.

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

  Individuals who need to obtain copies of Passaic police reports may dial 973-365-3909.

• Do employees in Passaic have any legal recourse if they believe they were terminated unjustly?

  Yes, employees who believe they are unjustly fired in Passaic have legal options available. While not all cases of perceived wrongful termination are actionable, certain circumstances could warrant a claim. For instance, if the cause for the dismissal was discrimination, retaliation, or non-compliance with particular local, state, or federal laws, it could be a legitimate case. It is advised to consult with a legal expert to get a better grasp of one's options and rights

• What constitutes workplace harassment in Passaic?

  In Passaic, workplace harassment is prohibited by law if it is based on an employee's legally protected category, such as age, disability, race, or sexual orientation. Additionally, if an employee engages in a legally protected activity and faces retaliation in the form of harassment, it is considered illegal. The severity and pervasiveness of the harassment determine whether it changes the terms and conditions of the employee's employment.

• What is the Passaic Earned Sick Leave Law?

  The Passaic Earned Sick Leave Law mandates private businesses in the city to offer paid sick leave to employees. Large companies with 10 or more workers must give up to five days or 40 hours, while smaller firms must provide three days or 24 hours. The law has been effective since January 3, 2015. It also applies to any employee who works in Passaic for at least 80 hours a year.

• How can employees in Passaic file a complaint against an employer for violating the New Jersey Labor Law?

  Individuals working in Passaic who feel their employer has not paid them properly or has violated any state labor law can file a wage complaint with the New Jersey Department of Labor and Workforce Development. Anonymous complaints are accepted, but the complainant and others will only be updated when a resolution is reached. The complainant's identity is kept confidential, with some exceptions.

• What are the time limits to file employment claims in Passaic?

  The statutes of limitations for employment matters in Passaic depend on the specific issue. The time limit is six years for breach of contract or wage claims. Claims for whistleblower retaliation have a one-year limit, while cases under the New Jersey Civil Rights Act have two years. Legal advice from an employment attorney is strongly advised to ensure the case is managed effectively and on time.

• 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.