Best Employment Lawyers in Henderson

FAQs

• What is the non-emergency contact number for the local police station in Henderson, Nevada?

  Non-emergency cases can be reported by residents to the Henderson Police Department by dialing 702-267-5000.

• Where can I get a copy of police reports for incidents related to my case in Henderson, Nevada?

  Police reports in Henderson can be personally requested during weekdays, except Fridays and holidays during business hours at the following locations:

  • North Police Station, located at 225 E. Sunset Rd.
  • East Police Station, located at 223 Lead St.
  • Central Police Station, located at 300 S. Green Valley Pkwy. Requestors should bring with them a valid government-issued ID.

• What does it mean by constructive wrongful termination in Henderson?

  Employees in Henderson who are forced to quit their jobs due to poor or unsafe working conditions are referred to as constructive wrongful termination. Under federal law, an employee has the right to resign and seek compensation for lost income as a result of constructive wrongful termination if the working conditions of a specific job are intolerable to any reasonable person.

• What is the law in Henderson regarding overtime pay for employees?

  Overtime pay is required by law in Henderson for employees who work more than 40 hours per week or more than eight hours per day. The only time an employee will not be paid within the specified time frame is if they signed an agreement when they were hired that stated otherwise.

• What are the rules in Henderson for an employee's break time?

  Employees in Henderson are given a 30-minute uninterrupted meal break every eight work hours and a 10-minute rest break after four hours of continuous work. The 10-minute rest period is counted as worked hours, and no salary deduction should be made. Employees' meal and rest periods are governed by state law, and employers who wish to be exempted must seek approval from the Office of the Labor Commissioner.

• Is there a time limit in Henderson for filing a charge of discrimination against an employer?

  Employees in Henderson have 180 days from the date of the incident to file a discrimination claim against their employer. However, because the Equal Employment Opportunity Commission (EEOC) and the Nevada Equal Rights Commission (NERC) have a work-sharing agreement, it has been extended to 300 days. It is preferable to file a discrimination case as soon as possible rather than waiting until the deadline.

• How does a worker in Henderson file a complaint if they believe that their employer is violating employment statutes or codes?

  Workers in Henderson may file a complaint with the Office of the Labor Commissioner. Following the filing of the complaint, the employer will be issued a warning and will be asked to comply with the applicable laws. These complaints may be used by the Office of the Labor Commissioner to conduct audits.

• 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.