Best Employment Lawyers in Akron

FAQs

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

  To get in touch with the local police station in Akron for non-emergency purposes, dial 330-375-2552 or 330-375-2181.

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

  To get a copy of a police report pertaining to a case in Akron, visit the city's official website at www.akronohio.gov, navigate to "Online Services", then select the "Police Report Lookup" option.

• What are the regulations regarding rest and meal breaks for employees in Akron?

  In Akron, mandatory rest and meal breaks are only legislated for workers under 18 years old who have a shift exceeding five hours. Although not legally bound, many businesses do offer breaks to their adult employees. Breaks under 20 minutes must be compensated, while those above 30 minutes can be unpaid, assuming the employee is not required to work during that period.

• Are Akron employers required to offer vacation or leave to employees?

  No, Akron employers are not obligated to provide vacation or leave for their employees. Should they decide to create a vacation or leave plan, they have the option to incorporate a "use-it-or-lose-it" approach, which forfeits any unspent paid time off after a designated deadline, such as the end of the year. State laws do not specifically address this policy, allowing employers to implement it.

• Who oversees the investigation of discrimination allegations in Akron?

  The body responsible for probing discrimination grievances in Akron is the Ohio Civil Rights Commission (OCRC). Rooted in the Ohio Revised Code Chapter 4112 and Ohio Administrative Code Chapter 4112, the OCRC safeguards against biased practices. Typically, an afflicted worker must lodge a complaint with the OCRC before seeking legal recourse through the courts.

• What are the employment rights for probationary employees in Akron, particularly for those under union contracts?

  In Akron, workers on probationary terms, especially those bound by union agreements, generally lack the privileges afforded to non-probationary workers. For those not protected by union accords, their probationary status is akin to 'at-will' employment, signifying that either party can sever the employment tie anytime, for any legally permissible cause, unless a different arrangement has been mutually agreed upon.

• Is workplace retaliation illegal in Akron?

  Yes, in Akron, punitive actions taken by an employer against an employee for initiating a discrimination claim or exposing potentially harmful workplace behavior are legally unacceptable. Should an employer be convicted of such retaliatory practices, they might be mandated to compensate the employee for lost earnings, restore benefits, or reinstate the individual to their prior role and work location or an equivalent one.

• 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.