Best Employment Lawyers in Norman

FAQs

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

  The non-emergency contact number for the local police station in Norman is 405-321-1444.

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

  You can obtain a copy of a police report in Norman through this online page https://www.normanok.gov/public-safety/police-department/police-records-permits/request-police-record, or you can also send an email request to rclerk@normanok.gov. You may visit the Norman Police Department Records Section at 201 W. Gray Street, Building B, Monday to Friday, from 8 AM to 5 PM, and Saturdays from 8 AM to 3 PM. The Records Section's phone number is 405-366-5292.

• What is the minimum wage for regular employees in the City of Norman?

  The minimum wage rate in the City of Norman is the same as the federal wage rate, which is $7.25 per hour. The last time there was a rate increase was in 2008, which was $6.55 to $7.25. Tipped employees are exempt from the minimum wage rate, as employers can claim up to 50% of their tips. Employees who are under the age of 20 years old are paid $4.25 for the first 90 days of employment.

• What can you do if you want to file a wrongful termination in Norman?

  A complaint to your human resource department or filing a case with the Equal Opportunities Commission may be your only recourse if you believe you were wrongfully terminated from work in the City of Norman. Wrongful termination happens when you have been fired due to your age, gender, religion, medical condition, or just simply voicing out a different opinion at work.

• Are employers in Norman required by law to provide paid vacation leaves?

  No, employers in Norman and across Oklahoma are not required to provide employees with paid vacation leaves. However, if an employer offers paid and unpaid vacation benefits, it should comply with current state laws and adhere to company policies and the employment contract. It is important to note that vacation time earned is part of an employee's wage pay.

• Will you receive paid time off if you are required to serve on a jury in Norman?

  Yes, employers in the city of Norman are required by state laws to allow an employee to attend jury duties. However, you must present to your employer the jury summons from the court within a reasonable time or whatever is indicated in the employee manual. Taking retaliatory action against an employee due to jury duty is prohibited by law.

• What are the advantage of being in a union in Norman?

  Being a member of an employer's union in Norman will have advantages, such as being part of a collective bargaining agreement which will affect your wages and benefits. Under state and federal laws, labor unions are protected and recognized organizations. You may have to pay union fees as part of union representation in employment matters.

• 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.