Best Employment Lawyers in Beaverton

FAQs

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

  Call (503) 629-0111 to report non-emergencies to the local police station in Beaverton.

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

  Get a copy of the police report for an employment-related case in Beaverton at the police department's Records Division. You may request through the following: Online: https://beavertonor.govqa.us/WEBAPP/_rs/(S(3rzkukpx21mphfs3ly1mdwoq))/supporthome.aspx By mail: 6125 SW Hall Blvd. Beaverton, OR 97008 By phone: (503) 526-2261 The report takes about 10-15 days to be delivered in person, by mail, or through the online portal.

• Does the law require job applicants in Beaverton to undergo drug and alcohol testing?

  No, the law does not require job applicants in Beaverton to undergo drug and alcohol testing. However, they may be required to take such tests if they are applying for a job that involves the safety of clients, including the transportation industry. The employer also has the right to test the candidate if they have a valid reason to suspect that the applicant has been consuming alcohol.

• Can people with disabilities request a sign language interpreter and ask to modify the workspace to improve accessibility in Beaverton?

  Yes, people with disabilities can request a sign language interpreter and ask to modify the workspace to improve accessibility in Beaverton under the Americans with Disabilities Act. They may also request equipment and adjustments to their work schedules to accommodate treatments. To initiate the process, individuals should inform their employer of their needs and discuss available options.

• How many leaves are employees in Beaverton entitled to?

  Employees in Beaverton are entitled to take a 12-week leave each year. However, military caregivers may be granted an extension of up to 26 weeks. New mothers and adoptive parents are entitled to an additional 12 weeks of leave to care for their children. Parents may also take leave in the event of a public health emergency that causes class suspension.

• In addition to their basic salary, what types of pay are employees in Beaverton entitled to receive?

  In addition to their basic salary, employees in Beaverton are entitled to receive overtime pay, which is one and a half times their hourly rate for every hour worked beyond 40 hours per week. They are also allowed to take paid rest periods or breaks of 10 minutes for every four hours worked, apart from meal periods.

• Are employees in Beaverton allowed to post on social media about their working conditions?

  Yes, employees in Beaverton are allowed to post on social media about their work conditions. They can also engage in conversations about employment issues, which may result in union formation. The National Labor Relations Act protects employees' right to discuss significant workplace issues, regardless of whether the workplace is unionized or not.

• 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.