Best Employment Lawyers in Medford

FAQs

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

  541-776-7206 is the non-emergency number of the police in Medford.

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

  To get more information on how to obtain police reports, call the Records Unit 24/7 at 541-770-4783. Email inquiries can be sent to Records@cityofmedford.org. Reports can also be obtained online at Medford Public Records Center's https://medfordor.govqa.us/WEBAPP/_rs/(S(u3jmgvhfxqqxbd2q4si2lbiu))/login.aspx.

• What types of Medford employment cases can be brought to the Oregon Bureau of Labor and Industries?

  Cases involving wage payments, rest and meal periods, and child labor can be brought to the Oregon Bureau of Labor and Industries. Similarly, violations of discrimination, fair housing, whistleblower, and statewide sick leave provisions can be reported to BOLI. Farming, janitorial, construction, and forestry workers can take their labor contract issues to BOLI.

• Can you be able to afford an employment lawyer in Medford?

  Many employment lawyers offer free consultations and case evaluations. Some even offer payment plans on a contingency basis. The Jackson County Center for Non-Profit Legal Services can provide free or low-cost legal services to eligible indigents in Medford. The non-profit center can be reached at (541) 779-7291 or 225 W Main St Medford, OR 97501.

• What should a Medford employee do if they believe their workplace is unsafe?

  If an employee in Medford believes their workplace is unsafe or contains hazards, they can notify their employer. They may also request that the Occupational Safety and Health Administration (OSHA) inspect their workplace. To do so, they can call OSHA at 800-321-6742 or use the online complaint form on OSHA's website. These employees can also contact the OSHA Office in Salem at (503) 378-3272. The Salem State Plan Office is located at 350 Winter Street, NE, Room 430.

• How can an employee in Medford be covered under Paid Leave Oregon?

  Employees in Medford who have already earned at least $1,000 and have a qualifying life event are automatically eligible for Paid Leave Oregon coverage. Some of these life events include childbirth, bonding time within the first year of childbirth or adoption, and incidents of sexual assault, domestic violence, and harassment. Seasonal workers, full-time employees, and part-time employees are all eligible in Medford.

• What happens after a Medford complaint has been filed at BOLI?

  A senior civil rights investigator will investigate the Medford case once BOLI receives the complaint. The investigator will conduct interviews and gather evidence during the investigation. Typically, the investigation takes a year to complete. The case will be dismissed if the BOLI finds no substantial evidence of the violation. Otherwise, the case will go through conciliation or be forwarded to the Administrative Prosecution Unit.

• 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.