Best Employment Lawyers in Pawtucket

FAQs

• What is the non-emergency contact number for the local police station in Pawtucket, Rhode Island?

  401-727-9100 is the non-emergency phone number of the Pawtucket Police Department.

• Where can I get a copy of police reports for incidents related to my case in Pawtucket, Rhode Island?

  You can acquire copies of Pawtucket police reports by downloading and filling out the request form at http://www.pawtucketpolice.com/documents/rptrequest.pdf, and delivering the completed form in person or via mail to the Pawtucket Police Department, 12 Roosevelt Avenue, Pawtucket, RI 02860.

• If you wish to hold your company accountable for an employment law violation, what documents should you have during your first consultation with a Pawtucket employment attorney?

  When you meet with a Pawtucket employment attorney to discuss your complaint about your company, bring any documents you received during your employment. These include your employment contract, employee handbook, performance appraisals, and any other documents the company has asked you to sign. You can also provide a list of witnesses along with their contact information.

• Can your Pawtucket employer forbid you from taking time off for a religious holiday?

  No. As per the Civil Rights Act of 1964, Pawtucket businesses are prohibited from turning down a request for leave to celebrate a religious holiday, except under certain circumstances. For instance, a supervisor may refuse a request for leave if the company has no more than 15 employees or if taking a leave would put an undue hardship on the business.

• Where can you submit a complaint for discrimination at work in Pawtucket?

  You can submit a claim about work discrimination in Pawtucket with the Equal Employment Opportunity Commission. You have the option of filing a complaint with the Rhode Island Commission for Human Rights within a year following the discriminatory act. Additionally, you can contact the Equal Opportunity Office of the Rhode Island Division of Equity, Diversity & Inclusion to bring up a complaint regarding discrimination.

• Can a Pawtucket employer collect the tips given to his staff for himself?

  No, a Pawtucket employer cannot collect the tips given to his employees for himself. An employer may, however, be permitted to accept a tip credit to count a portion of the tips toward the requirement to pay the minimum wage. Additionally, employers may demand that staff members split tips with each other and pass along certain expenses.

• How long do employees at Pawtucket have to examine and sign a severance package?

  The time required for Pawtucket employees to review and sign a severance package depends on their age and how many people are let go at once. There is no prescribed period for employees under forty to examine and sign the agreement, but that period must be long enough and reasonable. Over-40 employees only have 21 days to evaluate and sign and seven days to change their minds or retract their signatures. Multiple employees who were fired simultaneously have 45 days to examine and sign and seven days to reconsider or cancel their signature.

• 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.