Best Employment Lawyers in Warwick

FAQs

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

  Call (401) 468-4200 to talk to the Warwick police in non-emergency situations.

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

  Call (401) 468-4285 to request police reports or to schedule an appointment to pick them up at the police station. You can also visit https://www.warwickpd.org/index.php/online-records-request to make a request or send mail to this address: Warwick Police Records Div. 99 Veteran’s Memorial Drive Warwick, RI 02886

• Are employees in Warwick legally allowed to get tips an employee may receive?

  Employers in Warwick are not allowed to take any tip an employee may receive from a customer. They can, however, take processing fees from tips given using credit cards but must have to inform the employee in advance. If an employee thinks their employers have been taking some or all of their tips, they can file a wage complaint claim.

• What are some factors to take note of when negotiating separation contracts in Warwick?

  Some of the factors to keep in mind when negotiating separation contracts are severance pay amount, payment schedule, and insurance coverage benefits. You may also have to consider the things that may affect your future employment, and these can be clauses on noncompetition, confidentiality, and non-disclosure. It would be in your best interest to review with an employment lawyer in Warwick the terms and conditions of your employment agreement, including separation contracts.

• Do employers in Warwick follow right-to-work laws?

  Employers in Warwick do not follow right-to-work laws because Rhode Island is not a right-to-work state. This means being a member of a labor union can be required in employment. In addition, it means employees may be required to pay union dues as part of employment conditions. Employers are also prohibited to discriminate against hiring employees who are members of a union.

• How do you start a pay equity claim in Warwick?

  You may call the Tip Line of the RI Department of Labor and Training at (401) 462-WAGE (9243) to make a pay equity complaint. Alternatively, you can fill out the Pay Equity Complaint Form and send it here: Rhode Island Dept. of Labor and Training LABOR STANDARDS – BLDG. 70-2 1511 Pontiac Avenue, P.O. Box 20390,Cranston, RI 02920-0944 You can be assured that you will remain anonymous when you make a complaint, but detailed information can help the DLT properly assess your case in Warwick.

• Can mediation be better than litigating discrimination cases in Warwick?

  The greatest advantage of mediation is that it provides avenues for parties to resolve the matter in an amicable way and in methods that meet each unique need. It is fairer and more efficient compared to the lengthy process of investigating and litigating a discrimination case in Warwick. Generally, mediation takes around three months to complete while litigation can last around 10 months or more.

• 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.