Best Employment Lawyers in Beaumont

FAQs

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

  409-880-3865 is the non-emergency line of the Beaumont Police Department.

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

  Get police reports from the records management staff in the lobby of the Beaumont Police Department at 255 College. Contact 409-880-3817 for more details about obtaining a report.

• What should you do if there are occurrences of harassment in a Beaumont workplace?

  Any harassment should be reported to your Beaumont employer. If your company has a human resources department, you can start there. The first step in any legal action involving harassment is to report the incident to your employers. It provides the documentation required if you decide to take the case to court. Consult an employment lawyer as well, who can help you protect your job, rights, and relationship with your employer.

• Is it legal for a Beaumont employer to inquire about an applicant's criminal history during a job interview?

  It depends. It is legal for employers in Beaumont to ask job applicants about their criminal history if it is directly relevant to the job, such as being a security guard. Some jobs, such as those in school districts, nursing homes, and daycare centers, require employers to check their employees' criminal histories. Aside from these, an employer who evaluates applicants based on their criminal history may be violating Title VII laws.

• Should you consult with an employment lawyer in Beaumont before filing a complaint with the EEOC?

  If the deadline for filing a complaint with the EEOC is approaching, you may need to file it as soon as possible to avoid losing your chance. Under federal law, you have approximately 300 days to file your complaint and 180 days under state law. To avoid application mistakes, it is best to consult with an employment lawyer in Beaumont before going to the EEOC.

• How does fraud involving unemployment benefits happen in Beaumont?

  A person in Beaumont commits fraud on purpose by concealing or providing false information in order to obtain unemployment benefits. Examples of fraud include failing to report accurate work hours or using another person's identity to obtain benefits. This type of violation is a felony or misdemeanor, and potential violators may face serious consequences.

• How do you appeal a Wage Claim Appeal Tribunal decision in a Beaumont case?

  A written appeal must be filed within 21 days of receiving the Preliminary Wage Determination Order. It can be mailed to the Special Hearings Department at the address and fax number listed on the order form. It can also be dropped off at the Workforce Solutions Office Beaumont, which is located at 510 Park Beaumont, TX 77701. Alternatively, appeals can be mailed, dropped off in person, or faxed to TWC Special Hearings Department 101 E, 15th St Austin, TX 78778-0001; Fax: 512-463-9318.

• 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.