Best Employment Lawyers in Corpus Christi

FAQs

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

  The police non-emergency line in Corpus Christi is 361-886-2600.

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

  Requests for copies of police reports are processed by the City of Corpus Christi at https://form.jotform.com/203084314220036. Alternate avenues include email at cityopenrecords@cctexas.com and mail to the City Secretary's Office - Open Records, City of Corpus Christi, P.O. Box 9277, Corpus Christi, TX 78469-9277.

• Is a job interviewer in Corpus Christi for a company with only seven employees allowed to reject a job applicant on the basis of age?

  Yes, a job interviewer in Corpus Christi who works for a small business with only seven employees may generally reject an applicant based solely on their age. A company must have 15 employees on the payroll in order for the Civil Rights Act's anti-discrimination provisions to apply. Age discrimination protections are only applicable to businesses with at least 20 employees.

• May an employee oppose a termination from work in Corpus Christi if it was caused by a refusal to embezzle money?

  Yes, an employee may oppose a termination in Corpus Christi that is founded on a refusal to embezzle funds. While the city is in an at-will jurisdiction where it is possible to fire someone without legal basis, the judicial precedent of Sabine Pilot v. Hauck establishes that a worker can refuse orders to commit illegal acts and remain employed.

• How are wage and hour laws often violated in Corpus Christi?

  Employers in Corpus Christi are violating wage and hour laws when they pay less than the statutory minimum wage and collect tips without redistributing them. Allotting inadequate time for lunch, forcing employees to be on call while on break, and altering timesheets also constitute wage and hour violations.

• Is an employee covered by minimum wage laws ever required to work for free in Corpus Christi?

  No, a worker in Corpus Christi covered by minimum wage laws is never required to work for free. According to law, the employer must pay these people for every minute they work. These times include overtime and any periods when one is forced to go to work earlier than usual.

• Can an employer reassign an employee to a distant cubicle facing a wall from a window seat after the latter person filed a wage and hour complaint?

  No, an employer cannot reassign an employee to a distant cubicle with no view after the latter party files a wage and hour complaint. Companies and managers are not permitted to strike back against the exercise of legal rights written into labor laws. This extends to any act of harassment or retaliation, like relocating the complainant worker to a more depressing location in the office.

• 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.