Best Employment Lawyers in League City

FAQs

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

  If you need to report a non-emergency, call the League City Police Department at 281-332-2566.

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

  To get a copy of the police reports for your League City case, you can either use the online portal at www.leaguecitytx.gov or call the records unit at 281-338-4152 if the report isn't available online. Make sure to have a valid ID like a driver's license or passport when requesting an arrest report or criminal history report.

• What happens if an independent contractor in League City is mistakenly classified as an employee?

  Unintentionally categorizing an independent contractor as an employee in League City can lead to problems for the employer. If the worker acted carelessly and caused harm while performing his or her job, the employer can be held liable for the worker's actions under the respondeat superior principle.

• How is worker classification determined in League City?

  Under Texas law, whether a worker should be classified as an independent contractor or as an employee depends on the degree of control the employer has over the work. Independent contractors dictate their work terms, including timing, location, and method. Conversely, the employer in an employee-employer relationship has the say over the results of the work and how it is done, whether or not this control is actively used.

• How is the enforceability of non-compete agreements regulated in League City?

  Non-compete agreements in League City are governed by the Texas Covenants Not to Compete Act. Under this law, a non-compete contract may be enforced to protect confidential information if it is part of an otherwise legal agreement, provides something of value to the employee, and contains reasonable terms and conditions. Otherwise, a court may have the non-compete agreement amended to ensure that its conditions are reasonable.

• Why is having an employee handbook essential for businesses in League City, despite not being legally mandatory?

  Although not required by law, an employee handbook is an invaluable reference for employers in League City. A handbook tells employees how they should behave at work and lists other rules and procedures that apply to them. If there is a conflict between employees or between management and staff, the handbook can help in dispute resolution.

• What are the requirements for employers conducting background checks in League City?

  League City employers must inform job applicants that they may be subject to background checks as part of the hiring process. This disclosure must be in a separate document and contain no statement that amounts to a waiver of liability or rights. Before the employer obtains a consumer report, the applicant must agree in writing to the release of the report. Once the report is obtained, the employer must provide the applicant with a Summary of Consumer Rights before making any unfavorable decision based on the report.

• 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.