Best Employment Lawyers in Lewisville

FAQs

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

  The Lewisville police department’s non-emergency number is 972.219.3640.

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

  You may request for the police report at the police department of Lewisville at 1187 W. Main St. You may also request for the report at their online portal.

• Are Lewisville employees entitled to rest and meal breaks during work?

  Employment law in the state does not compel Lewisville employers to give rest or meal breaks to workers. If they provide a lunch break, they do not need to pay for the break if its duration is more than 30 minutes. If they decide to offer shorter breaks during the workday, they need follow federal regulations which require them to pay workers for breaks that are less than 20 minutes long.

• What are kinds of sexual harassment commonly occur in Lewisville?

  In many workplaces such as those in Lewisville, two kinds of sexual harassment commonly occur:

  • Quid pro quo harassment are sexual favors that are requested by an employee’s superior for certain job benefits, such as promotions
  • Htile work environments that involve sexual or demeaning jokes, treatment, images, or threats

  A workplace can be considered as a hostile work environment if the sexual harassment occurring there is pervasive and distracting and threatens the well-being of the victim’s job.

• What are some strategies that employers in Lewisville use to avoid overtime and other payments?

  Some strategies that Lewisville employers use to avoid overtime and other payments include offering workers “per piece completed” and “day” wages. Under such agreements, however, if the worker still works over 40 hours per week, they should still have time and a half pay for their overtime, because not every worker is exempted from it. Employers may also purposely misclassify employees as independent contractors in order to avoid paying overtime.

• What are the various forms of sexual harassment in the workplace that employees in Lewisville can experience?

  The various forms of sexual harassment that employees in Lewisville can experience include discussions of sexual activity and sex; comments from clients, co-workers, customers, or a boss about an employee’s appearance; repeated requests for dates even if the worker already expressed disinterest; sexual jokes and banter; and quid pro quo requests where sexual favors are solicited in exchange for work benefits such as a job promotion.

• Is hiring a lawyer too costly for an average Lewisville employee who wants to file a case against unfair labor practices such as wage theft?

  No, filing a case against unfair labor practices need not be expensive for Lewisville employees. Some law firms have a contingency payment basis for cases involving the Fair Labor Standards Act or FLSA, where their payment depends on the case being won. Losing means the client need not pay their attorney. In addition, in FLSA cases, lawyer’s fees are added on top of the award; the employer is obliged to pay the unpaid wages plus the worker’s attorney’s fees.

• 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.