Best Employment Lawyers in Pearland

FAQs

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

  Call 281-997-4100 for a non-emergency response from the Pearland police.

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

  You can obtain some police reports online at https://p2c.pearlandtx.gov/faq.aspx. Other types of reports can only be picked up at the police station at 2555 Cullen Parkway, Pearland, Texas 77581. Call the Records Section at 281-997-4100 for more details.

• How does a collective bargaining agreement affect an employee in Pearland?

  CBA influences the employee's wages, working hours, vacation time, and so on. It is an agreement between the employer and the labor union and cannot be changed by the employer without negotiating with union representatives. An employee in Pearland who is not a member of a union can still have representation from the union in a CBA. However, under Texas right-to-work laws, an employee cannot be forced to join a union nor be compelled to pay union dues.

• What is the contact information of the TWC's Civil Rights Division for concerns on a discrimination case in Pearland?

  The Civil Rights Division can be reached by mail at the Texas Workforce Commission Civil Rights Division 101 E 15th St, Guadalupe CRD, Austin, TX 78778-0001. Its email address is EEOintake@twc.texas.gov, and its phone numbers are 888-452-4778 and 512-463-2642. The physical address of the division is 1215 Guadalupe St, Austin, TX 78701, and its fax number is 512-463-2643. The division requires the full cooperation of the Pearland complainant during the case and failure to do may result in case dismissal.

• How is the financial recovery from a wage claim in Pearland aranged?

  Awards from a wage claim in Pearland must be collected from the employer before being distributed. When money cannot be obtained, a lien may be filed by Texas Workforce Commission as a record of debt owed by the employer to the employee. The TWC will then send the money recovered from the lien to the employee's address currently indicated on TWC's file.

• What are the ways that oilfield employers in Pearland give unfair wages to workers?

  Some employers in Pearland do not give fair wages to their workers by paying them through a piece-rate deal or misclassifying them as independent contractors. They deny workers the right salary through deception such as putting workers under a day rate wage but letting them work on longer shifts. These employers sometimes withhold overtime pay, especially for salaried employees who may be entitled to such pay.

• Can you file a complaint to the Wage and Hour Division on behalf of a worker in Pearland?

  Through a third-party complaint, it is possible for you to take matters to the WHD on behalf of a worker. You have to provide information about yourself and details about the Pearland worker's employment, pay, hours worked, and employer. The more details you can provide to the WHD, the better for them to process the concerns indicated on the complaint.

• 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.