Best Employment Lawyers in Round Rock

FAQs

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

  512-218-5500 is the non-emergency line for the Round Rock Police Department.

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

  You can obtain a copy of a police report from the Round Rock Police Department through the Open Records Center of the City Clerk's Office. You can also submit the Texas Attorney General's form to the City Clerk's Office. You can contact the City Clerk's Office at (512) 218-6644 or email them at openrecords@roundrocktexas.gov.

• Can you sue your employer for unpaid wages in Round Rock?

  Round Rock Employees can recover unpaid wages by filing a formal complaint within two years of the date the disputed earnings become payable to the United States Department of Labor. In addition, they can submit a wage claim to the Texas Workforce Commission no later than 180 days after the claimed earnings become due for payment. Some examples of unpaid wages include failing to pay commissions and intentionally ignoring overtime pay.

• What is the statute of limitations for filing unpaid overtime claims in Round Rock?

  The statute of limitations for unpaid overtime in Round Rock is two years. You must file a formal complaint with the Department of Labor's Wage and Hour Division. You can also submit a wage claim with the Texas Workforce Commission within 180 days of your wages being due. Additionally, the time restriction can be extended for up to three years if the employee can demonstrate that the company broke FLSA rules on purpose.

• Can you sue an employer for breach of contract in Round Rock?

  You can sue an employer for breach of contract in Round Rock, but you must prove that a written and valid contract exists, you adhered to the contract terms, and the employer failed to fulfill the terms of the contract. You must also prove the breach caused you damage. Claims for breach of contract must be submitted no later than four years after the breach, although in some cases, the time restriction is only two years.

• What are the overtime laws in Round Rock that employers must follow?

  Round Rock follows the overtime laws of Texas, wherein workers can receive overtime pay if they work more than 40 hours per week. Their overtime rate should be one and a half times their regular rate. Additionally, the employer may let or require the employee to take compensatory time off at a rate of 1.5 hours for each hour of overtime worked.

• Can you quit a job at any time in Round Rock?

  Round Rock follows the employment-at-will law of Texas. At-will employees can quit their jobs at any time, with or without a reason. In the same way, employers can terminate their employees at any time without cause, except when a contract or an agreement specifies otherwise. However, it is a common practice to provide notice two weeks in advance.

• 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.