Best Employment Lawyers in Chesapeake

FAQs

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

  To report non-emergencies, you may call the Chesapeake Police Department at 757-382-6161.

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

  To obtain a copy of your police report in Chesapeake, you may contact the Central Records Unit at 757-382-6387. The unit is on the second floor of the Chesapeake Police Department headquarters, situated at 304 Albemarle Drive, Chesapeake, VA 23322.

• What is the requirement imposed on employers in Chesapeake by the Virginia Minimum Wage Act?

  Under the Virginia Minimum Wage Act mandate, every Chesapeake-based company must indemnify its workforce at or above the federal base pay level. The statute includes individuals working in the home care sector as "employees." Certain work categories are excluded from the law, such as agricultural laborers, volunteers, itinerant salespeople, and babysitters with under 10 weekly work hours.

• What are the consequences for companies in Chesapeake violating any aspect of the Virginia Minimum Wage Act?

  Companies in Chesapeake that consciously and deliberately breach any aspect of the Virginia Minimum Wage Act are accountable to their affected workers for unpaid minimum salaries. Employers found guilty of violating any provisions of the act may also pay fines ranging from $10 to $200. This liability reflects a concerted effort to ensure adherence to wage regulations, emphasizing the seriousness of such infringements.

• What are the work restrictions for minor employees in Chesapeake?

  In Chesapeake, employees aged 14 or 15 are barred from engaging in hazardous or unfitting tasks by the Code of Virginia sections 40.1-78 through 40.1-116. And to legally work, they must secure employment authorization that can be obtained by presenting documents such as age verification, a pledge to hire, and an endorsement for employment.

• Which agency is responsible for handling employment issues in Chesapeake?

  In Chesapeake, the Virginia Department of Labor and Industry is the governing body that oversees matters of salary, overtime, working hours, and labor controversies. Gary G. Pan was designated as the Commissioner of this department by Governor Glenn Youngkin in January 2022, ensuring compliance with regulations and overseeing related affairs within the state.

• What should Chesapeake workers do if they suspect they have been unjustly dismissed?"

  In Chesapeake, should a worker suspect unjust dismissal, he or she must demonstrate that the termination breached a U.S. Federal Law or qualifies for a narrow exception under the jurisdiction of Virginia. Typically, workers in Chesapeake who are not under a contract or unionized are classified as at-will employees, signifying their rights are fairly limited. The burden of proof lies upon them to establish the illegality of the dismissal.

• 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.