Best Employment Lawyers in Richmond

FAQs

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

  To report a non-emergency situation that needs police assistance, call 804-646-5100.

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

  Individuals can stop by Window 4 of the Richmond Police Information Station, which is situated in the lobby of RPD Headquarters at 200 W. Grace St., Richmond, VA 23220. If you are unable to visit the RPD Headquarters in person, complete the request form at https://www.rva.gov/sites/default/files/2021-03/RecordRequest.pdf and submit it to the RPD Records Unit, along with a $5 draft or M.O. and a self-addressed, stamped envelope.

• Under Richmond employment laws, are all employees covered by the Family Medical Leave Act?

  Not all Richmond workers are FMLA-covered. FMLA leave is available to employees who work for a company with at least 50 employees within 75 miles of their workplace. Also, the employee must have worked for the company for a minimum of 12 months, working a particular number of hours throughout that time. Contact a Virginia employment law attorney if you feel your employer violated the FMLA.

• Is it legal for a Richmond employer to ask about an applicant's disability during the interview process?

  Prospective employers in Richmond may discuss the qualifications required to perform the job in question, but they are prohibited from asking if you have an impairment that could impact your performance. Likewise, if you suggest that you will need an accommodation to carry out the job, your employer may inquire about the types of provisions you will need to effectively complete the task. Consult an employment law attorney if you feel you were dismissed or denied a job due to your handicap.

• Is there a time limit to filing a sexual harassment claim under Richmond employment laws?

  Claims of sexual harassment in the workplace must be filed no later than 180 days after the last alleged incidence, in accordance with Richmond laws. An employee may also request a statute of limitations extension of up to 300 days in certain circumstances. Similarly, if there is a fresh instance of sexual harassment, the statute of limitations begins again.

• What damages can you collect if you were illegally terminated from your employment in Richmond?

  As a result of wrongful termination, you may be able to get paid for lost wages and other losses you have suffered. Additionally, damages that are often asked for in wrongful termination cases are lost benefits, emotional distress, and sometimes punitive damages. Punitive damages are awarded if the employer did something unconscionable and the employee wants to punish the employer. Seek the assistance of an employment lawyer in Richmond if you have been illegally dismissed from work.

• Can local employment laws protect a Richmond employee who witnessed a company committing fraud against the federal government?

  Yes. Employment lawyers in Richmond may also represent you in a "qui tam" lawsuit, which allows individuals and organizations with proof of fraudulent activity against federal programs or contracts to prosecute the violator on behalf of the United States Government. Not only are you protected from liability under the False Claims Act when you file a lawsuit on the government's behalf, but you may also be eligible for compensation if you win your case.

• 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.