Can I Sue My Employer For Wrongful Termination In Los Angeles, California ?

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The right to sue is determined by how you were removed, whether it was a planned removal or a discrimination factor. For these matters to start, you can consult with experts like Los Angeles Wrongful Termination Lawyers to start and cover your trial to get your position back.

With the impact of such issues—you being singled out and countering elements of harassment—these matters can become more critical in nature.You can seek the assistance of Los Angeles harassment and discrimination lawyers to defend you and obtain complete legal protection.

Before you try to find out how to sue for such removal issues and get your position back, there are a few things to cover first.

  1. Level of influence: the amount of influence your boss may have had in terms of effect.
  2. Technical measures: the number of measures that can be used against you.
  3. Legal course: the primary legal course for dealing with such situations in court.

These may be a few factors that can come to affect your entire case in broader terms, so it is better you try to point these things out first.

 

  • Consider your position.

The first step is to know what the standard is at your workplace—whether you are equally treated or are separated by the entire staff. This gives you the option to check the core reason, whether you find discrimination at work or not, so you need to recognize the actual position.

  • Removal without notice

This is the more pressing issue, as you have the right to sue if you are fired without being informed or receiving any notice of dismissal from your boss. The causes that are not specified may differ, but if they are not informed, they may become a legal case for which you can take steps.

  • Specific warning 

This is one more case where you might have requested a pay rise, leave, or family support but has been turned down with a specific warning, and then your boss removed you. In such a case, you do have the right to ask for such options as an employee, and if it’s not offered, you can sue the employer for turning you out.

  • Employee misclassification 

This is one more reason you might have been removed after you requested to be classified at work, but the probable financial state won’t allow your employee to do it.

In such a case, you can have the right to sue the employer if he or she has removed you due to such a turndown and fix your legal position to cover it smartly.

  • Perception based on the will

This is the final, cruelest way to counter your position: take you quietly out because you are of a different race, or color, or are pregnant, so you are taunted and dismissed.

It all boils down to workplace harassment or discrimination, so multiple legal standing points can be covered to land you in legal trouble and force you to sue your employer for such dismissal.

The reasons for using, how unfairly you are treated, and how to counteract those treatments determine how you can sue for such removal.It is better you get in touch with field experts like California Employment Lawyer to get things working in your favor.

In terms of steps, if harassment or discrimination was the root cause, legal tools may be required to combat it as part of the removal proceedings against you. For this, you can take help from a Los Angeles harassment and discrimination lawyer to figure out the core issues and settle the whole case.

Leichterlawfirm.com (Los Angeles)

Your expert partner provides you with lawyers who can handle cases related to wrongful termination while at work. From the most basic angles—harassment or even discrimination—all matters are covered. The best place to arrange qualified experts to cover your cases with smart steps is…

Brandon Price

Let California Employment Mediation Lawyers Help You Find Justice

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Justice in cases through mediation may look like a long process, but it has a lot of benefits to make sure you get benefited and have the right cover through it, but you need to find out how it works. If you are willing to take such a route and wish to claim justice, then you better know it from experts like mediation attorneys in Encinitas, California, who can show you how it works as a core process.

There are also cases related to workplace ethics that may require mediation, consultation, and counseling, so if you want such aspects covered, it may require experts. For this, you can take aid from employment mediation lawyers in San Diego who can check prices, fix core issues, and cover your terms.

Before you try to prefer mediation and get your matters resolved, there are a few basics you need to iron out first.

  1. Possible reasons—the core cause for which you wish to prefer mediation—
  2. Time-bound process or not, how long it would take with certain gaps
  3. Assigning of mediators—the terms by which the right person would be assigned

These may be a few key factors that can influence your possible legal terms, so you need to iron them out first.

  • Basic planning 

This is the first step to look out for, as you may need help on how to plan for the case and make sure it works for you. There may be gaps, a lack of right guidelines, or even you may not be familiar with the rules that can come while you plan for them. To get a mediator and start covering the basics, it needs proper ideas to cover, so you have to get help on it through the process.

  • Making strategies 

The next step is to find your core values, fix your strategy, and make sure your employment angles are covered easily. Here you may have to assume the key role of mediator to discuss angles and make sure it becomes a proper adjustment. For this, a lawyer has to consider your goals and fix out criteria, and it gives a much better scope.

  • Rights and assumptions

In legal terms, you may also want to ensure your rights as a worker are not disapproved; you need equal advice and wish to settle for it. In mediation, both parties are heard, so the priority of how you present may be equally potent while you look to get justice.In such terms, you can think about how to balance such values, get proper aid, and make the right assumptions by such persons.

  • Recovery through process

In other terms, if you are able to bring a better scope, present evidence, and make mediators work on them, then it can help you get justice. The things you have to care for are the validity of such statements, how you had to face them, and how they can be fixed. This way you can address larger calls, which may give you a better advantage and cover your position.

  • Final decisions 

Lastly, once the entire process is done and valid evidence is presented and both parties clear up issues, it helps find ways to get justice. Usually, it may take some time to cover, but how you adapt may be more prudent to get you the right justice from a mediator.

In such terms, your approaches, talking points, blame, and other aspects should fix it simply and in the right terms. Probable ways in which you can get help may depend on your case, level of influence, and problems you wish to resolve through it.You may not know or have doubts, so you can consult with mediation attorneys in Encinitas, California, to find out how they can help you and cover your whole case.

In the process of going legal and covering employment terms, you may wish to choose mediation and get your problems resolved simply.For this, you need its experts, so you can be in touch with employment mediation lawyers in San Diego & Encinitas so they can help you with the complete process and bring justice through it…

Your perfect legal partner is to assign mediators who can handle all types of cases and mediate them.From general issues to workplace concerns or other elemental terms, they are able to cover them all. The best place with qualified persons to handle your case and get you justice legally…

Brandon Price

How Florida Discrimination Law Protects Employees

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Regardless of what you’re going through in your life right now, you should be able to find some peace of mind in knowing that there are laws with Miami  Discrimination Lawyer can help. If you find yourself being discriminated against in any way, whether it be at home or in the workplace, you should be able to get the help you need.

Sex discrimination

Having a qualified Miami discrimination law attorney can help you determine whether you have been discriminated against in the workplace. Employees who believe that they have been discriminated against should report the situation to their employer. This will help prevent negative retaliation. You may also be entitled to compensation.

Sex discrimination occurs when an employer treats employees, applicants, customers, or vendors differently based on their gender. This includes hiring, firing, promotion, training, layoffs, transfer, and compensation.

The Federal Equal Pay Act requires employers to pay women and men equally for positions that are similarly situated. In Florida, this law applies to companies that have 15 or more employees.

Miami-Dade County’s Human Rights Ordinance prohibits discrimination against LGBTQ+ employees. It is enforced by the Commission on Human Rights Board.

The Miami-Dade County Human Rights Ordinance becomes effective December 12, 2014. Miami-Dade County is now the 21st municipality in Florida to provide legal protections for individuals based on gender identity.

Pregnancy discrimination

Whether you are seeking employment in Miami or elsewhere, you must be aware of the pregnancy discrimination law that protects you. Having a lawyer on your side can help you get the compensation you deserve.

The Pregnancy Discrimination Act of 1978 is a federal law that prohibits discrimination in the workplace based on pregnancy, childbirth, or related medical conditions. It amends Title VII of the Civil Rights Act of 1964.

In the workplace, pregnancy discrimination may take the form of discriminatory policies or practices. Some may be intended, while others may have been done inadvertently. It is important to remember that the law enforcing pregnancy discrimination law covers pregnant employees, but does not prevent an employer from hiring or firing pregnant employees.

A Miami pregnancy discrimination lawyer can advise you on whether or not you have a case. If you have been the victim of pregnancy discrimination, you can file a complaint with the federal Equal Employment Opportunity Commission (EEOC).

You can also file a claim with the Family and Medical Leave Act (FMLA), which allows employees to take up to 12 weeks of unpaid leave in a 12-month period for childbirth, pregnancy or related medical conditions.

Hostile work environment

Getting legal help when you believe you are a victim of a hostile work environment is important. Getting an attorney is the first step to fighting back against an employer who is trying to take advantage of you.

The hostile work environment is a term in civil law that describes a situation in which an employee is subjected to unwanted and offensive behaviors. It is illegal to create a workplace that is hostile or abusive to an employee.

Federal law protects employees who make a complaint about a hostile work environment. To file a complaint, an employee must report hostile work behavior to their human resources department or the company’s corporate office. It is also important to take action to prevent harassment from occurring again.

In addition to reporting, an employee must also offer to allow coworkers to change their behavior. An example of this is if someone is talking too much or posting sexually explicit photos in the lunch room.

Other forms of discrimination

Besides age and sex discrimination, there are other forms of discrimination under the Miami Discrimination Law. Whether you’ve been fired, passed over for promotions, or denied a job, if you believe you’ve been the victim of discrimination, contact an employment attorney in Miami right away. They can help you gather evidence and claim your rights.

Age discrimination, sexual discrimination, and disability discrimination are among the most common forms of workplace discrimination. These discriminatory acts are illegal in the United States. It is against federal and state laws.

Age discrimination occurs when an employer treats applicants or employees differently because of age. Discrimination can be overt or subtle, but it is still illegal. In order to successfully file a discrimination lawsuit, you must prove that your employer treated you differently because of your age.

If you are older than forty, you can file a discrimination lawsuit against your employer. Age discrimination is illegal under both federal and state laws.

Mike

Find top rated attorneys and law firms profiles with Find Attorneys Directory, the best and free online attorney directory. Guest bloggers can also publish their articles here as other bloggers are doing.

Can I Be Fired for Refusing to Work Overtime?

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When it comes to overtime hours and pay, the Federal Labor Standards Act (FLSA) provides minimum standards at a federal level for employees across the country. These minimum standards from the FLSA include things such as the minimum wage and overtime pay.

Overtime in the state of Ohio is handled with a mix of federal law from the FLSA and Ohio’s wage law. So, let’s take a closer look at what overtime laws in Ohio mean for you and what refusing to work overtime can do.

What Are the Overtime Laws in Ohio?

Overtime laws in Ohio (set forth in Ohio Chapter 4111 entitled “Minimum Fair Wage Standards”) tend to follow the FLSA laws with some additions. Ohio state law covers overtime in Section 4111.03 and calls for employers to “pay an employee for overtime at a wage rate of one and one-half times the employee’s wage rate for hours worked in excess of forty hours in one workweek.” Though there is no required overtime if your employer gross volume of sales is less than $150,000 a year.

Compensatory time off can be provided to “a county employee or township employee” in lieu of overtime pay if the employee chooses to make that switch.

And on the topic of mandatory overtime, there is no mandatory overtime pay if an employee ends up working more than 8 hours a day.

When it comes to overtime laws in Ohio and how they affect you as an employee, speaking with a Columbus employment and overtime lawyer may help to further clear up any questions you have, especially if you believe you are not being compensated correctly.

Can I Be Fired for Refusing Overtime?

The long and short answer to this question is, yes. You could potentially be fired for refusing to work overtime. Federal laws state that as long as an employee is paid a proper overtime rate, there is technically no limit to the amount of mandatory overtime that your employer can schedule you for.

Employers are able to require overtime work from employees, though they are not required by the FLSA to pay extra (over and above the overtime premium if the employees work more than 40 hours in a workweek) for overnight or weekend work.

The rule regarding if you can refuse overtime work is one that can be adjusted or modified by prior agreement between you and your employer or through negotiations. In addition, your employer may have to provide certain accommodations that could allow an employee not to work overtime under certain circumstances.

Should you have further questions regarding your rights on refusing overtime, exemptions, or misclassifications, reach out to an employment and overtime lawyer in Columbus, Ohio.

There may be specific situations where the rule of an employee needing to work overtime can be adjusted. A consultation with a Columbus employment lawyer is a first step towards negotiating overtime refusal terms in relation to your position.

Matthew Coffman

Coffman Legal is a law firm based in Ohio. With a team of experienced employment and overtime lawyers in Columbus, Ohio, Coffman Legal handles cases for employees from all areas of life – including factory production workers, nurses, and many more. Areas of employment law that they have expertise in include background checks, sexual harassment, frequent wage and hour issues, and overtime exemptions and misclassifications.

When Should You Talk To An Employment Lawyer?

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Employers and workers might benefit alike from the services of employment attorneys. In the workplace, they may be used to settle conflicts, guarantee that you’re protected against lawsuits and other legal concerns, and ensure that you’re adhering to the relevant employment regulations.

What Does An Employment Lawyer Do?

An employment lawyer may help both workers and employers with various legal issues. An employment lawyer may assist the client in understanding their legal options and responsibilities. Explaining the appropriate laws and choices for the client, such as a lawsuit, mediation, or negotiation, is part of this process.

It may be tough to decide when to seek the advice of a lawyer due to the complexities of the field. In the following sections, we’ll take a look at a few real-world examples of when you should talk to an employment lawyer.

Reasons to See an Employment Lawyer

  1. Signing Contracts and Other Legal Documents

Before or during your employment, an employer may require you to sign various papers. Non-disclosure agreements, employment contracts, and other legal documents may include jargon-filled legalese. It’s possible that you don’t comprehend what you’re signing, but you’re afraid of missing out on the job if you don’t sign right away. The truth is that you may always consult an employment lawyer to ensure that you completely understand the terms of your contract before you sign it.

  1. You’ve Been Mistreated

In addition to being fired without cause, there are several other ways that you might be mistreated at work. It’s possible to get the impression that your supervisor has anything personal against you or treats you differently than the rest of the staff. To show this, you need a lawyer and evidence, which is why this is so important.

When your rights are infringed due to unjust punishment or fabricated performance evaluations, you must be more vigilant. This is when having access to an employment lawyer comes in handy.

  1. Termination Or Abuse Of Position

Texas is an employment-at-will state. Workers may be fired for any reason, as long as it isn’t unlawful, under this new law. The termination of an employee may be unjust if there are explicit criminal grounds for doing so. Employees may be fired for illegal reasons, such as racial discrimination or reprisal. If you’ve been unlawfully dismissed from your job, you’ll benefit from having an employment lawyer on your side to fight for your rights.

  1. Sexual Harassment, Discrimination Against Minorities, And Other Matters

Problems like sexual harassment and racial bias must be dealt with swiftly and ruthlessly. As long as your lawyer is there and recording these difficulties, you’ll be permitted to do this. With their assistance, they’ll help you come up with the correct answers for human resources, and they’ll help you collect the compensation you deserve.

  1. Unpaid Overtime & Wage Disputes

The majority of firms are obliged to pay their employees at least the state’s minimum wage. Your employer cannot withhold wages you have earned and deserve to be paid. Please notify us as soon as possible if your employer withholds your wages. You may be eligible for additional compensation if you work more than 40 hours each week. Overtime compensation may be needed if you work more than a specific number of hours each week, depending on your job classification.

Conclusion

A skilled lawyer is essential no matter which side of your argument. In this section, you’ll learn precisely what these attorneys can accomplish for you.

Mike

Find top rated attorneys and law firms profiles with Find Attorneys Directory, the best and free online attorney directory. Guest bloggers can also publish their articles here as other bloggers are doing.

What To Do Against Wrongful Termination of Employment?

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Even if you haven’t done anything wrong, there might be a situation when you will be terminated from your work. You may be wrongly terminated for no good reason or owing to a particular conflict. This is termed wrongful termination of the employee. Wrongful termination is one of the most common sorts of employment disputes, and it may be a very difficult scenario for employees to deal with.

Hundreds of thousands of people are wrongfully terminated each year for employment disputes with no apparent cause. As a result, knowing what to do in the event of wrongful termination of employment is critical. Several laws are used to take responsibility for wrongful termination.

Reasons For Wrongful Termination

When evaluating the termination of employees owing to wrongful termination, certain grounds must be established. This includes:

  1. Discrimination is based on race, religion, caste, gender, and a variety of other factors.
  2. Failure to follow the company’s guidelines may result in the employee’s termination.
  3. Determine whether there has been a violation of public policy.

The laws are made strict to enable the protection of the employees to get all essential benefits if they are treated wrongfully and are subjected to termination.

Laws Against Wrongful Termination

A great range of wrongful termination cases is observed each year due to several reasons. It is necessary to recognize that the employer may be able to provide compelling and valid reasons for the termination. If the employee is not given a reasonable opportunity to be heard, the wrongful termination act may apply. Such termination may jeopardize the employer’s market image in terms of its reputation. This may result in a breach of a person’s fundamental rights.

Thus, the concerns are to be dealt with under labor and industrial laws, in which the legislature can deal with a variety of legal difficulties, ranging from the protection of workers’ rights to regulating situations. The labor laws ensure employee protection and are a welcome step toward simplifying the process of dealing with labor difficulties. Here are some of the wrongful termination workplace laws:

  1. The Civil Rights Act (1964)

This act prohibits discrimination on the basis of religion, color, race, and national origin in hiring and promotion.

  1. The California Fair Employment and Housing Act

This law provides protection against discrimination, retaliation, and harassment of employees. This application is for all employees irrespective of full-time or part-time.

  1. The Federal Age of Discrimination Act 1975

This law states the prohibition of discrimination on basis of age in programs and activities related to federal financial assistance.

  1. Family and Medical Leave Act

This is a labor law in the US that provides protection to employees in regard to their job and unpaid leave for any medical or family reasons.

  1. California Family Rights Act

It provides the employees with 12 weeks of unpaid, job-protected leave for the employee in case of serious health conditions of his family including himself, or any other emergency like bond with a new child.

How Can An Employee Make A Formal Complaint?

An employee who has been unlawfully terminated by his or her employer should file a formal complaint with the Human Resource department first (HR). There are numerous instances in which the HR Department can address all concerns and restore the employees’ jobs. However, if the HR department fails to act, the employee has the right to file a legal notice with the company seeking damages for back pay, missed benefits, provident funds, and health insurance, among other things.

However, to resolve the legal issue without further complications, it is recommended that you see a legal expert who has everything legally cleared, and you may even share your dilemma to receive unbiased, honest, and correct advice.

Mike

Find top rated attorneys and law firms profiles with Find Attorneys Directory, the best and free online attorney directory. Guest bloggers can also publish their articles here as other bloggers are doing.

Ways To Prevent Time Theft in The Workplace

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How to Manage Time Theft in the Digital, Remote Work Era

Meta Description: What is time theft and how should you deal with it? Here’s what you need to know about time theft and handling these misbehaviors in a remote work setup.

In a pandemic-stricken world, most offices shifted to work-from-home setups. Employers had no way to make sure that their employees actually work during office hours.

This resulted in time theft where employers pay even for the time that isn’t spent on doing work. Time theft could be accidental or on purpose. Regardless, it should be addressed as soon as it comes up. This is to prevent employees from thinking that it’s okay to slack off at work just because they aren’t actually being monitored.

Facts About Time Theft

Time theft is actually a form of misconduct. And it could get you fired from your job.

Occasional short work breaks are fine. They’re normal, even. But if these breaks take longer than a few minutes, it’s considered time theft.

If you’re spending too much work time browsing through social media, you’re also committing time theft.

And that’s a serious problem. A few minutes off work from time to time may seem harmless at first. But even a few extra punched minutes into an employee’s timesheet could cost the company a lot.

These few minutes could add up to weeks’ worth of not working in a year. Employees might be tempted to slack off at work thinking that they can get away with it.

Spending work hours doing something else unrelated to work isn’t ethical. It shouldn’t be tolerated in any workplace.

How to Manage and Prevent Time Theft

If you start noticing questionable behaviors from your employees, you should act immediately. Here are some ways to manage and prevent time theft in a remote work setup.

Inform Your Team

Since the work-from-home setup is relatively new for most of us, employees could cause time theft accidentally. It would only be fair to come up with policies that could help address and prevent time theft.

Set up a meeting with your team to discuss time theft in remote work areas. Define the behaviors that would be considered time theft. Let your team know of the possible consequences of time theft.

Make sure your approach isn’t accusatory. The goal is to inform your team and keep them from committing time theft. You shouldn’t make your team feel like they’re being lectured on misbehaviors that they might not be aware of.

Use Software to Track Time

Make sure you use reliable software to track work hours among your employees. It should be easy to navigate. It should also be automated to avoid manipulation and adjustments of work time.

Your employees should also be able to see everything that gets tracked. This is so that you can be transparent about the information you’re basing on. Through this, employees can also see where they could improve.

Communicate With Your Team Properly

Let them know when overall productivity is taking a dip. Check-in on them and listen to their concerns. Take these into account and try to address the issues as much as you can.

Your aim should be to help them where they’re having a hard time. This would make your employees feel less antagonized.

You’d also be creating a healthier work environment for everyone when you listen to your team’s inputs. And while you’re at it, make sure to consider these inputs in decision-making.

Time Theft in Remote Work Setups

Time theft may be a tricky thing to handle. It’s hard to prove time theft unless you have solid evidence against an employee. If you need advice on how to address time theft cases in your company, get in touch with employment lawyers.

But again, here are the ways to manage and prevent time theft in remote work setups:

  • Inform your team about time theft and the behaviors that are linked to it. Discuss policies on time theft so that your team becomes aware of its consequences.
  • Use reliable software to track work hours and productivity. It should be user-friendly. The reports should also be available to the employees so they can see where they need to improve.
  • Communicate with your team and ask them where they’re having problems. Listen to their inputs. Take these into consideration when you decide on certain things.
Mike

Find top rated attorneys and law firms profiles with Find Attorneys Directory, the best and free online attorney directory. Guest bloggers can also publish their articles here as other bloggers are doing.

5 Common Employment Law Issues

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Alberta and Canada have laws that protect basic employment rights. You have the right to know about the hazards you might encounter in your job. You also have the right to refuse to do something that might put you or your colleagues in danger. These laws are in place to make sure that no one is being treated unfairly at work.

Employment law deals with unjust practices in the workplace. It covers a lot of issues that workers may experience while on the job, including your employment contract and whether it has been violated.

Common Employment Law Disputes

An employment contract is an essential part of any job.  An employment contract can be written, unwritten (verbal), or a bit of both.  Employment contracts contain terms on the duties and obligations of both the employer and the employee. Understanding your employment contract helps you understand what you are getting into when you accept the job.

Disputes are present in most workplaces. At some point, you might feel like you’re not getting paid enough based on your contract and the labor that you’re putting into your job. You might also feel like you are being unreasonably excluded from company matters.

This is why written and unwritten employment contracts are important. They provide a solid legal basis should you decide to file a dispute against your employer. They also provide more security and stability to you as an employee.

Let’s now look into five of the most common employment law issues that people face in their place of work.

Wrongful Termination Allegations

Some employees get fired because of misconduct, poor performance, frequent tardiness, etc. Others get dismissed because of some direct breach of their written employment contract. If the employee breach is serious enough, these sorts of terminations are called “just cause” terminations, and are not considered “wrongful termination”.

If an employer has just cause, the employee is not entitled to any severance.

But some employees get fired without proper justification or “just cause”. In those situations, the employee will often have a valid legal complaint, including that they should receive severance.

If you feel like you’ve been wrongfully terminated, contact an employment lawyer. Discuss how you can raise a dispute to contest either the reason for the termination of the amount of reasonable notice (severance) you are being offered.

Overtime and Wage Disputes

Overtime and wage disputes commonly occur in the workplace.

Managers are generally exempt from overtime pay. Some employers may give you a ‘managerial’ position to try and get away without paying you for overtime. But if your job is not mainly supervisory, you may have a valid dispute against your employer about overtime.

Your employment contract may require that you should receive benefits immediately after hiring or right after your probationary period.  If you do not start receiving benefits when you expected, you may have grounds for a dispute.

Here’s another thing to take note of: ordinarily, operational costs such as uniform costs or apparatus breakage cannot be deducted from your wages, especially if you are earning minimum wage.

Harassment Claims

Another common employment law issue is harassment. This can either be physical or verbal. Harassment is generally when someone treats you poorly, intimidates, or threatens you in some way at work.

Harassment is often discriminatory. If your employer uses a protected human rights ground such as age, mental disability, physical disability, race, ethnicity, sexual orientation, sex, gender, pregnancy, family status, or marital status against you in any way, it could be a ground for a discrimination complaint.

Albertan and Canadian laws protect workers from any form of harassment in the workplace. If you feel harassed, intimidated or threatened in any way, you should speak to a lawyer about your rights.

Discrimination

Discrimination, no matter how small, is still discrimination. As mentioned above, you cannot be treated unfairly because of a protected human rights ground such as age, mental disability, physical disability, race, ethnicity, sexual orientation, sex, gender, pregnancy, family status, or marital status.

But take note that not all situations which look like discrimination are, in fact, discrimination. Sometimes there is a genuine or bona fide occupational requirement that makes a discriminatory standard necessary, and therefore permissible.  For example, a Firehall would not be required to hire a quadriplegic for a field firefighting role, and a woman’s shelter would likely not be required to hire male staff to assist women fleeing abusive male partners.

The Employment Standards Code

The Employment Standards Code (Alberta) contains many protections for employees in Alberta.

Employees are entitled to protected unpaid leaves from work for a variety of things, including:

  • Maternity and Parental Leave
  • Reservist Leave
  • Compassionate Care Leave
  • Death or Disappearance of Child Leave
  • Critical Illness of Child Leave
  • Long-Term Illness and Injury Leave

Your employer cannot normally fire you while you are on protected leave.

Employment Law

You don’t stop being human when you work. Even though you’re getting paid for your labor, it does not mean you can be treated as less than human.

Employment law protects and upholds your rights as a worker. To make sure you’re not being treated unfairly in your workplace, remember these common employment law issues:

  • Wrongful termination. If you are fired without proper justification, the employer must pay you out of reasonable notice (severance).
  • Overtime pay and minimum wage. You should get overtime pay for every extra hour you work. You should get your full wages without deductions of operational costs.
  • There is no place for any form of harassment—physical or verbal—in the workplace.
  • No workplace should tolerate any form of discrimination.
  • Employment Standards Code. You are entitled to protected unpaid leave for many things involving your children and your health.
Mike

Find top rated attorneys and law firms profiles with Find Attorneys Directory, the best and free online attorney directory. Guest bloggers can also publish their articles here as other bloggers are doing.

Should I Hire a Lawyer for Employment Contract?

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Are You in Need of the Services of an Employment Lawyer?

One of the most significant factors in lifestyle and wealth is employment. Due to employment’s importance in people’s everyday lives, it becomes one of the costliest expenses in running a company. Aside from the employee salaries and benefits, the services of an employment or labour lawyer are also expensive, making it imperative for companies to avoid situations wherein they are required to avail of the services of an employment lawyer.

During labour disputes, both the company and the employee may find the process financially and emotionally draining. This is why whether you are an employee or employer, you must hire a labour lawyer that will represent your best interest.

Gibbs Wright is comprised of a team of competent employment lawyers that can handle a wide array of work and employment issues such as contract disputes, discrimination to public sector employee appeals, and wrongful dismissal.

Whatever your position may be, we believe that you have the right to fight for what you are entitled to as an employee or employer.

Court and Tribunals Representation

Gibbs Wright Litigation Lawyers can represent you in application hearings, conciliation conferences, and court trials, which may be subject to approval depending on the case, in the following:

  • Federal Courts
  • Queensland Courts;
  • Queensland Civil and Administrative Tribunal (QCAT);
  • Queensland Industrial Relations Commission (QIRC); and
  • Fair Work Commission (FWC).

We can provide assistance for you should you have any concerns about your employment. If you are confused regarding the steps you need to take or need a representation, you may contact us as early as now.

Communicate with Us

Negotiations

If you need assistance for negotiation or mediation for any disputes between an employee and employer (including those not mentioned above), we can help you.

Here in Gibbs Wright, we deal with a wide array of employment concerns and have years of professional experience in terms of representing clients on matters concerning employment law.

General Advice

We have significant expertise dealing with a wide range of employment issues and can offer you knowledgeable assistance in any area of your employment situation.

We can assist you with any employment-related issue, including advice on a prospective claim you may have against an employer or employee, defending such a claim, your chances of success, or any other topic connected to your circumstances.

Costs and Jurisdiction

Queensland Matters

Our primary focus is providing assistance and representing employers and employees in Queensland.

Although employment law is administered by Commonwealth statutes (including the Fair Work Act), there may be state-based problems at play.

It is advisable that you hire an employment lawyer who is knowledgeable about your state or area.

Costs

We know that not everyone has the financial means to pay for legal representation, especially in lengthy court battles. Whether you’re an employer or an employee, shelling out money for legal proceedings can be difficult.

We make sure to provide flexible cost structure and payment terms in order to work with you and your budget. We believe that employment lawyers are supposed to be there to assist you, not to put you down.

More information is available on our process page. You may also directly contact us to discuss your situation to provide you with a solution specifically tailored to your needs.

The Next Step

Employees have a wide array of options when it comes to their work, especially when seeking damages.

Although employment law may seem overwhelming, especially to employers, having an employment lawyer can help in lessening possible disputes.

Employment lawyers in Brisbane have a team of solicitors who can successfully help you through the process of commencing or defending an employment dispute.

Mike

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Were You Wrongfully Terminated Because of COVID-19

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When it comes to the COVID-19 pandemic, there have been a number of job terminations all across the country. A large worldwide event such as the COVID-19 pandemic can have far-reaching effects, including on employment status.

But along with job terminations can come a number of different questions, such as wondering were you wrongfully terminated because of COVID-19? To help answer that question, we will take a short look at some of the circumstances that might pop up around wrongful termination and COVID-19.

While Ohio is an at-will state, which means that an employer can fire you for any legal reason as they see fit, employees do have protection against unlawful or wrongful termination. So, if you think you were wrongfully terminated because of COVID-19, some of the following examples might fit with your situation.

For more specific questions, it can be especially helpful to reach out to a COVID-19 wrongful termination lawyer from the Friedmann Firm as well.

Examples of How You May Have Been Wrongfully Terminated Because of COVID-19

While each individual case of wrongful termination will differ, there are a few examples we can look over that can tie into if you were wrongfully terminated because of COVID-19. Wrongful termination may tie to unsafe working conditions, filing a worker’s compensation claim, or even refusing to go to work when emergency orders are in place for people to remain at home.

Refusal to Work During Emergency Orders

Laws are in place to protect employees in relation to emergency orders, such as shelter in place orders. In terms of COVID-19, there are a number of different ways that an employer could potentially terminate an employee in a wrongful manner. Some of these include:

Filing A Worker’s Compensation Claim

Filing a worker’s compensation claim will happen after you have suffered an injury on the job typically. But if you file a worker’s compensation claim in regard to COVID-19, you are protected by law against wrongful termination.

Requesting COVID-19 ADA Accommodations

By federal and state law, reasonable accommodations are allowed at places of work for employees who are disabled. COVID-19 may call for you to work from home under ADA accommodations or for other necessary accommodations to be met. Since the ADA allows for such accommodations to be made, if you believe you have been wrongfully terminated when asking for ADA accommodations, speaking to a COVID-19 wrongful termination lawyer is suggested.

Taking COVID-19 Related FMLA

The Family and Medical Leave Act (FMLA) offers protection at both the federal and state law levels for employees who have to take time off of work for reasons related to COVID-19. The FMLA “entitles eligible employees of covered employers to take unpaid, job-protected leave for specified family and medical reasons”. If you have been fired for taking FMLA leave or placing an FMLA related leave request, speaking with a COVID-19 wrongful termination lawyer should be your next step.

Complaints Related to Unsafe Working Conditions

Employees may have complaints related to unsafe working conditions in any given year. The Occupational Safety and Health Act (OSHA) protects workers from illegal termination when such complaints are filed. An example of this might be a lack of COVID-19 safety adjustments to the work environment.

The long and short of it is if you were wrongfully terminated because of COVID-19, there are protections available to you.

Contact a COVID-19 Wrongful Termination Lawyer in Columbus, Ohio

At the Friedmann Firm, our attorneys are experienced and ready to advise and offer representation to employees throughout the stat of Ohio. We work to address unlawful harassment, wrongful termination, and other cases that fall under employment law. We take an aggressive approach and offer free, fully confidential consultations.

To speak with a COVID-19 wrongful termination lawyer, call us at 614-610-9755 or contact us online today.

Mike

Find top rated attorneys and law firms profiles with Find Attorneys Directory, the best and free online attorney directory. Guest bloggers can also publish their articles here as other bloggers are doing.