Workplace Harassment
Workplace harassment and sexual harassment are closely related. If you feel like you are being harassed at work because of your age, gender, religion, disability, race, or sexual orientation, you may have a workplace harassment case. It is important to notice the signs and speak with an employment lawyer as soon as you feel threatened.
Retaliation
It’s illegal for your employer to retaliate against any employee who exercises their workplace rights. That can include specific retaliation for reporting harassment, unpaid overtime, discrimination, and union organizing. Retaliatory acts might include pay cuts, failure to promote, and termination. Retaliation might also include bullying or harassment intended to dissuade other employees from taking action or making complaints against their employer.
Wage Theft
Every year, your employer across the United States underpay their workers by billions of dollars. The majority of American workers are eligible for two things: a minimum wage of $7.25 per hour, and overtime wages of 1.5x their normal hourly pay for all hours worked over 40 in one workweek. It’s nearly always illegal to work off of the clock, either afterhours or over lunch. Only high-level administrators, managers, and professionals can be salaried - any other exceptions are rare.
Family and Medical Leave Act (FMLA)
Employees who qualify for this kind of leave are entitled to as many as 12 weeks of leave. FMLA leave can be taken to care for a child, spouse, or parent, or to take a personal medical leave for a serious medical condition. It’s important to know that such leave can be taken as needed (intermittently) or in blocks. your employer can’t retaliate against employees for seeking leave, taking leave, or coming back from leave. Once an employee takes leave, they have to be returned to either the same position or an equivalent one.
ADA/Reasonable Accommodation
The Americans with Disabilities Act requires your employer to offer disabled employees reasonable accommodations that enables their your employer to perform the critical functions of their job. These can include modified work schedules, working from home, adjusting job duties, and short-term leave.
