Both the state and federal governments have enacted laws to protect the rights of employees. However, the burden often falls on employees to enforce their rights through administrative complaints and other legal actions.
If your employer has violated the law by failing to provide fair compensation, illegally discriminating against you, allowing harassment to take place at work, breaching the terms of an employment agreement, or retaliating against you on the basis of who you are, speak with a Roanoke employment lawyer. One of our experienced attorneys could evaluate your case and explain your legal options.
Roanoke business owners are required by law to pay employees fair wages for the hours they work. In many cases, this includes an obligation to pay at a rate of one and a half times a worker’s regular wages for every hour they work beyond 40 in a given week.
While some employees are exempt from the overtime pay requirement, most are not. Even employees who are paid an annual salary rather than an hourly wage may be eligible for overtime pay. A Roanoke employment attorney could help an aggrieved worker determine whether they are owed back pay for unpaid overtime wages.
This may entail investigating whether their employer is illegally withholding compensation for work performed before or after a shift or during breaks. Some workers are improperly classified and paid as independent contractors when they should be compensated as employees.
According to several federal laws, it is illegal for business owners to discriminate against employees on the basis of their:
While illegal discrimination could involve employment activities such as hiring and firing, it can also entail an employer’s failure to provide a company-wide benefit to one worker, refusal to promote a qualified candidate, shortening of an employee’s hours, or filing of an unfavorable performance review. Additionally, it is illegal for business owners to take adverse actions against employees who attempt to enforce their rights or cooperate with investigations of alleged wrongdoing.
Many employers ask or require workers to sign an agreement upon starting employment. The agreement may contain non-compete clauses or other restrictions on the employee’s behavior.
It is important to understand the ramifications of any agreement before signing. If an employee breaches any of the terms of an agreement, even by accident, their employer may be able to take disciplinary action.
In some situations, an employment lawyer in Roanoke may be able to negotiate more favorable terms for an employee. If either the employer or the worker violates the agreement, an attorney from the Spiggle Law Firm could assist in defending against or bringing legal action.
Employees should understand their rights and how to enforce them in the workplace. A dedicated Roanoke employment lawyer could help workers who have been taken advantage of by the companies they work for.
You may also be entitled to receive compensation to offset your losses. For a free case evaluation to learn what may be possible in your situation, call today.
Sexual harassment is a serious issue that affects many workplaces across the United States, including the United States Postal Service (USPS). If you work for the postal service, it is important to understand the scope of the problem, as well as the legal options available to victims of sexual harassment. If you are a US …
The power dynamics in some federal workplaces create environments that are ripe for harassment. When someone has power over another, they may feel entitled to behave in a way that is abusive or inappropriate. This can lead to a culture of harassment and discrimination, seriously affecting both the people who work there and the organization …
Power Dynamics In the Federal Workplace: Leaving Room for Harassment Read More »
McDonald’s Corp. (MCD) recently announced that it will be temporarily closing its U.S. offices during the week of April 3 as the company prepares to inform corporate employees about upcoming layoffs. The decision is part of a broader company restructuring, as McDonald’s aims to become more dynamic, nimble, and competitive. In this blog post, we …
Imagine an employee gets let go in retaliation for talking about racial discrimination or bias at work. After getting fired, that employee considers taking legal action against their former employer. What cause of action would the employee rely on? One thought is to sue for racial discrimination under Title VII of the Civil Rights Act …
How the National Labor Relations Act Protects Workplace Discussions About Racial Bias Read More »
