When An Employee Should Contact An Employment Lawyer

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Across the country, states are implementing laws to make working conditions better and fairer for employees. Still, many companies are unable or unwilling to comply with labor laws, putting employees into difficult positions. Without the proper support, employees may be put into the unenviable position of choosing between an undesirable working environment and losing their job entirely.

That’s where employment lawyers come in. In a variety of situations, employment lawyers are able to provide the necessary support for employees seeking to protect themselves and their rights at the workplace. Read on for advice on when you do and do not need an employment lawyer.

When You May Need a Lawyer

In some cases, you may be unsure as to whether your employer is violating your rights as an employee and whether you need legal representation in order to remedy the situation. In general, you should contact a labor attorney if you are confused about a process or feel that the employer may have wronged you in some way on the job.

In situations in which you might want to call an employment lawyer, you may also be able to reach a solution internally or by working with the legal authorities. Some of these include cases in which your employer has broken certain labor laws or has retaliated against you for notifying the authorities of your company’s wrongdoing. In addition, you may seek legal support if you feel you are not being compensated properly for your work.

When You Definitely Need a Lawyer

On the other hand, you will definitely want to contact an attorney in a couple of other cases. These are times in which legal advice is vital for your success in dealing with your employer.

If your employer is pursuing legal action against you, you will definitely want to consult an employment attorney. You will also want to contact an attorney if your employer wants you to sign documents that you don’t entirely understand. Especially with documents affecting your future rights, you should be sure you have a good grasp on everything you are agreeing to.

When You Don’t Need a Lawyer

In some cases, you may have issues at work that do not require consulting an attorney. In these situations, you should be able to get by on your own accord, or you may be able to judge the situation later in assessing whether you need an employment attorney.

For example, if you are signing documents that are clear in meaning, you likely will not need a lawyer for support. Additionally, you should be able to handle meetings with human resources representatives regarding your complaints or discipline against you, as long as you take thorough notes of any discussions that occur. In general, processes that do not have legal bearing and do not require complex legal language can be handled without consulting an employment lawyer.

When You Don’t Have a Case

In a lot of cases, you may feel that your employer is treating you unfairly but still not have any protection under the law. Because state employment laws can vary widely, you should familiarize yourself with the governing rules before pursuing any type of legal action.

There are a number of areas in which employees generally do not have rights and, as such, have no right to legal action. One such area is privacy. By working for a company, you forfeit most of your privacy rights in terms of telephone and internet usage. In addition, you may not have clear legal protection in certain cases of harassment. While hostility regarding sex, race, age, and certain other factors is illegal, other types of bullying are not clearly outlawed.

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