Do You Feel Your Employer Terminated You Without Cause?

A wrongful termination lawyer can help you to get these reasons noticed and taken care of. A business shouldn’t feel they have all the power to do what they want and treat people any way they want. If they go that route, they will find employees are fearful to speak up because they don’t want to get fired. Don’t let them get away with such behaviors.

May be Hard to Prove

It may be hard to prove, but the more your wrongful termination lawyer investigate, the more they can use to help with building a case. They may be able to reach out to other current and past employees of the same company. Finding a constant theme of such behavior helps to verify it in a court of law.

Most people don’t realize though, even with an at will employer, there are still limits to what they can do legally. If you were considered a whistleblower and they got rid of you, this is a huge concern as there are laws to protect you against that. Your wrongful termination lawyer is going to be able to explore them with you and explain how they apply.

Look into it

Part of why it is hard to prove has to do with the risk of you just being a disgruntled employee trying to retaliate. It doesn’t hurt for you to look into the matter and speak with a wrongful termination lawyer. Let them know the situation and they can tell you if they feel it is worth pursuing and if they can represent you.

They can also share with you the information they need you to give, the possible outcomes, the cost of hiring them, and other information. Based on what they tell you, it is your decision to move forward with the case against your previous employer or not.

Possible Outcomes

There are several possible outcomes when you work with a wrongful termination lawyer. The company may offer a settlement to help keep this all under the radar. They don’t want to go to court and they don’t want the negative publicity. You may be inclined to take that money and it is your decision.

You can also decline it and continue with the court proceedings so it goes on record what they have done to you and they are held accountable. You can still qualify for a settlement this way but it can take time to get through the courts. Sometimes, it is years before the case is completed so you need to be ready for that.

Do you really want your job back? Perhaps you loved working there and that the outcome you want. Yet it may be harder than you think to go back to the same old routine there after what you have been through. You need to carefully think about that possibility too.

There is the risk your wrongful termination lawyer won’t be able to prove enough to help you win the case. If you have worked there for a time, have good reviews, showed up as scheduled, and more then it is easier for them to show there was no just cause for you to lose that job.

Don’t Let Unforeseen Issues Ruin Your Business

They can help you to find any loopholes or problems you may not think about. It can be hard to guess what may unfold with one of your employees, customers, or even a venture you work with. Perhaps there are issues on the horizon with a business partner. You need to be on your toes and a business law attorney can help you to be ready for anything.

They should look through all of your documents to make sure they are legitimate and there aren’t any concerns. They may ask you to make additions to certain documents before you and the other parties involved sign them. This is all to offer you an added layer of protection. They have been around long enough to know when something slips through the cracks it means trouble!

Evaluate your Needs

It is important to forge a solid relationship with a business law attorney. They can be in your corner from the time you start until your business ends. They can make sure you have the right insurance coverage and other elements in place. They are experts in these areas and they can find anything that is shifting and changing so your information isn’t outdated.

You can count on them when you have a legal question or any type of issue arises. You will feel confident you can trust your business law attorney to help you decide on the best possible solution to get a desired outcome. Such issues can be complex and they can take plenty of time to resolve. You can’t put your entire business on hold to look into them so get available help.

You need to be able to continue moving your business forward. Yet behind the scenes your business law attorney can help you to check choices and make the best possible decisions. If you aren’t working with one yet, you need to get busy finding an outstanding one you can trust. Otherwise, you may be in for a shock when a legal issue does arise. It can be expensive too!

You may be very vulnerable both personally and from a business point of view. The last thing you want is to lose your business, your home, and all you have worked so hard for because you didn’t have the right elements in place to offer plenty of protection. Now is the time to get it all in place if you don’t already.

Make the Connection

The business law attorney you work with needs to be able to help you with everything you need. They should be an expert in all areas of business law and they should be able to explain information and how it applies to your specific business. They should make time to answer your questions and help guide you with new information so you make excellent choices.

They should check the coverage you have in place and make sure your personal assets are separated from your business liabilities. Take your time to find a great provider with wonderful things being said about them. You want a seasoned professional who is passionate, who continues to learn and takes the time for their clients to make sure they get the help they need.

Getting the Compensation for Unpaid Earnings

They can also help to set the standards high so other employers won’t be tempted to take advantage of their employees in the future. Don’t be nervous to speak up because they can’t fire you for filing such a claim. There is a very good chance many other people working there also need to talk to the unpaid overtime lawyer about their own situation. If they are doing it to one person, they are likely doing it to many.

Supply Information

It is important to document as much as you can when it comes to this type of case. The unpaid overtime lawyer is going to have to prove you worked those hours and you weren’t paid. This tends to be easier to do than other cases because there should be a clock in/clock out system at the job. In other scenarios, logins and logoffs from computers can give that information too.

Any agreement about your work pay and other stipulations should be on file in the human resources office. Your unpaid overtime lawyer can ask those documents at any time. This is important information for them to read through. It can verify if you are an hourly employee or on salary. If you are on salary, you can’t file a claim against them for unpaid overtime hours.

With a salary, you agree you will get a set amount of pay for the work you do. It isn’t contingent upon the hours you work. The way in which your work agreement is written can influence the laws and how they apply.

Settlement Request

Once the information has been evaluated by the unpaid overtime lawyer, and they feel there is a basis to file a claim, they will do so. They can come up with a dollar amount of money they feel is owed to you that was earned but not paid. This will be part of the settlement ask. If the company agrees to pay it, then the case can move forward quickly and be completed.

They should also agree to make changes to the way they pay for overtime in the future. This will prevent the problem from occurring again. If it seems they were negligent and not fraudulent, they may be able to avoid all legal consequences of the outcome too other than repaying you.
If they refuse to pay the settlement, be ready to go to court against them. If the company has been intentionally not paying the overtime, they may face legal ramifications including a fine and an audit.

Consultation

The initial consultation with a unpaid overtime lawyer is usually going to be completed at no charge. If they agree you have a good case to pursue, they can discuss the specifics with you. They may be willing to do the work with no money up front. The stipulation with this will be once there is a settlement made, they will keep a percentage of that money.

This is a great way for you to get the legal representation you need without worrying about where the money to pay them is going to come from. With this type of agreement, if you don’t win the case, you still don’t owe anything to the attorney. They are going to fight to get you a winning outcome to see justice done and so they can get paid!

An Overview of the ILO Constitution on Fundamental Principles and Rights at Work

The International Labour Organisation adopted the Declaration on Fundamental Principles and Rights at Work in 1998. Although this process started in 1995 at the Copenhagen World Summit for Social Development, it was finally adopted in 1998 and since then it has been gaining pace. The features of the Declaration serve as its identification of the core standards; they are applicable to all the Member States irrespective of the fact whether they have ratified the Conventions.

Notably, the Declaration conferred upon the international community equal importance for human rights, liberalization of international trade, improved labour standards at the national level, and a decentralized system of labour standards implementation making the standards more readily palatable to employers. However, due to the problematic nature of the international enforcement mechanisms, some scholars have criticized these labour standards as impractical. In this regard, the main criticism states that issues pertaining to trade and labour must be kept separate as bringing labour issues into the World Trade Organisation would mean imposing trade sanctions to issues such as child labour.

The preamble of the ILO provides for universal support and acknowledgement in promoting fundamental rights at work and also for their universal application. The principle of ‘freedom of association’ has been expressly stated in the Constitution, but the principle of ‘equal work for equal pay’ is only interpretative in nature. There isn’t any express mentioned about equal work for equal pay in the Constitution. In a nutshell, the Constitution speaks for social justice, issues relating to the regulation of the hours of work, regulation of labour supply, prevention of unemployment, protection of workers against sickness or injury, living wages, protection of children and women, provision for old age, protection of workers interests in countries other than their own and other measures. In contrast to this, the 1998 Declaration relatively promised less number of commitments. It did not provide for workplace safety, limits on work hours, freedom from workplace abuse, neither minimum, nor fair or living wage.

Although the labour organization’s monitoring and supervising standards have gained international acknowledgement, countries such as U.K. and U.S. have criticized the system for lacking proper follow-up mechanism. In this regard the Organization claimed that follow-up being not mandatory is more of a strictly promotional nature providing a global picture of the state of implementation of each category of fundamental principles and rights. Such a defence cannot be easily accepted. Hence creating a proper follow-up mechanism remains a target to be achieved in the near future as that would mean a positive contribution towards the expansion of future international labour rights regime.