Businesses or organizations that hire or contract individuals to work for them retain a measure of control over the workplace responsibilities of these employees. At the same time, the law provides a number of employee rights that ensure fair dealing between the employer and employee, protecting the worker's ability to earn wages, enjoy certain benefits and resist harassment, discrimination or unfair practices.
At times, workers might feel as though their employers have overstepped their bounds in any of these areas, and labor laws give these individuals the right to seek legal recourse if workers feel they have been wronged in anyway. However, when considering legal action against a business, organization or institution, employees need to arm themselves with the right counsel, whether they seek wrongful termination lawyers or employee discrimination lawyers.
Individuals looking for an experienced employment attorney in Kansas City can turn to The Meyers Law Firm. For years, the firm's team of knowledgeable employment attorneys have helped clients in Missouri fight against workplace discrimination, harassment and wrongful termination, and find the justice they deserved.
The workplace rights of traditionally employed workers
Workers who are employed as part- or full-time employees enjoy the most protections under labor laws. However, there are certain distinctions that are important to understand if a worker wishes to take legal action against an employer who they feel has violated these rights.
For example, most states enact an "at-will" employment policy for the private sector, which means that both workers and employers can terminate the working relationship at any time for nearly any reason. An experienced wrongful termination lawyer in Kansas City can help clients wade through the details to determine if a client's case has legal merit.
Other legal issues may also appear in the course of a working relationship. Sexual, racial or otherwise intentional harassment is strictly governed by United States labor laws, for instance. Employees are similarly protected if they feel their rights have been violated with respect to other facets of the workplace relationship:
• Benefits
• Employer retaliation to worker behavior
• Health
• Hiring
• Hours
• Leave
• Privacy
• Unions
• Wages
• Whistleblowing.
Employee rights for alternatively employed workers
Some employee rights are, for the most part, universally enjoyed by workers of all types and classification. Others are reserved only for specific kinds of workers.
Independent contractors, for example, are classified differently than part- or full-time employees, and therefore are often not privy to the same wages, benefits and workplace rights as their counterparts. Despite these perceived disadvantages, independent contractors enjoy more workplace freedom and, being technically self-employed, can manage their time and responsibilities as they see fit.
On the other hand, temporary or leased workers are often legally regarded in the same fashion as full-time employees, despite the interim nature of their relationship to the company.
There are several other employment classifications, including:
• Day laborers
• Federal employees
• Military reservists.
Experienced employment attorneys in Kansas City can help these workers understand their relationships with their employers, lay out the differences between each classification and evaluate the potential challenges and advantages when these workers seek a lawsuit.
How an employment attorney at The Meyers Law Firm can help
Given the varied and nuanced nature of labor law, it is critical that wronged employees connect with a trusted employment attorney in Kansas City before committing to legal action.
By contacting the professionals at The Meyers Law Firm, clients will speak to a courteous in-house staff member who is prepared to assess his or her case. Meyers' team of experienced employment attorneys can provide advice and legal counsel that can help clients make sense of their situation and prepare a case. This counsel comes at no cost to the client, and payment will only be made if clients receive financial compensation as the result of a successful lawsuit.