Employment Lawyers Atlanta Free Consultation – Federal law provides many valuable safeguards to workers across the country. For example, the Fair Labor Standards Act (FLSA) establishes wage and hour rules that govern:
The Family and Medical Leave Act (FMLA) allows certain employees to take unpaid leave for several reasons, including:
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We advise and defend employers who follow these laws and represent workers who file claims for damages when their employers violate the law or retaliate against them in order to receive benefits they are entitled to.
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Some federal and state laws prohibit different treatment of employees based on personal characteristics such as race, sex, and other protected categories. We represent the plaintiffs and defendants in the following suit.
Federal law prohibits discrimination based on race, color, national origin, religion, sex, disability, age, citizenship status, or genetic information. Although Georgia’s anti-discrimination laws only apply to certain government employees, Atlanta and other cities have passed their own laws adding other protected classifications.
This type of unlawful discrimination can occur when a supervisor requests sexual favors to gain an advantage or to avoid the negative consequences of rejection. Sexual harassment can also take the form of a hostile work environment where employees are exposed to sexually explicit photos, jokes or threats.
Federal and state laws also protect certain employees from retaliation for asserting their rights under discrimination laws or engaging in other activities protected by law. These laws include the federal Sarbanes-Oxley Act and the Georgia Whistleblower Protection Act for state and local public employers.
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A significant part of our practice is devoted to the negotiation and drafting of agreements establishing and terminating employment relationships on a fair basis. This includes initial agreements, renewals and termination agreements, the terms of which govern;
We advise employers to comply with these requirements and represent employees seeking damages based on claims for withholding or denial of guaranteed benefits.
A common mistake in employment relations is the misclassification of employees and independent contractors. Correct classification is important from a legal standpoint because it affects proper wages and overtime, taxation, health insurance, workers’ compensation insurance, and unemployment benefits. Labels are not determinative in determining whether, based on economic reality, a person is an employee of an enterprise. We can help create the correct classification and correct past violations.
Our years of experience representing the interests of employees and the corporate world give us a unique perspective in developing legal and fair employment policies. We can help with specific questions or help prepare an employment guide.
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DeLong, Caldwell, Bridgers, Fitzpatrick & Benjamin, LLC is based in Atlanta and represents clients throughout Georgia in a variety of employment matters. Call us at (470) 443-0524 or contact us online to set up a consultation. Our Atlanta office is ADA accessible and we offer in-person or remote consultations. Unfair treatment in the workplace is very harmful. Getting fired because of your race, disability, religion, nationality, age, or gender can be hard to deal with. In some cases, it leads to anger, depression and insecurity. But you still have rights under workplace discrimination laws. Harassment in your workplace based on race, color, religion, national origin, age, sex, or disability is illegal. We understand the emotional impact these situations can have and want to help our clients get justice. Our Raleigh employment discrimination attorneys are compassionate advocates for clients, but fierce advocates for adversaries. We seek justice for our clients. This can mean monetary damages, restitution, severance pay, and policy changes to prevent future discrimination.
Please call 919-530-1090 for a free consultation with North Carolina employment attorney Sarah Fathi-Nejad. He assists clients in wrongful termination, FMLA violations, employment discrimination and other employment law matters in Raleigh-Durham, Charlotte, Greensboro and throughout North Carolina.
Call a Raleigh employment law attorney who will explain your concerns, evaluate your situation, and make recommendations for the future. Our clients see us as a strong advocate who continues to follow the progress of your case. We think you should call the same day. And send a reply by email within 24 hours. Our practice is based on a sincere desire to protect our clients from infringement. From Charlotte to Greensboro and Raleigh-Durham-Chapel Hill, North Carolina, we are known as innovative, aggressive litigators and persuasive litigators. The attorneys at Barrett & Farahany represent clients who have experienced any form of discrimination in the workplace, including but not limited to:
The Americans with Disabilities Act (ADA) prohibits discrimination against people with physical or mental disabilities in access to employment, transportation, public accommodations, communications, and state and local government services.
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Employers do not have the right to discriminate against employees over 40 years of age. While there are many laws protecting older workers, ageism is prevalent in today’s workplace. Advanced computer technology and algorithms have allowed employers to find more sophisticated ways to discriminate against older workers, such as targeting only younger workers on Facebook job posting tools. Older workers also face many other types of discrimination, such as denial of promotions, unfair discipline and forced early retirement.
Employers do not have the right to discriminate against employees of a certain gender or sexual orientation. This includes, but is not limited to, individuals who identify as LGBTQ. They receive protection during the hiring process and throughout their employment. If someone is open about their orientation or keeps their orientation secret after being hired, it is still illegal to discriminate. An example of gender discrimination is forcing a person to move to a new department after coming out as gay or transgender.
The Pregnancy Discrimination Act (PDA) is an amendment to Title VII of the Civil Rights Act of 1978. The PDA requires employers to treat pregnant women who are temporarily unable to work in the same way as female employees who are temporarily unable to work for other reasons. . . Employers are also prohibited from refusing to hire pregnant women, firing female employees due to pregnancy, denying promotion due to pregnancy, demoting women due to pregnancy, and similar actions.
There are many ways to discriminate against employees (or potential employees) because of their race, color or ethnic origin. For example, if an employer asks a question about a potential employee’s race during the hiring process and uses the answer as a reason to refuse to hire, that is racial discrimination. Employers sometimes engage in racial discrimination in the tests they administer to evaluate potential employees and/or in their workplace policies. These tests and policies sometimes only target (or have a more detrimental effect on) certain races, and if they lack a legitimate business purpose, they can be a valid basis for a race discrimination claim.
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Title VII of the Civil Rights Act of 1964 also prohibits employers from discriminating against employees (or prospective employees) because of their religious beliefs. Examples include refusing to hire an employee because of his or her religious beliefs, harassing an employee because of his or her religious beliefs, or refusing to provide a reasonable accommodation to allow the employee to practice his or her religious practices without conflicting with (those practices). with his job duties
Women have the right to equal pay for equal work. If employers pay women less for the same or similar work as men, this may be a violation of the Equal Pay Act (EPA). The EPA requires not only equal pay or hourly pay, but also equal benefits. Discrimination based on sex in the workplace may be covered by the Equal Pay Act and Title VII of the Civil Rights Act of 1964. When you’re considering a lawsuit, you need to decide which law you want to sue under. Each has advantages and disadvantages, and it’s best to speak with an experienced attorney to explore your rights and options.
Discrimination in the workplace is still common. No one deserves to be treated differently based on who they are and who they are, especially when they are trying to make a living. Even worse, some people may be attacked, threatened or harassed for reporting discrimination. If you believe you have experienced workplace discrimination and retaliation, you need an experienced attorney who will actively protect your rights and interests.
The attorneys at Barrett & Farahany have been defending victims of discrimination and retaliation in Alabama and Georgia for decades. We have dedicated our careers to giving a strong voice to those who have suffered through no fault of their own and don’t know where to turn for legal help.
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Our attorneys have in-depth knowledge of this area of law and work closely with clients to provide skilled and personalized representation. Our efforts are aimed at holding those responsible for discrimination fully accountable. Call now at 334-237-7773 or online for a free consultation.
Under federal law, it is illegal for an employer to take any employment action against its employees based on who they are or what they believe. a
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