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PRACTICE AREAS
In our litigation practice, we represent employees in court, before administrative bodies, such as the Equal Employment Opportunity Commission (EEOC), and during all stages of negotiation. If you believe you have experienced harassment, discrimination, retaliation, or another form of unfair treatment at work, please contact us. We handle a wide range of matters, including, but not limited to:
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sexual harassment
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racial harassment
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hostile work environment
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wrongful termination
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retaliation
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disability discrimination
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failure to accommodate
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sex discrimination
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race discrimination
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national origin disrimination
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sexual orientation discrimination
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FMLA retaliation or interference
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whistleblower retaliation
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genetic information discrimination
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religious discrimination​
Sexual harassment can take many forms and may include, for example: unwanted touching, sexual advances, offensive comments or remarks, intimidation, or any other verbal or physical conduct of a sexual nature, even if it is not explicitly sexual.
The harasser can be your boss, a supervisor, a coworker or colleague, or even a client, customer, or contractor with whom you work or who comes to your workplace.
Sexual harassment that is severe or frequent enough to cause a hostile work environment or which results in adverse employment decisions is illegal.
If you are experiencing sexual harassment at work, please call us right away.
Racial harassment may include, for example: racial slurs, offensive remarks, comments, or jokes, the display of racially-offensive symbols, such as the confederate flag or swastikas, racial intimidation, differential treatment, such as excessive scrutiny or monitoring, or any other offensive physical or verbal conduct because of your race.
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Racial harassment that is severe or frequent enough to cause a hostile work environment or which results in an adverse employment decision is illegal.
If you believe that you have experienced racial harassment at work, please call us for a consultation.
Discrimination
Federal laws and many state laws prohibit employers from subjecting employees to unfair or unequal treatment based on protected characteristics or traits, which include, for example: ​​​​​​​​​​​​​
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Sex and Gender (including, sexual orientation, gender identity, or LGBTQ status)
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Race and Color
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Disability
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Age
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Pregnancy
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Religion
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National Origin
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Genetic Information​
Unlawful discrimination, otherwise known as disparate treatment, can be any treatment that affects hiring, promotion, transfer, or firing decisions, pay and benefits decisions, job assignment, training, or transfer decisions, or any other decision that causes some harm to a term and condition of employment. ​​​​​​​​​​
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There are several ways to prove discrimination. One way to prove discrimination is to show that coworkers outside of your protected class were treated better. Another way is to show that the decision maker or supervisor who made the adverse employment decision at issue made offensive remarks, jokes, or comments related to your protected class. Importantly, you do not need direct evidence or a "smoking gun" to prove discrimination. In fact, direct evidence is uncommon in discrimination cases. Most discrimination plaintiffs prove their claims with circumstantial evidence, which is any evidence that raises a reasonable inference that your protected class motivated the adverse employment decision at issue. ​
Federal law and many state laws prohibit employers from retaliating against employees who oppose unlawful conduct in the workplace, for example by reporting or complaining of harassment or discrimination, or engaging in another form of "protected activity." Examples of protected activity may include, for example: reporting discrimination or harassment that you personally experienced; reporting discrimination that someone else experienced; being a witness or participating in a discrimination investigation; refusing orders to engage in discrimination; and/or resisting discrimination or advocating for a victim. It is also considered protected activity to stand on certain legal rights, such as requesting accommodations for a disability, religious observation or practice, pregnancy, or asking about, applying for, or using FMLA leave.
It is illegal to subject an individual who has engaged in protected activity to a materially adverse action, which is any action that would dissuade a reasonable person from engaging in protected activity. In the employment context, an adverse action might include retaliatory harassment, transfers, shift changes, discipline, negative evaluations, or any other employment decisions that affect the terms and conditions of your employment, such as being demoted, removed from the schedule, paid less, or fired. ​
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If you believe that you are experiencing retaliation at work, please contact us.
Wrongful Termination
Employers in many states, including Georgia, often remind their employees that they are "at-will" employees, which effectively means that an employer can fire an employee at anytime for any reason—without cause and without notice. However, even though you may work in an at will employment state, you may not actually be an at-will employee, and even if you are, that does not mean your employer can fire you for unlawful or illegal reasons. If you have been fired, terminated, let go, or discharged from your job and you believe your employer may have acted unlawfully, it is important that you consult with an experienced employment lawyer to determine whether you have wrongful termination claim.
Age Discrimination
Federal law and many state or local laws prohibit employers from treating an employee or applicant for employment worse because of their age. Federal law protects employees who are 40 years of age or older from discrimination and harassment based on their age. As with other forms age discrimination can be any employment decision that causes some harm to a term and condition of your employment, including hiring, promotion, assignment, training, pay, and firing decisions.
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If you have experienced age discrimination at work, please call us to schedule a consultation with an employment attorney. We will discuss your facts and evidence, evaluate strengths and weaknesses of your case, and let you know whether we can assist you.
Disability Discrimination
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Failure to Accommodate
The laws against disability discrimination protect employees who have a physical or mental condition that substantially limits one or more major life activities, have a history of a disability, or ​who have been subjected to an adverse employment action because of a physical or mental impairment that an employee has or which their employer perceives them to have. ​
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If you have a disability, you can ask your employer to provide a reasonable accommodation. An accommodation is a change that your employer can make to help you perform your job. Examples of some reasonable accommodations might include changes to your work schedule, letting you work from home (telework), providing leave for treatment or management of your disability, reassigning you to a different job or position, or making the workplace accessible.
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If you are dealing with harassment or discrimination at your job because of your disability, or if you have been denied a reasonable accommodation for your disability, please contact us to speak to an employment discrimination attorney today.
EMPLOYEE SERVICES
In addition to our litigation practice, we offer a wide range of other employee services. We offer personalized consultations and full service representation in connection with a variety of employment matters, including:
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severance agreements
employment contracts
non-compete agreements
arbitration agreements
confidentiality and non-disclosure agreements,
releases and waivers
non-solicitation agreements
restrictive covenants
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View our Employee Services to see how we can help assist with your specific issue.