|

Having knowledgeable and assertive legal representation in an Atlanta employment discrimination case is crucial. Although the law allows those who choose to represent themselves the freedom to do so, this is almost never a good idea.

Unfortunately, a Georgia woman (who, ironically, worked for the court system against which she attempted to bring suit) found this out the hard way. Because she had named the wrong defendant in her lawsuit, her case was dismissed.

Facts of the Case

The plaintiff in a recent case was an employee of a certain county juvenile court. Choosing to represent herself rather than hire an attorney, the employee filed suit in federal court against the defendant, the consolidated city-county government of the town and county in which the juvenile court where the plaintiff worked was located. In her complaint against the defendant, the plaintiff alleged that she had been the victim of unlawful discrimination and sought various legal remedies under Title VII of the Civil Rights Act of 1964, 42 U.S.C. §§ 2000e to 200e-17.

Continue reading ›

|

Under federal law, there are certain rules and regulations that govern the manner in which employees are paid. While some workers are exempt from these provisions, most are included.

Those whose employers have acted in violation of these or other laws concerning fair payment of wages may be able to recover money damages through an Atlanta wage and hour lawsuit. Because there is a limited time for taking legal action in such a situation, it is important to speak to a lawyer promptly if you think you have a potential wage and hour law case.

Facts of the Case

In a recent case, the plaintiffs were drivers and laborers employed by the defendant disposal services company. In a complaint filed in federal court, the plaintiffs alleged that the defendants had either underpaid them or had failed to pay them for overtime hours in violation of § 207 of the Fair Labor Standards Act (FLSA). The plaintiffs further alleged that the defendant’s practices also affected other similarly situated workers employed. According to the plaintiffs’ complaint, although their pay stubs purported to reflect both regular and overtime rates, the plaintiffs contended that these rates were intentionally manipulated by the defendant to make it appear that the plaintiffs were receiving overtime pay when, in fact, they were not.

Continue reading ›

|

If your employer is shaving your hours, don’t think you’re powerless to stop it. Save the evidence you do have, and don’t worry about the evidence you don’t have — holding employers accountable and collecting your due is an achievable result. Continue reading ›

|

When you experience what you believe to be workplace discrimination, there may be many possible wrinkles that could affect your ability to pursue or win your case. Each case comes with its own unique nuances, which is why it is so important to have an experienced Tennessee discrimination attorney on your side who can take each of the unique elements of your case and help you address each of them to achieve a favorable result. Continue reading ›

|

There are many different ways in which an employer can commit illegal discrimination in the conduct of its business. One of the more recently enacted statutory prohibitions was passed into law with the Genetic Information Nondiscrimination Act of 2008. That law bars employers from, among other things, making hiring, firing, promotion, pay, or privileges decisions based upon an employee’s genetic information. One case brought in federal court here in Georgia under this new law made national headlines back in 2015. Today, that 2015 ruling and the legal steps that followed it more recently serve as clear reminders of the multi-faceted aspects of discrimination litigation and the importance of having knowledgeable and diligent Georgia discrimination attorneys on your side. Continue reading ›

Contact Information
1355 Peachtree St NE #2000
Atlanta, GA 30309
Office: 404-873-8048

This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.

Please do not include any confidential or sensitive information in a contact form, text message, or voicemail. The contact form sends information by non-encrypted email, which is not secure. Submitting a contact form, sending a text message, making a phone call, or leaving a voicemail does not create an attorney-client relationship.

Copyright © 2024, Parks, Chesin & Walbert
JUSTIA Law Firm Blog Design