Best Employment Lawyers in Columbus

FAQs

• What is the non-emergency contact number for the local police station in Columbus, Georgia?

  Call the Columbus Georgia Police Department at 311 or 706-653-3205 for non-emergencies.

• Where can I get a copy of police reports for incidents related to my case in Columbus, Georgia?

  Pick up police reports from desk services in the lobby of the Public Safety Building at 510 10th Street from Mondays to Fridays, 7:00 a.m.-7:00 p.m. Reports can also be requested online at https://www.columbusga.gov/police/Reports/Request-a-Report. Call the Records Section at 706-653-3205 for more details.

• What is the Fluctuating Workweek Method for salaried employees in Columbus?

  The Fluctuating Workweek Method is an alternative work schedule for salaried employees in Columbus. Also known as Chinese overtime, it grants salaried employees overtime pay one-half of their regular pay. Its significance is for salaried employees who have workweek fluctuations from time to time. However, it is not applicable to public employees in fire protection and law enforcement with specific working hours.

• What kind of information should you collect for a wage and hour claim in Columbus?

  When filing a wage and hour claim in Columbus, you should get your company's information such as phone number, location of your workplace, where your company is based at, and their representative. You also need to provide information about your type of work, the pay practice of your company, and how you get your wages. Documents such as copies of payslips and personnel records showing working hours are also important.

• Why should you get an employment lawyer in a Columbus case?

  When you get an employment lawyer in Columbus, you can be assured that your rights will be protected throughout the legal process. Remember that employers, especially large companies, will usually have more legal resources compared to employees. Having a lawyer can also help you assess if you have a valid claim and determine the appropriate legal action.

• How can an employee in Columbus file a claim at the Equal Employment Division?

  An employee in Columbus can file a complaint at the Equal Employment Division by calling an intake coordinator at 404-656-1736 or 404-656-5392. Alternatively, these employees can visit the website of the Georgia Commission on Equal Opportunity and complete the Employment Complaint Form online. They have to do this within 180 days after the alleged violation happened.

• Are employers in Columbus required to disclose the reason for employee termination?

  There is no law that requires employers in Columbus to disclose the reason why an employee is terminated from work. While many employers usually provide the reason for termination, some do not. To know the reason, an employee can ask the employer to complete the Separation Notice or DOL-800 form. This form is usually used by employees when filing for unemployment insurance benefits. Take note that employers are required by state laws to complete this form.

• What does an employment attorney do?

  Employment attorneys represent workers, companies, unions, and advocacy groups. Their primary job is preventing and resolving disputes related to state and federal employment regulations as well as civil rights. They assist with the development of policies, including laws and employee handbooks, and they represent clients in court and during administrative hearings overseen by the U.S. Equal Employment Opportunity Commission and state-level labor agencies.

• How much should I ask for in a discrimination lawsuit?

  Employment-related claims are among the most complex and time-consuming lawsuits heard in the civil court system. Before workers can file a lawsuit, they must file a claim with the U.S. Equal Employment Opportunity Commission. Every year, the EEOC recovers $505 million for victims of workplace discrimination. When cases proceed to court, the average settlement is approximately $40,000. However, roughly 10% of claimants receive at least $1 million.

• How do I prove discrimination in the workplace?

  Discrimination lawsuits are typically based on an established pattern of behavior in the workplace. Employment attorneys who handle these claims generally advise clients to gather evidence and document all instances of discrimination, harassment, or abuse, as they occur. The following documents are often vital for proving workplace discrimination:

  • Personnel files
  • Payroll records
  • Employee handbooks
  • Diary or journal entries
  • Medical or mental health records
  • Reports from witnesses
  • Photos or video footage
  • Physical evidence

  
  

• Can I sue my company for a hostile work environment?

  Yes, offensive or unwelcome conduct that creates a hostile work environment and affects your terms of employment may give you reason to take legal action. However, rude or abusive behavior on its own isn’t illegal. It must also be tied to other legal issues, such as retaliation for reporting harassment or discrimination directed at members of a protected group.

• What is the EEOC?

  The EEOC is the U.S. Equal Employment Opportunity Commission. It's a federal agency tasked with helping to enforce laws concerning discrimination in the workplace. Not all employers are covered under the EEOC. Typically, you have to work for an organization with at least 15 employees or for a labor union or agency to be covered by EEOC protections.

• How do I report an abusive boss?

  If you believe you're being discriminated against, you have several options. First, follow internal reporting procedures with human resources or other leadership. You can also file a charge of discrimination with the EEOC. Talking to an employment attorney can help you understand your options and protect your interests.

• What laws protect employees from job discrimination?

  • The Civil Rights Act of 1964 provides employees with protection against discrimination based on a wide variety of factors, including national origin, sex, religion, race, and color.
  • The Age Discrimination Act of 1967 applies age to the protected class.
  • The Equal Pay Act of 1963 forbids sex-based compensation discrimination.
  • The Rehabilitation Act of 1973 makes it illegal to discriminate on the grounds of disability in terms of employment decisions.
  • The Civil Rights Act of 1991 adds more protection and power to the federal government to enforce some of these laws.

• How do I file a wrongful termination claim?

  You can file a wrongful termination claim with the EEOC online, via mail, or in person at various EEOC branch offices. You may be able to file a complaint with a state agency. To determine an appropriate plan of action and which organizations you can file with, speak to an employment lawyer.

• What is unfair treatment at work?

  Unfair treatment is not the same as unlawful treatment. There aren't laws against unfair treatment, which can include a boss who generally bullies people into action or someone who doesn't make fair decisions about time off because of nepotism or mood. Such issues may not constitute a claim for a court argument or allegation, unlike unjust judgments made on the grounds of race or age. An employment attorney can clarify if unfair treatment is also unlawful.

• What are some workers\' rights related to injury and illness?

  Employees have a variety of rights related to time off if they're injured or fall ill. For example, in workplaces covered by the Federal Medical Leave Act, workers are allowed to take up to 12 weeks off without losing their position in a company. The leave is unpaid unless PTO time can be used to cover it. Employees may also have rights to file a workers' comp claim if they're injured on the job. All of these laws cover different situations and types of employers, and an employment attorney can help you understand what rights you have.

• Can an employer force you to work?

  This is a gray area in some cases, which is why it may be a good idea to consult an employment lawyer if you have concerns about your workplace. According to the Occupational Safety and Health Administration , workers have a right to refuse to work in dangerous situations. But the burden of proof that this is, in fact, the case, can weigh heavily on the employee.