Best Employment Lawyers in Macon

FAQs

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

  You may dial 478-472-8765 to reach the local police station in Macon for non-urgent concerns.

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

  Contact Central Records at 478-803-2335 or 478-803-2336 at 111 Third Street, Macon, Georgia 31201, or send an email to bcsocasereportrequest@maconbibb.us to request a copy of your official report.

• What qualifies as job discrimination in Macon?

  Employment discrimination in Macon can take many forms, including age, ethnicity, religion, disability, and gender identity. Employment discrimination can occur at any phase of employment, including hiring, wages and pay raises, termination, demotions, and disciplinary actions. The victim of employment discrimination may be an individual or a group of people.

• What types of employment cases can a Macon lawyer assist me with?

  A Macon employment lawyer can assist you with a variety of employment-related issues. This includes being discriminated against after becoming pregnant, having your employee refuse to pay you for overtime, or having your firm deny you long-term disability payments. These attorneys can also assist you in cases including whistleblower retaliation, sexual harassment, and Family Medical Leave Act violations.

• How can you demonstrate that you are the victim of sexual harassment at your workplace in Macon?

  You must demonstrate that you were the target of unwanted behavior that fostered a hostile environment because of your gender to establish that you were a victim of workplace sexual harassment in Macon. You must also prove that this behavior was serious enough to change the terms of your employment. Repeated unwanted touching, spreading sexual rumors about you, making inappropriate comments about your gender, and constant requests for sexual favors are all examples of sexual harassment in the workplace.

• What is the importance of employment contracts for Macon company owners, and how can attorneys aid employers?

  To ensure that you won't accidentally put confidential information in danger, you should have employment contracts in place for your essential staff. Furthermore, having an employee manual in place is necessary. Employment lawyers in Macon can assist you with the preparation and assessment of these guides to ensure that you are in full compliance with state and federal guidelines for employers.

• What are your options if your employee in Macon files a complaint against you?

  If you are an employer in Macon and one of your employees has filed a lawsuit against you, dealing with an employment lawyer can help you handle this issue. Whether your employee is claiming discrimination or harassment at work, your attorney will listen to your side of the story and determine the best line of action for your claim.

• 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.