Best Employment Lawyers in Sandy Springs

FAQs

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

  770-551-6900 is the contact number for non-emergency cases of the Sandy Springs Police Department.

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

  Sandy Springs reports are available for purchase online at https://p2c.sandyspringsga.gov/Summary_Disclaimer.aspx. You can also visit the Sandy Springs Police Department at 7840 Roswell Road, Suite 301, Sandy Springs, GA 30350 to get a copy of the incident report.

• What should you do in Sandy Springs if you have a wrongful termination issue?

  First, you should check your contract if it promises you employment for a set period of time. If this is the case, the Sandy Springs employer can be responsible for your wrongful termination if you are let go before that period. The time an employee has to take action may be calculated in days, depending on the type of claims involved. A worker who believes a wrongful termination may happen should seek the counsel of an experienced employment lawyer.

• Can a Sandy Springs company request medical documents to verify an employee's health?

  In Sandy Springs, an employer has no right to request access to an employee's medical information, but an employer may ask for a medical certification every 30 days. Do note that the employer cannot ask for recertification until six months have passed after the initial certification or the required period has passed, whichever arrives first.

• What situations provide Sandy Springs employees the right to FMLA leave?

  Sandy Springs employees have the right to FMLA leave if they need to look after a partner, parent, or child who has a severe medical condition; if it is for the adoption, birth, or placement of a child in foster care; if the employee has a severe medical condition that has prevented the employee from working; and if it is related to military duty.

• If your employer didn't record your hours worked, can you still get compensated for overtime in Sandy Springs?

  In Sandy Springs, you can get your unpaid overtime back even if your employer fails to track your working hours. Due to the Fair Labor Standards Act, federal legislation, companies are required to pay overtime for any labor that is done over 40 hours per week. They're also required to keep track of your overtime hours. If the employer fails to record these crucial details, the court will let you estimate your hours and establish the cost of your overtime.

• What are the main components of a Sandy Springs conventional severance agreement?

  A standard severance agreement in Sandy Springs typically contains the following components: -General release of the employer from claims, whether known or unknown -Resignation from a position -No provision for rehire -References for a potential job -A provision requiring you to return all corporate records and papers and uphold the privacy of the business's data -Refraining from criticizing your former employer, its personnel, clients, or services

• 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.